Chief Human Capital Officer

Full Job Description

The Department of Housing and Urban Development (HUD) is seeking highly qualified individuals who are willing to meet the challenges of public service and support our mission.

Our compensation package is comparable to the private sector. And we also offer a broad array of program activities to develop your career, such as: networking and training opportunities.

At HUD, you'll have a once-in-a-lifetime opportunity to gain insight into federal housing policy and community development.

As a basic requirement for entry into the senior executive service (SES), applicants must provide evidence of progressively responsible executive leadership and supervisory experience that is indicative of senior executive level managerial capability.

This experience should be sufficiently broad in scope and at a major management level in a large or complex organization.

The ideal candidate will have experience supervising many employees through subordinate supervisors and have experience hiring, developing, and evaluating employees.

Typically, experience of this nature is at the GS-15 or equivalent level in the federal service or its equivalent in the private sector.

Your application should demonstrate that you possess the knowledge, skills, and abilities to successfully fulfill responsibilities inherent in SES positions such as: Leading the work of an organizational unit Ensuring the success of one or more specific major programs or projects Monitoring progress toward strategic organizational goals, evaluating organizational performance and taking action to improve performance Supervising the work of employees, developing policy and other executive functions If your experience does not include these basic qualifications, you will not be determined qualified for this position.

Veterans' preference: Is not applicable to positions in the Senior Executive Service.

To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQ) and Mandatory Technical Qualifications (MTQs) related to this position within your resume - NOT TO EXCEED 2 PAGES.

Applications received with resumes exceeding the 2-page limit will be disqualified and will not receive further consideration.

Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s).

If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position.

There is NO requirement to prepare narrative statements specifically addressing the Executive Core Qualifications (ECQs) or the Mandatory Technical Qualifications (MTQs).

MANDATORY TECHNICAL QUALIFICATIONS (MTQs): Your resume should demonstrate accomplishments that would satisfy these technical qualifications.

MTQ 1: Demonstrated mastery of human capital management and leadership principles, including associated budget and resource management, for a large, complex organization.

Skills and experiences should include designing, developing, implementing, and evaluating integrated Human Resources (HR) programs and policy that account for talent acquisition, performance management, training and employee development, compensation, benefits, and labor relations, with a demonstrated understanding of applicable federal laws and regulations.

MTQ 2: Demonstrated experience overseeing end-to-end talent management programs, including recruitment and hiring, onboarding, learning and development, leadership development, and performance management.

Proven ability to modernize HR processes, improve time-to-hire, strengthen performance accountability, and develop a high-performing workforce.

EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Mandatory Technical Qualification (MTQ) requirements listed above, all new entrants into the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the following five mandatory ECQs.

If your two-page resume does not reflect demonstrated evidence of the ECQs and MTQs, you may not receive further consideration for the position.

These are the five ECQs and their competencies: ECQ 1 - COMMITMENT TO THE RULE OF LAW AND THE PRINCIPLES OF THE AMERICAN FOUNDING: This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold Constitution and the rule of law, and commitment to serve the American people.

(Competencies: Knowledge of the American System of Government, Commitment to the Rule of Law, Civic-Mindedness).

ECQ 2 - DRIVING EFFICIENCY: This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades.

(Competencies: Fiscal Responsibility, Managing Resources, Leveraging Technology).

ECQ 3 - MERIT AND COMPETENCE: This core qualification involves the demonstrated knowledge, ability, and technical competence to effectively and reliably produce work that is of exceptional quality.

(Competencies: Technical Skill, Problem Solving, Agility and Resilience).

ECQ 4 - LEADING PEOPLE: This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture.

This includes, when necessary, the ability to lead people through change and to hold individuals accountable. (Competencies: Accountability, Developing Others, Executive Judgement).

ECQ 5 - ACHIEVING RESULTS: This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors.

(Competencies: Operational Mindset, Innovation, Strategic Thinking).

Note: If you are a member of the SES or have been certified through successful participation in an OPM approved SES Candidate Development Program (SESCDP), or have SES reinstatement eligibility, you do not need to respond to the ECQs.

Instead, you MUST attach proof (e.g., SF-50, Certification by OPM's SES Qualifications Review Board (QRB)) of your eligibility for noncompetitive appointment to the SES.

A method to present demonstrated evidence of the ECQs and MTQs is to use the C - C - A - R model (Challenge / Context / Action / Results): 1. Challenge - Describe a specific problem or goal. 2.

Context - Talk about the individuals and groups you worked with, and/or the environment in which you worked to tackle a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).

3. Action - Discuss the specific actions you took to address a challenge. 4. Results - Give specific examples of the results of your actions.

These accomplishments demonstrate the quality and effectiveness of your leadership skills.

Note for Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize any employment offers made to current or former (within the last 5 years) political appointees (i.e., Schedule A, Schedule C, or Non-career SES employee, or Presidential Appointee employee in the executive branch).

If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Noncareer SES employee, or Presidential Appointee employee in the executive branch, you must disclose that to the Human Resources Office.

Major Duties:

This position is located in the Office of the Chief Human Capital Officer (OCHCO).

In this capacity, the incumbent will be responsible for setting the workforce development strategy for the agency and assessing workforce characteristics and future needs based on the agency's mission and strategic plan.

The incumbent will lead the agency's human capital strategy, aligning workforce needs with mission goals, policy, budgetary objectives, and performance outcomes.

The incumbent will also develop and advocate a culture of continuous learning to attract and retain employees with superior abilities and identify best practices and benchmarking studies while applying methods for measuring intellectual capital and identifying links between those skills and organizational performance and growth.

MAJOR DUTIES AND RESPONSIBILITIES The Chief Human Capital Officer (CHCO) oversees, coordinates, and monitors the Department's human capital strategy.

The incumbent will advise senior leaders on talent management, including hiring, training, performance management, and labor relations, while ensuring compliance with merit system principles.

Key duties of a Federal CHCO Strategic Workforce Planning: developing, implementing, and assessing human capital strategies to support agency goals Talent Acquisition and Retention: managing recruitment, hiring, and retention initiatives to build a diverse, high-performing workforce Performance Management & Development: overseeing employee development, training, and performance management systems Policy Implementation: ensuring agency compliance with Public Laws, Executive Orders, and Office of Personnel Management (OPM) regulations, and OPM guidance memos Advisory Role: serving as the agency's primary advisor on human resources (HR) management, representing the agency on the OPM CHCO Council Labor Relations: managing labor-employee relations and ensuring employees are aware of their rights and remedies HR Technology & Data: managing automated human capital systems and using data analytics to improve workforce decisions The CHCO works to create a culture of accountability and continuous learning, often focusing on succession planning to ensure long-term, mission-focused leadership.

Perform other duties as assigned.