Chief Human Resources Officer

Full Job Description

This position is part of the Defense Nuclear Facilities Safety Board & is responsible for planning, directing, & administering agency-wide human resources (HR) programs; provides HR operational & management advisory services & program oversight across the full span of HR functions to the agency; ensures that the HR programs support the agency's independent technical oversight mission & its administrative needs; & that the programs are fully responsive to the needs of agency leadership.

At the GS-15 level, you must meet the following qualification: One (1) full year of specialized experience equivalent to at least the next lower grade level (GS-14) in the Federal Service that has given you the particular knowledge, skills and abilities required to successfully perform the duties the position.

Specialized experience for this position defined as: Experienced leading enterprise-wide human capital programs and provided authoritative guidance to senior executives on the following: Workforce strategy, workforce planning, and emerging Human Capital risks; Demonstrated application of Human Resources Capital Management and Evaluation methodologies for assessment of program effectiveness and inform leadership for strategic decision making; Forecasted talent needs, identified skill gaps, developed recruitment/retention/succession strategies; Analyzed labor market conditions and workforce trends and anticipated risks and shaped future workforce models; Developed, implemented, and oversaw Human Capital programs across a full Human Resources administration through the use of all applicable laws, regulations and policies; Led organizational change, improved Human Resources operations, and advised senior leaders on complex Human Capital issues.

Applicants must carefully review the information in the "How You Will Be Evaluated" section for important information and instructions pertaining to the multi-hurdle assessment process for this position.

Only experience and education obtained by the closing date of this announcement will be considered.

TIME-IN-GRADE: Current career or career-conditional employees of the Federal government, or former career or career-conditional employees, who have a break in service of less than one year, are required to meet the time-in-grade restriction of one year of Federal experience at the next lower grade, with few exceptions outlined in 5 CFR 300.603(b).

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social).

You will receive credit for all qualifying experience, including volunteer experience. Major Duties:

The incumbent serves as Chief Human Resources Officer and is responsible for planning, directing, and administering agency-wide human resources (HR) programs.

The incumbent provides HR operational and management advisory services and program oversight across the full span of HR functions to the agency.

The incumbent ensures that the HR programs support the agency's independent technical oversight mission and its administrative needs; and that the programs are fully responsive to the needs of agency leadership.

Plans, directs, and administers all DNFSB HR programs and human capital initiatives. Serves as the agency's senior HR official and technical authority across all HR disciplines.

As appropriate, advises agency leadership, and senior officials on HR strategy, workforce planning, organizational design, talent acquisition, compensation, performance management, and workforce policy issues.

Establishes enterprise human capital goals and strategies aligned to the agency's mission, strategic plan, and human capital plan.

Ensures compliance with Federal laws, regulations, merit system principles, and OPM guidance.

Provides authoritative guidance on emerging workforce risks, workforce planning, labor market conditions, and regulatory and policy changes affecting human capital programs.

The incumbent oversees the delivery of operational HR functions and services including the agency award program, position management, workforce development, recruitment and placement, performance management, pay and leave administration, the anti-harassment program, executive resources and training and development.

Ensures efficient, compliant, mission-aligned HR operations and responsive advisory services to agency leadership and employees on HR issues and programs.

Ensures that human capital services are delivered through the agency's shared service provider (SSP) in accordance with relevant agreements.

Directs accountability auditing of internal HR programs, ensuring the integrity, quality and compliance of HR operations.

Ensures programs are evaluated for adherence to Federal laws, OPM requirements, and agency policy.

Ensures that findings from audits, metrics reviews, and compliance assessments are translated into actionable program improvements.

Administratively and technically supervises the HR staff of civil servants and directs contracted support staff.

Performs the administrative and human resource management functions relative to the civil servants supervised. Plans, schedules, and assigns work to subordinates.

Establishes guidelines and performance expectations for staff members; develops performance standards, provides feedback, and periodically evaluates employees.

Interviews and selects candidates for positions. Hears and resolves complaints and grievances, effects disciplinary measures as appropriate.

Identifies developmental and training needs of employees and provides for individual employee and collective staff development. Finds ways to improve productivity and quality of the Division's work.

This includes the responsibility for applying the principles of EEO in hiring practices, training, employee development and the utilization of employee skills.

Works closely with executive officials in developing overall goals and objectives for the HR function and exercises delegated managerial authority to develop annual and longer-range work plans and schedules for internal or contracted HR and related work.

Meets with senior officials to strategize and implement changes to HR programs, practices, procedures, and policies.

Assures implementation of the goals and objectives for the HR function and determines goals and objectives that need additional emphasis.