Deputy Associate Director, Center for Employment and Compensation

Full Job Description

Under the general direction of the Associate Director for Workforce Policy and Innovation (WPI), the Deputy Associate Director, Center for Employment and Compensation (DAD EC), serves as a senior executive responsible for leading and directing Governmentwide human capital policy in the areas of hiring, recruitment strategy, pay administration, leave, and workforce flexibilities.

Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.

Candidates will not be hired based on their race, sex, color, religion, or national origin.

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

Resumes over the 2-page limit, will not be reviewed beyond page 2 or may be disqualified.

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 a narrative statement specifically addressing the Executive Core Qualifications (ECQs) or the Technical Qualifications (TQs).

TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualification(s).

Demonstrated executive-level mastery of human resources management laws, regulations, policies, and programs in talent acquisition, talent management, or employee compensation for large, complex, multi-layered organizations.

Demonstrated executive-level experience developing a strategic vision and setting priorities for a human resources organization and successfully leading implementation in a complex and demanding environment.

Experience must include establishing measurable goals, performance and accountability mechanisms, and delivering timely, efficient, and customer-focused results.

EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Technical Qualification 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 2-page resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position.

There are five ECQs: 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 the Constitution and the rule of law, and commitment to serve the American people.

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.

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.

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.

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.

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

For more information regarding the ECQs, refer to Hiring and Talent Development for the Senior Executive Service. Major Duties:

As the Deputy Associate Director, Center for Employment and Compensation, you will be part of Workforce Policy and Innovation.

The DAD EC provides executive leadership in the design, development, and promulgation of regulations, policies, and programs governing how Federal agencies recruit, examine, hire, compensate, and support the Federal workforce.

The incumbent exercises broad authority and accountability for establishing Governmentwide frameworks that directly affect Federal agencies, employees, applicants, payroll providers, Shared Service Centers, and key interagency governance bodies.

The work shapes workforce policy impacting millions of employees and applicants across the Executive Branch.

If selected, you will be responsible for: Enterprise Hiring Policy and Talent Strategy Serving as the Governmentwide executive responsible for the strategic direction, development, and promulgation of Federal hiring policy across competitive and excepted service authorities.

Provides enterprise leadership to modernize hiring frameworks, strengthen merit system implementation, and ensure legally sound, efficient, and effective recruitment and appointment practices.

Overseeing policy governing recruitment, examination, probationary periods, and workforce restructuring authorities.

Reviews and adjudicates agency requests for delegated authorities, variations, and waivers, ensuring consistency with statute, regulation, and Administration priorities.

Drives Governmentwide hiring reform initiatives to improve efficiency, transparency, and the overall candidate experience.

Leading the development and implementation of strategic recruitment and outreach frameworks to attract high-quality talent into Federal service.

Provides executive oversight of initiatives supporting priority talent pipelines, including veterans, military spouses, individuals with disabilities, and early career professionals.

Collaborates with agencies to strengthen employer branding, workforce marketing, and outreach effectiveness in alignment with Governmentwide priorities and Presidential directives.

Compensation, Pay Administration and Workforce Flexibilities Providing executive oversight of Governmentwide pay administration policy and regulatory frameworks.

Directs policy governing pay setting, annual adjustments, pay retention, premium pay, debt collection offset, furlough-related compensation, and related statutory authorities.

Ensures that compensation policies are fiscally responsible, legally compliant, and strategically aligned to agencies' ability to attract and retain a high-performing workforce.

Overseeing policy development and implementation for pay flexibilities and incentive authorities, ensuring appropriate use of recruitment, relocation, and retention incentives and other compensation tools that support mission-critical workforce needs.

Directing Governmentwide policy for leave administration, work schedules, telework and remote work, and related workforce flexibilities.

Ensures that leave and workplace policies promote mission continuity, employee well-being, operational resilience, and compliance with statutory and regulatory requirements.

Providing executive leadership for emergency-related workforce policies, including Governmentwide dismissal and closure procedures, evacuation payments, and administrative leave authorities, ensuring timely, consistent, and mission-aligned implementation across agencies.

Governance, Oversight and Interagency Leadership Providing authoritative policy interpretation and technical direction to agencies, payroll providers, and shared service centers to ensure consistent implementation of Governmentwide regulations and guidance.

Establishes oversight mechanisms to monitor compliance, evaluate effectiveness, and identify opportunities for regulatory improvement or reform.

Representing the agency in interagency, Executive Branch, and external forums on matters related to hiring policy, compensation, leave, and workforce flexibilities.

Advises senior leadership on legislative proposals, regulatory changes, and policy modernization efforts affecting Federal human capital management.

Ensuring all policies and programs under the organization's purview uphold merit system principles, support Administration priorities, and advance a high-performing, accountable Federal workforce.