Deputy Chief Human Capital Officer for Operations

Full Job Description

The Architect of the Capitol (AOC) has an exciting opportunity for an exceptional leader to become the Deputy Chief Human Capital Officer for Operations.

The Deputy CHCO for Operations will assist in leading and managing a diverse portfolio of human capital programs to include talent acquisition, classification and compensation, employee and labor relations, employee engagement programs and payroll.

You must meet the United States Office of Personnel Management's (OPM) qualification requirements (including specialized experience and/or educational requirements) for the advertised position.

You must meet all eligibility and qualifications requirements by the closing date of the job announcement.

Additional information on the qualification requirements is outlined in the OPM Qualifications Standards Handbook of General Schedule Positions.

It is available for your review on the OPM web site at http://www.opm.gov/qualifications.

Specialized experience is experience that has equipped you with the particular knowledge, skills, and abilities to successfully perform the duties of the position, and that is typically in or related to the position to be filled.

To be creditable, specialized experience must have been equivalent to at least the next lower grade level.

Candidates for the GS-15 grade level must have at least 52 weeks of specialized experience equivalent to the next lower grade level (GS-14) in the Federal service.

Examples of specialized experience: Providing operational leadership and oversight, program and management guidance, advisory and consultative services and policy development in primary human capital functional areas, including talent acquisition; employee relations, including performance management; pay administration; and benefits.

Supervising both managerial and staff employees performing HR work and providing administrative and technical supervision and guidance as necessary for accomplishing the work.

Developing human capital strategies, plans and policies that support organizational performance and goal achievement as well as foster an innovative and empowered workforce.

Providing management staff with technical human capital advice and assistance and recommending appropriate courses of action to follow involving workplace and employee concerns.

Developing and overseeing continuous improvement efforts to enhance and yield greater efficiencies in human resources processes, systems and/or practices. Major Duties:

At the Architect of the Capitol (AOC), we operate as one team, dedicated to one mission, which is to serve Congress and the Supreme Court, preserve America's Capitol and inspire memorable experiences.

This mission is achieved through the effective work of talented and dedicated professionals who are committed to service and the preservation of the landmarks throughout the Capitol Hill campus.

As a part of the AOC team, you will have an instrumental role in positively impacting the work lives of approximately 2,500 employees through the provision of tactical, strategic and innovative human capital programs and services.

Reporting to the Chief Human Capital Officer (CHCO), the Deputy Chief Human Capital Officer for Operations will have responsibility for the effective administration of the AOC's employee life cycle, to include workforce planning, onboarding, talent acquisition, compensation, performance management, employee recognition, employee relations, labor relations, payroll, human resources information systems, data analytics and reporting.

Key responsibilities of this highly visible and impactful position include: Providing strong, inspired leadership and management direction for various human resources functional areas within the division to include Classification and Compensation; Employee and Labor Relations; Employee Benefits and Services; Employee Programs; Payroll and Processing; Talent Acquisition; Workforce Planning/Data Analytics and Human Resources Information Systems.

In coordination with the Chief Human Capital Officer, assists in planning, developing and implementing a comprehensive Human Capital Strategic Plan, which includes strategic goals, workforce planning, benchmarking and best practices that supports and complements the Agency's strategic plan.

Ensuring the timely and effective execution of the AOC's Human Capital Strategic Plan goals and objectives.

Developing, implementing and communicating data-driven human capital programs, strategies, policies and procedures that are responsive to the needs of the agency and leverages best practices and workforce trends.

Planning, developing and managing complex, agency-wide, human resources programs and serve as a key advisor to senior management, with the ability to effectively communicate program goals, milestones and accomplishments.

Writing and ensuring the effective communication of human resources programs, policies and pertinent information to AOC leaders, managers, supervisors and employees.

Driving initiatives that enhance organizational agility, innovation, communication, responsiveness and first-class customer experience through effective, efficient and proactive service.

Developing and overseeing continuous improvement and a strong internal controls framework through a data-driven approach involving HR processes, systems and practices involving hiring, promotions, salary administration, employee relations and performance management to enhance employee experience.

Leading and fostering a culture of learning, sharing, cooperation and teamwork that improves efficiency and effectiveness throughout HCMD.

Serving as a key advisor on workforce planning, classification and compensation structures to ensure equity and market competitiveness.

Maintaining awareness of newly enacted legislation and ensuring the appropriate application of applicable employment laws, including the Congressional Accountability Act, the AOC Human Resources Act, as well as AOC policies and procedures.

Overseeing vendor and third-party administrator relationships, including contract performance, service-level agreements and annual renewals.

Serving on committees and/or ad hoc teams/groups consisting of HR and other agency program experts/specialists in order to review and assess problems, collect information, develop alternatives and recommend HR program enhancements.

Additionally, maintains responsibility for the interpretation and presentation of findings and conclusions.