Deputy Chief Human Capital Officer

Full Job Description

The Deputy Chief Human Capital Officer is a Senior Executive Service (SES), Career Reserved position, and serves as an agency leader for supporting the Commission's mission.

The Office of the Chief Human Capital Officer provides leadership and direction on human capital programs, products, and services.

This is a level-two SES position with an initial salary range of $151,661-$216,109.

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 (ECQ) and Technical Qualifications (TQ) 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 qualifications. TQ 1.

Demonstrated expertise and extensive experience in leading and managing a complex Human Resources Office responsible for the full scope of operational programs such as classification, position management, employee relations, labor relations, performance management, awards, leave administration, human capital planning, shutdown furloughs, and Office of Personnel Management & Administration Executive Order guidance and policy for a complex, high volume agency.

TQ 2.

Ability to plan, organize and allocate human resources to support a complex human capital management program and ability to focus and translate direction into achievable action plans for an Agency.

TQ 3. Demonstrated knowledge of Office of Personnel Management policies, rules, regulations and programs as they relate to human resources in the Federal sector.

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 detailed guidance on ECQs, applicants are strongly encouraged to review the Office of Personnel Management's Guide to Executive Qualifications at Executive Core Qualifications 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).

Volunteer work helps build critical competencies, knowledge and skills and can provide valuable training and experience that translates directly to paid employment.

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

• The incumbent fully participates in directing, providing executive leadership, and managing the full range of program and administrative activities of the Office of the Chief Human Capital Officer (OCHCO) and subordinate Divisions.
• Provides direction and leadership to ensure achievement of EEOC's nationwide human resources programs and objectives to assess and report progress on human resources operations.
• Speaks for the Agency and Chief Human Capital Officer on human resources policies, programs and services.
• Keeps abreast of latest technology, regulations, and human resources field to bring the best talent and practices to the organization.
• Reviews current and future needs of the organization and performs assessments to find the best way in attracting and attaining individuals.
• Directs studies and examines comparisons and bench marking with high performing government and private sector organizations to integrate best business practices in order to streamline and improve workforce planning initiatives.
• Oversees long range planning, evaluation of program goals and objectives, team building processes and makes prospective changes in programs.
• Directs comprehensive human resources management accountability systems, including policy formation, program development and operations.
• Remains abreast of Office of Personnel Management regulations and guidance to assist the CHCO and Chair's office in remaining current with internal policies and procedures.
• Assists the CHCO and Chair's office in directing effective performance management policies and processes in order to develop and reward agency staff in achieving the agency's mission.