Deputy Director, BPA Human Resources Service Center

Full Job Description

This position is within the Bonneville Power Administration's Human Resources Service Center. We are seeking a visionary leader for the role of Deputy Director, BPA Human Resources Service Center.

As the full deputy to our Director, you will help architect the HR strategies that attract and retain the team of experts powering the Northwest.

Your expertise will directly shape our workforce and ensure we remain a top-tier employer in the energy sector.

SPECIALIZED EXPERIENCE REQUIREMENTS: A qualified candidate's online application and resume must demonstrate at least one year of specialized experience equivalent to the next lower grade level (GS-14) in the Federal service.

Specialized experience for this position is defined as experience that includes ALL of the following: 1) leading a team of human resources specialists in the administration of a specific functional HR program, such as staffing, classification, benefits, labor relations, workforce development, HRIT, etc.; 2) developing and implementing new policies or process improvements for a human resources program in response to changes in regulations or organizational needs; AND 3) providing advice or counsel to senior leadership on sensitive or controversial human resources matters.

"Experience" refers to paid and unpaid experience.

Examples of qualifying unpaid experience may include: volunteer work done through National Service programs (such as Peace Corps and AmeriCorps); as well as work for other community-based philanthropic and social organizations.

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.

Time-in-Grade: Current Federal employees must meet time-in-grade requirements by the closing date of this announcement to receive consideration.

CTAP/ICTAP candidates: To be considered "well qualified" you must (1) meet all of the requirements as described in this section, and (2) be rated "well qualified", which is defined as having a score of 85 or better.

You must meet all qualifications and eligibility requirements by the closing date of this announcement. Major Duties:

Powering the People Who Power the Northwest Bonneville Power Administration (BPA) is at the heart of the Pacific Northwest, managing 15,000+ miles of transmission lines and providing one-third of the region's power.

This monumental task is accomplished by a dedicated team of over 3,000 world-class scientists, engineers, field experts, and professionals.

As the Deputy Director of the BPA Human Resources Service Center, you won't just be leading HR--you'll be the executive architect of the workforce that keeps the lights on for millions.

In this pivotal role, you will serve as the full deputy to BPA's chief HR executive, sharing responsibility for shaping the future of a dynamic and mission-critical organization.

You will have a direct and substantial impact on our people, our culture, and our ability to lead the nation's evolving energy landscape.

Your Impact as a Leader: As the Deputy Director, BPA Human Resources Service Center, you will be empowered to: Drive the Vision: Co-create and execute the long-term human capital vision for the agency, ensuring our people strategy directly supports and accelerates BPA's critical operational goals.

Lead Strategic Policy: Serve as a key member of the executive team, shaping the strategic direction of the agency by developing and implementing forward-thinking HR policies that attract and retain elite talent.

Act as a Trusted Executive Advisor: Serve as a confidential advisor to the Administrator, Chief Administrative Officer, and other key executives on the most complex and sensitive human capital matters, regulatory policies, and labor relations strategies.

Champion Change Across the Agency: Champion and integrate innovative HR initiatives across all of BPA's diverse business units, embedding them into our core operational processes to enhance performance and efficiency.

Architect our Future Workforce: Lead long-range workforce planning and organizational design, shaping the structure of our teams to meet the future challenges and opportunities in the competitive energy sector.

Command Key Resources: Direct the strategic allocation of critical resources, including multi-million-dollar budgets and expert staff, to maximize the effectiveness and efficiency of our human capital programs.

Make High-Impact Decisions: Make pivotal recommendations and decisions that have a direct and substantial impact on all facets of our human resources programs and the organization's success.

Leverage Data for Success: Drive a data-informed culture by directing the analysis of HR program performance, using key insights to continually refine and improve our strategies and demonstrate value to the organization.