Director, Office of Human Capital Management

Full Job Description

The United States Patent and Trademark Office's (USPTO) mission is to promote innovation and competition by providing quality examination and issuance of patent and trademark applications, guiding domestic and international intellectual property policy, and delivering intellectual property information and education worldwide.

Through the issuance of patents, the USPTO encourages technological advancement by providing incentives to invent, invest in, and disclose new technology worldwide.

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 Professional Technical Qualifications (PTQs) 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 Professional Technical Qualifications (PTQs).

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

PTQ 1: Demonstrated expertise leading and managing a Human Resources Office that delivers the full spectrum of HR operations including recruitment and staffing, classification, employee and labor relations, benefits, and compensation for a large, high-volume, and programmatically complex agency.

PTQ 2: Demonstrated cross-organizational partnership experience, establishing trusted consultative relationships that deliver responsive HR solutions and enable a high-performing, efficient, and engaged workforce.

EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Professional 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 PTQs, 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. Major Duties:

The physical worksite for this position is located in Alexandria, Virginia.

Presence at the Alexandria, VA campus is required for this role, as it includes on site functions that must be performed in person.

Position may be eligible for situational telework in accordance with agency policy/business unit discretion. The agency currently allows for 52 hours of telework per calendar year.

All applicants will be assessed for executive competency against the five mandatory Executive Core Qualifications (ECQs).

If your two-page resume does not reflect demonstrated evidence of the ECQs and PTQs, you will not receive further consideration for the position.

For more information regarding the SES and ECQs, please visit the Executive Core Qualifications page.

The Director, Human Capital Management leads and manages the strategic direction and day-to-day programs and functions of the OHR and works closely with the CAO, the Deputy CAO and other senior management officials to support the mission of the USPTO.

The Director, Human Capital Management is responsible for the following but not limited to: Establishing and executing USPTO's human capital vision, strategies, programs, policies and procedures that are flexible, innovative and efficient, with a strong emphasis on customer satisfaction and data-driven decision making.

Establishing and enabling a trusted business partner relationship with business unit customers to enable and support a management philosophy that recognizes the need to maintain highly engaged and productive employee­ management relationships that supports the USPTO objective of providing and maintaining a high performing, high quality, and engaged workforce.

Critical to accomplishing the above is the knowledge and application of industry leading and best practices in human capital management (public and private sector).

Supervising a management team that is responsible for: acting in a trusted HR business partner/consultant role to provide strategic human capital planning and consulting support, HR process automation and data analytics; human capital and human resources policy; recruitment and staffing; veteran hiring; position management, classification, and workforce planning/analysis; competency assessment and gap analysis; processing services related to personnel actions, benefits, retirements, and personnel records management; executive resources program; work life programs; management of compensation and payroll processes; enterprise­ wide training programs, including leadership and management training and succession planning; analysis of workforce metrics and best practices research, examination of adherence to merit principles, and the prevention of prohibited personnel practices.

Exercising responsibility on behalf of the CAO for ensuring that the Agency's human capital initiatives foster high-performing organizations aligned with the Agency's strategic plan.

Works with the Agency's senior leadership, the Department of Commerce, the Office of Personnel Management (OPM), the Office of Management and Budget (OMB), and other key stakeholders to set direction and establish policy in carrying out human resources management functions for the Agency.

Ensuring that OHR continually identifies and uses new technology, methods, approaches, authorities and flexibilities in meeting the human resource/human capital needs of the Agency as a whole.

Providing for staff reviews and evaluations, including studies and analyses of operations at all levels in the Agency to determine adequacy and effectiveness of assigned people, practices and organization, and for compliance with the requirements of applicable laws, regulations, policies and procedures.

Ensures correlation of findings with the evaluation of operating program performance and the implementation of indicated corrective action, in cooperation with other staff and Agency senior leaders.

Serving as a key advisor to the CAO and Deputy CAO and is relied upon for consultation, advice and recommendations on overall human capital and human resources management policies and programs of the Agency.

This typically involves examining and appraising such programs in terms of strategy, scope, importance, emphasis and timing, as well as the evaluation of organizational structures, management philosophy and methods of operations.

Advises and recommends on new policies and programs designed to increase operating efficiency.

Serving in an advisory capacity to the Agency's Executive Resources Board (ERB) and Performance Review Board (PRB) on the performance appraisal system, general compensation policy and other areas of executive resources management.