Supervisory HR Specialist Deputy Executive Director for Workforce Relations & Personnel Security

Full Job Description

This position is located in the Department of Housing and Urban Development, Office of the Chief Human Capital Officer. Washington D.C. is among the possible duty locations for this position.

The Washington, D.C. office is anticipated to relocate to Alexandria, Virginia. Applicants selected for the Washington, D.C. duty location may be required to report to the Washington, D.C.

office upon entry on duty and subsequently transition to reporting to the Alexandria, Virginia location.

You must meet the following requirements within 30 days of the closing date of this announcement.

Specialized Experience: For the GS-15, you must have one year (52 full weeks) of specialized experience at a level of difficulty and responsibility equivalent to the GS-14 grade level in the Federal service.

Specialized Experience for this position includes: - Leading and overseeing Federal Employee Relations and Labor Relations programs.

AND - Directing or providing oversight of workplace misconduct and anti-harassment investigations.

AND - Managing personnel security or suitability adjudication programs, applying risk-based decision-making to ensure alignment with federal security standard.

AND - Supervising senior managers or leading multi-disciplinary teams responsible for HR policy execution, program performance, and organizational compliance across multiple functional areas.

The experience may have been gained in either the public, private sector or volunteer service. One year of experience refers to full-time work; part-time work is considered on a prorated basis.

To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week on your resume.

Time-in-Grade: In addition to the above requirements, you must meet the following time-in-grade requirement, if applicable: For the GS-15 you must have been at the GS-14 level for 52 weeks.

Time After Competitive Appointment: Candidates who are current Federal employees serving on a non-temporary competitive appointment must have served at least three months in that appointment.

Major Duties:

HUD's Mission The mission of the U.S.

Department of Housing and Urban Development is to foster strong communities by supporting access to quality, affordable housing, expanding the housing supply, and unlocking homeownership opportunities for the American people.

The Department is committed to furthering the promise of self-sufficiency in every American while promoting economic development to revitalize rural, tribal, and urban communities across the country.

This position is located in the Department of Housing and Urban Development (HUD), Office of the Chief Human Capital Officer (OCHCO), Office of the Chief Performance Officer (CPO).

CPO supports and strengthens HUD's performance culture with services, policies, systems, and strategies to engage, inspire, and retain a high-performing workforce that achieves mission objectives.

CPO provides the following Department-wide functions: Performance Management; Employee Recognition and Awards; Employee Engagement; Labor Relations; Employee Relations; and the full range of Executive Resources Management.

As a/an Supervisory HR Specialist Deputy Executive Director for Workforce Relations & Personnel Security, you will: Independently analyzes emerging workforce risks, statutory changes, case law developments, and organizational trends to identify vulnerabilities and systemic issues.

Conducts enterprise-wide risk assessments in conduct, accountability, labor relations posture, workplace climate, and security adjudication processes.

Develops data-driven recommendations for executive decision-making, including options analysis, risk-benefit assessments, and impact projections. Oversees the direction of the Labor Relations Program.

Develops and executes strategic labor-management engagement plans. Directs negotiation strategy, implementation of collective bargaining agreements, and compliance monitoring.

Analyzes arbitration and unfair labor practice trends to recommend systemic improvements. Exercises full supervisory authority over subordinate GS-15 managers.

Plans and assigns work; sets priorities; evaluates performance; makes selections; resolves grievances; and initiates disciplinary actions.

Allocates human and financial resources strategically to address mission-critical risks. Develops leadership capability and succession strategies.

Directs organizational changes to improve efficiency and effectiveness.