Duties

The Federal Aviation Administration (FAA) seeks an innovative change agent with substantial experience leading the HR function of a large, complex, globally dispersed workforce. Reporting to the Assistant Administrator for Human Resource Management, the Deputy Assistant Administrator for Human Resource Management is recognized as a human capital leader and innovator who is responsible for building and leading the human capital operation for the FAA's 47,000 employees, including the development and execution of human capital planning and management; talent acquisition; human resource policy; career and leadership development; labor/employee relations; and total rewards and worklife. The incumbent oversees a budget of approximately $111M and provides Executive leadership and direction over a geographically dispersed workforce of approximately 500 employees to include 5 Executives and 45 senior HR professionals drawn from a variety of disciplines and professions.

Specifically, the Deputy Assistant Administrator for Human Resource Management:

• Serves as a business partner to the Assistant Administrator for Human Resource Management and executive team.
• Develops, recommends, and implements a comprehensive human capital strategy that takes maximum advantage of the personnel flexibilities afforded to the agency.
• Ensures human resources alignment with the strategic objectives of the organization to contribute directly to FAA's mission, strategy and objectives.
• Drives a "one FAA" culture of accountability, professionalism, transparency, and innovation.
• Effectively and efficiently delivers core and value-added HR services ensuring flawless execution of HR transactions.
• Delivers state-of-the-art programs, tools and metrics in human capital management, talent acquisition, total rewards and worklife, career and leadership development, labor and employee relations, performance management and communications in concert with the Assistant Administrator for Human Resource Management and senior leadership.
• Represents the FAA on HR matters to the Congress, Office of the Secretary of Transportation, Office of Personnel Management, other Federal and state agencies and non-government agencies.
• Collaborates and negotiates agreements with the various unions to promote a positive employee work environment.
• Promotes, supports, and participates actively in the FAA Equal Opportunity Program and helps identify and resolve EEO issues or complaints.
• Executes and manages Diversity, Equity, Inclusion and Accessibility (DEIA)-related programs or initiatives, including developing policies, establishing goals and accountability measures, and providing expert guidance on successfully delivering DEIA-related management priorities, strategic plans, and/or policies.
• Recommends changes to the personnel system as appropriate to enhance the agency's ability to attract and retain top talent and improve performance in concert with FAA authorities.

Requirements

Conditions of Employment

• US Citizenship is required.
• Selective Service Registration is required for males born after 12/31/1959.
• Designated or Random Drug Testing required.
• Top Secret Clearance Required.

Qualifications

As a basic requirement for entry into the FAA Executive System, you must provide evidence of progressively responsible leadership experience that is indicative of senior executive level management capability; and is directly related to the knowledge, skills and abilities outlined under the Leadership and Technical Requirements listed below.

Leadership Requirements
1. Do you have experience in achieving operational results? If so, provide examples of ways you have exercised leadership to deliver significant results. Explain how you established goals, assessed outcomes, and improved products and services. Indicate how you identified and met customers' requirements and addressed the needs of stakeholders. Include examples of complex problems you solved or difficult obstacles that you overcame as a leader. Your description should include (1) the size and complexity of organizations you have led, (2) the scope of programs you have managed, and (3) the impact of your results on customers and other stakeholders.
2. Do you have experience leading people? If yes, describe the size of the organization and number and types of positions you have managed. Discuss ways that you have established and maintained positive work environments and prevented or eliminated discrimination or harassment. Describe ways that you have mentored and developed employees and built individual and team performance. Discuss how you have established and led teams to deliver products and services. Include in your description experience in leading others in a matrix environment across organizations.
3. Do you have experience building relationships? If yes, describe (1) the types of individuals with whom you routinely collaborate; and (2) the purpose and outcomes of the communication. Discuss your experience in communicating and cooperating with others to achieve goals. Provide examples of how you have built relationships to achieve consensus and how you were able to obtain the cooperation of others with competing priorities and perspectives. Describe how you effectively communicate information within and outside of your organization.
4. Do you have experience leading strategic change? If yes, describe examples of strategic changes that you led for your organization; describe the entities that the change affected (agency, industry, organizational components). Discuss obstacles you encountered and how you overcame them to the benefit of the agency. Include in your description ways that you applied long-range vision, developed strategies, and applied innovative ideas and techniques.

Technical Requirements
1. Experience directing a large, complex, geographically dispersed Federal Human Resources organization through strategic human capital management theory and practices with experience leading human resource management programs to drive systemic change related to total rewards and worklife; talent acquisition; labor and employee relations; workforce planning; career and leadership development; and automated personnel systems.
2. Experience leading and implementing strategic business process changes to include the development of measurable performance goals, metrics, and benchmarks.

Education

There is not a positive education requirement for this occupational series.

Preview Job Questionnaire
Make sure your resume includes detailed information to support your qualifications and answers to the job questionnaire.

Additional information

Position may be subject to a background investigation.
A one-year probationary period may be required.
Veterans preference does not apply to the FAA Executive System.

The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty. FAA policy limits certain outside employment and financial investments in aviation-related companies. www.faa.gov/jobs/working_here/financial_disclosure_requirements

The U.S. Department of Transportation strives to ensure that equity, transparency, accountability, collaboration, and communication permeate all that we do for the betterment of the Department, the traveling public, and our nation. As such, DOT values a highly diverse workforce of persons who promote a culture of belonging by respecting the personal dignity and worth of each individual and fostering a positive environment where all feel safe and welcome. If these commitments coincide with your personal ideals and professional aspirations, please consider joining the DOT family.

This position is covered by the Department of Transportation's Drug and Alcohol Testing Program. Any applicant tentatively selected for this position will be subject to pre-employment or pre-appointment drug screening. Persons occupying a "testing designated position (TDP)" will be subject to random drug and/or alcohol testing.

This is not a bargaining unit position.

Links to Important Information: Locality Pay , COLA