Washington, D.C
Dec 01, 2022
Dec 08, 2022
Executive, Director
Full Time

Please Note: Employees will be required to report to their assigned office location at least 2 days per week for non-supervisory positions and 3 days per week for supervisory/managerial positions unless the position advertised is designated as a remote-only position.

To ensure compliance with an applicable preliminary nationwide injunction, which may be supplemented, modified or vacated, depending on the course of ongoing litigation, the Federal Government will take no action to implement or enforce the COVID-19 vaccination requirement pursuant to Executive Order 14043 on Requiring Coronavirus Disease 2019 Vaccination for Federal Employees. Therefore, to the extent a Federal job announcement includes the requirement that applicants must be fully vaccinated against COVID-19 pursuant to Executive Order 14043, that requirement does not currently apply.

The incumbent serves as the Vice President of the Office of Human Capital (OHC) and the Chief Human Capital Officer ("CHCO") of the Export Import Bank of the United States (EXIM). The incumbent has responsibility for human resources management throughout EXIM. The incumbent enables creative solutions to meet the dynamic workplace environment and the objectives of management. The CHCO consistently provides leadership, technical guidance and advice to all EXIM employees on human resource policies, programs, regulations and procedures.

The incumbent has the knowledge, experience, and managerial expertise to develop human resource policies and operating programs that are integrated with all other functions of agency operations (such as budget, strategic planning, facilities operations, etc.). To this end, the incumbent directs subordinate staff, establishes Human Capital's organizational structure, provides program evaluations, and formulates and interprets human resource policies spanning the entirety of human resource functions, to include: resource management, training and career development, maintenance of personnel records, labor/management relations, workforce planning, employee relations, recruitment, hiring, employment benefits and services, compensation, and special interest programs.

At the full performance level, duties include, but are not limited to:
  • The incumbent supervises Human Capital employees directly and through subordinate supervisors. The incumbent approves leave, resolves complaints, sets performance standards, provides feedback, and prepares appraisals. The incumbent strongly emphasizes the importance of ethical and professional conduct in carrying out the duties and responsibilities of the Division. The incumbent effectively manages problem employees and makes the professional development of employees a high priority. Finally, the incumbent ensures that the principles and policies of equal employment opportunity are adhered to in all actions and decisions affecting personnel.
  • The incumbent plays a strategic role in ensuring that the agency's Human Capital actions foster a high-performance organization aligned with EXIM's Strategic Plan as well as Office of Personnel Management (OPM) guidelines. This position works with EXIM leadership and staff, OPM, the Office of Management and Budget (OMB) and other key stakeholders Management (OPM) guidelines. This position works with EXIM leadership and staff, OPM, the Office of Management and Budget (OMB) and other key stakeholders to set direction and establish policy related to human resources management for the agency. The incumbent also is expected to use and develop extensive knowledge of the human resources community of similar government institutions as a resource for information, assistance, and collaboration.
  • The incumbent ensures that EXIM meets regulatory and policy initiatives in hiring, engaging and retaining top talent and evaluates and enables the agency to better recruit and develop the skills needed in the agency, as well as enhance EXIM's leadership skills. The incumbent is charged with leading and developing dynamic, effective hiring and development programs designed to meet current and future needs by understanding workforce skill requirements and integrating them into EXIM's long range recruitment strategies.
  • The incumbent works with managers to ensure position descriptions are current and accurate. The incumbent also works with management to minimize the number of position descriptions within the agency and ensures that all position descriptions have accurate responsibilities for each grade level. The incumbent also ensures that the agency has the most appropriate education requirements for the qualifications for each position.
  • The incumbent performs other duties as assigned by the Chief Management Officer.


Conditions of Employment

  • U.S. Citizenship
  • Background and Security/Suitability Investigation
  • You may be required to serve a one year probationary period
  • Specialized experience MUST be documented on your resume
  • Current or Former Political Appointees: If you are, or have been employed in the last 5 years, you must disclose this information. Failure to do so may result in disciplinary action including removal from Federal Service.


Specialized Experience (Credit for Specialized Experience on resume must reflect 40 hours/Full-time per week for each period of work):

This position has been designated and approved by EXIM Bank under the Administratively Determined (AD) Pay System Policy. For qualification purposes, the AD-15 designation is equivalent to a GS-15 level position.

AD-15: You must have one (1) year of specialized experience that has equipped you with the particular knowledge, skills, and abilities to successfully perform the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the GS-14 level in the Federal Government. Specialized experience includes:
  • Experience working collaboratively with senior leaders and stakeholders to identify, develop, and promote human capital management policies, programs, and cultural changes;
  • Experience in managing an integrated human resources program, including at least three of the following: human capital strategy, workforce planning, succession planning, organizational development, employee engagement, recruitment and staffing, performance management, learning and development, and employee and labor relations; AND
  • Experience communicating with senior officials regarding human capital options and recommendations, serving as a trusted advisor to senior management and employees.
Education cannot be substituted for experience at the GS-15 grade level.

For qualification determinations, your resume must contain the following for each work experience listed:
  • Organization/Agency's Name
  • Title
  • Salary (series and grade, if applicable)
  • Start and end dates (including the month and year)
  • Number of hours you worked per week
  • Relevant experience that supports your response to the specialized experience that is stated in the job announcement
If your resume does not contain this information, your application may be marked as incomplete and you will not receive consideration for this position.

NOTE: Do not copy and paste the duties, specialized experience, or occupational assessment questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications and your application may be marked as incomplete/ineligible and you will not receive consideration for this position.

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.

Part-time and/or unpaid experience related to this position will be considered to determine the total number of years and months of experience. Be sure to note the number of paid or unpaid hours worked each week.

Foreign Education: If you are qualifying by education and/or you have education completed in a foreign college/university described above, it is your responsibility to provide transcripts and proof of U.S. accreditation for foreign study. Please visit the following links for more information:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education .

Additional information on the qualification requirements is outlined here .

Time-in-grade requirements must be met by 12/12/2022, the closing date of the announcement.


This job does not have an education qualification requirement.

Additional information

For salary purposes, the AD-15 pay range listed in the announcement reflects a 6% increase in base pay per the policy. The salary range includes locality for the Washington, D.C. area. Additionally, AD employees accrue 8 hours of annual leave per pay period and may carry over up to 720 hours each calendar year per the policy.

Current or Former Political Appointees:
Pursuant to the Office of Personnel Management (OPM) oversight authority under section 1104(b)(2) of title 5, United States Code (U.S.C.) and section 5.2 of title 5, Code of Federal Regulations, OPM requires agencies to seek their approval prior to appointing any current or former political appointee to a permanent position (without time limits) in the civil service. A former or recent political appointee is someone who held a political appointment covered by OPM's policy within the previous 5-year period. OPM's oversight in this area safeguards merit system principles as well as fair and open competition free from political influence. If you are currently employed, or have been employed within the last 5 years, you must disclose this information. Failure to disclose this information could result in disciplinary action including removal from Federal Service.

Please visit the following link for the types of political appointments.

Noncompetitive Appointment Authorities: The following links contain information on the eligibility requirements to be considered under a noncompetitive appointing authority:
  • Career Transition (ICTAP/CTAP)
  • Primary Appointing Authorities for Career and Career-Conditional Appointments
  • Hiring Authorities for Veterans
  • People with Disabilities
Selective Service: If you are a male applicant born after December 31, 1959, you must certify that you have registered with the Selective Service System, or are exempt from having to do so under the Selective Service Law.

This agency provides reasonable accommodation to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency. The decision on granting reasonable accommodation will be made on a case-by-case basis.

Ethical Standards/Financial Disclosure:

EXIM is committed to the highest ethical standards. As an employee, you will be covered by the criminal conflict of interest statutes and the Standards of Ethical Conduct for Employees of the Executive Branch. You will be required to complete new employee ethics training within 3 months of your appointment.

If this position is subject to financial disclosure requirements (either public or confidential depending upon your position), you will be required to complete a new entrant financial disclosure report within 30 days of your appointment.

Agency Career Transition Assistance Program (CTAP) or the Interagency Career Transition Assistance Program (ICTAP) Eligibles: These programs apply to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet CTAP or ICTAP eligibility criteria; 2) be rated well-qualified for the position with a score of 80 or above based on the competencies listed above; and 3) submit the appropriate documentation to support your CTAP or ICTAP eligibility. For more information, please click here .