Deputy Division Director, Division of Human Resource Management, OIRM
Please DO NOT USE the APPLY ONLINE BUTTON when applying for this announcement. Your application material should be sent to the EMAIL ADDRESS indicated in the How To Apply Section below.
NSF is relocating! In late summer of 2017, NSF will begin the transition from its current location in Arlington, Virginia to 2415 Eisenhower Avenue, Alexandria, VA 22314. The new location is adjacent to Eisenhower Avenue Metro Station on the Yellow Line, and has ample parking and amenities (hotels, restaurants, and shops) nearby.
Become a part of our mission to maintain and strengthen the vitality of the US science and engineering enterprise. For over 60 years, the National Science Foundation (NSF) has remained the premier Federal agency supporting basic research at the frontiers of discovery across all fields, as well as science and engineering education at all levels.
The Senior Executive Service (SES) covers managerial positions above GS-15 in the Federal Service. Persons appointed to the SES are eligible for health benefits, life insurance, social security, Federal retirement and thrift savings plan coverage, and participate in the Federal leave system. Career appointees are eligible for bonuses based on performance in addition to base pay. Competitive status is not required, veterans' preference does not apply and there are no grade restrictions. New appointees to the SES are required to serve a one-year probationary period. Final selection of career appointees requires the approval of the U.S. Office of Personnel Management (OPM). OPM approval will be based on the selectee's background in the following five executive core qualification areas: (1) Leading Change, (2) Leading People, (3) Results Driven Leadership, (4) Business Acumen, and (5) Building Coalitions. These areas are incorporated in the five executive/managerial requirements for the position. Information about the leadership requirements for SES-level positions is available on the OPM website.
- Not Required
- Relocation may be paid contingent on availability of funds
1. Leading Change. Demonstrated ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Includes the ability to establish an organizational vision and to implement it in a continuously changing environment.
2. Leading People. Demonstrated ability to lead people toward meeting the organization's vision, mission, and goals. Includes the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.
3. Results-Driven Leadership. Demonstrated ability to meet organizational goals and customer expectations. Includes the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.
4. Business Acumen. Demonstrated ability to manage human, financial, and information resources strategically.
5. Building Coalitions. Demonstrated ability to build coalitions internally and with other Federal agencies, State and local governments, non-profit or private sector organizations, foreign governments, or international organizations to achieve common goals.
1. Demonstrated experience managing and serving as an expert on the full scope of Federal human resource functions, including at least three functional areas such as: 1)recruitment, staffing and classification; 2)employee relations and labor relations; 3)executive resources; 4)compensation and benefits; 5)strategic human capital planning; and 6)training and development.
2. Demonstrated experience in developing, executing and delivering human capital strategies, programs, policies and procedures that are flexible, innovative and efficient, and incorporate current and emerging trends involving human capital management and industry leading best practices, with a strong emphasis on customer satisfaction, and data-driven decision making for a complex federal agency.
3. Demonstrated experience negotiating and influencing human capital program changes within a unionized environment and communicating effectively, both orally and in writing, on complex human resource management policy and technical issues to clearly and succinctly represent the position of diverse groups and across diverse audiences/stakeholders, including both senior executives and union officials.
Public Trust - Background Investigation
Applicants currently serving under a career Senior Executive Service (SES) appointment, eligible for reinstatement into SES, or have successfully completed a SES Candidate Development Program (CDP) approved by OPM are not required to address the Executive/Managerial Qualifications (E/Ms); but a narrative statement for each of the Professional/Technical Qualifications (P/Ts) is mandatory.
For detailed guidance on ECQs, applicants are strongly encouraged to review the Office of Personnel Management's Guide to Executive Qualifications
Public Trust - Background Investigation
The Deputy Division Director, Human Resource Management (HRM) participates with the Division Director in providing leadership and direction to the HRM division. The Division partners with stakeholders to provide outstanding customer service in planning, developing, and implementing the National Science Foundation’s (NSF) human resources program leading to the effective recruitment, retention, motivation, development, and use of the agency’s approximately 1500 staff members, including visiting scientists, engineers and educators, and those on assignment under the provisions of the Intergovernmental Personnel Act (IPA). The Deputy Division Director, HRM provides advice and support to the Division Director in the development and implementation of the NSF’s human capital management initiatives and also coordinates the Division budgetary process and administration; including budget preparation and contract administration. In addition, the Deputy Division Director, HRM shares leadership responsibility for the Division’s business process reviews and directs the enhancement of organizational services through the use of technology and strategic planning. The incumbent participates in the management of the Division and serves as Acting Division Director in the absence of the incumbent.