Director, Human Capital Client Services, Office of Human Resources Management
This position is located in the Office of the Secretary, Office of Human Resources Management. The Director for Human Capital Client Services (HCCS) provides strategic human capital and talent management products and services to approximately 3,000 Department employees in six bureaus, located in the Herbert C. Hoover (HCHB) Building in Washington, D.C., as well as designated field offices across the United States.
The Office of Human Resources Management (OHRM) is transitioning to an Enterprise Services model which will yield in a strategic, customer focused organization delivering human capital policy and organizational solutions to bureau customers with dynamic missions and business needs. The Director of Human Capital Client Services will possess strong leadership and strategic skills and will exhibit day to day leadership in ensuring that customer human capital needs are addressed in a timely, responsive and accurate manner. The ideal candidate will have senior level HR operations knowledge/experience applying forward thinking leadership in supporting, promoting and implementing a vision that fosters organizational excellence. This position requires a keen ability to build and cultivate relationships and partnerships at all levels, conceive and develop creative and customized human capital solutions, possess strong written and verbal communication, act as an agent of change, and develop business strategies and processes that are cost effective and efficient. The incumbent will lead the delivery of the full spectrum of HR programs, services, and functions, including management of day-to-day operations.
- Occasional Travel
- Occasional travel may be required.
To meet the minimum qualification requirements for this position, you must show that you possess all of the mandatory Executive Core Qualifications and Professional/Technical Qualifications listed below. These qualifications would typically be acquired through education, senior level experience, and training which reflect progressive development and achievement in leading and managing a comprehensive program in a complex organization. An individual's total experience must demonstrate the ability to perform the duties of the position. Applicants must meet all of the qualification requirements by the closing date of this announcement.
The following are the five ECQs and their fundamental competencies which are the primary selection criteria for SES positions. The ECQs were developed to assess executive experience and potential, not to evaluate technical experience. ECQs measure whether an individual has the broad experience needed to succeed in a variety of SES positions.
EXECUTIVE CORE QUALIFICATIONS (ECQs):
ECQ 1 - LEADING CHANGE: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. (Competencies: creativity and innovation, external awareness, flexibility, resilience, strategic thinking, vision)
ECQ 2 - LEADING PEOPLE: This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. (Competencies: conflict management, leveraging diversity, developing others, team building)
ECQ 3 - RESULTS DRIVEN: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. (Competencies: accountability, customer service, decisiveness, entrepreneurship, problem solving, technical credibility)
ECQ 4 - BUSINESS ACUMEN: This core qualification involves the ability to manage human, financial, and information resources strategically. (Competencies: financial management, human capital management, technology management)
ECQ 5 - BUILDING COALITIONS: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals. (Competencies: partnering, political savvy, influencing/negotiating)
For detailed guidance on ECQs, applicants are strongly encouraged to review the Office of Personnel Management's Guide to Executive Qualifications at https://www.opm.gov/policy-data-oversight/senior-executive-service/executive-core-qualifications/ Example ECQ statements are available at http://www.opm.gov/policy-data-oversight/senior-executive-service/reference-materials/guidetosesquals_2012.pdf
PROFESSIONAL TECHNICAL QUALIFICATIONS (PTQs):
PTQ 1 – Demonstrate the ability to effectively and innovatively lead organizational/functional transformation, providing strategic solutions and providing forward thinking alternatives, and establish metrics needed to enhance/improve the administration and delivery of human resource and human capital products and services.
PTQ 2 – Demonstrated experience applying comprehensive technical knowledge, within an HR operational environment, of all HR functions to determine if the products, services, and programs of a large HR organization are in full compliance with applicable policy, regulations, and statutes while also maximizing process efficiency and program effectiveness.
PTQ 3 – Demonstrated experience and skill in leading an HR consultative service environment and creating an organizational culture that may include analyzing and resolving complex problems in the delivery and administration of human resources programs and services, communicating effectively with internal and external stakeholders to take corrective actions and build strong relationships.
This position does not have an educational requirement.
Applicants are required to submit a narrative statement for each Professional/Technical Qualification (PTQ) and each Executive Core Qualification (ECQ) listed. If you are currently serving under a career Senior Executive Service (SES) appointment, are eligible for reinstatement into SES, or have successfully completed a SES Candidate Development Program (CDP) approved by the Office of Personnel Management (OPM) and had your ECQs certified by OPM, then you only need to address each PTQ, and you do not need to submit an ECQ narrative. All other applicants are required to respond to all ECQs and PTQs, addressing each ECQ and PTQ separately. Please give a complete and detailed answer for each qualification. Please keep in mind each ECQ and PTQ are unique qualifications. Therefore, duplicate responses are not sufficient in determining if you meet that specific qualification. Do not enter "Refer to Resume" to explain your answer. Applications directing the reader to search within the application or to "See Resume" are considered incomplete and WILL NOT BE CONSIDERED. Failure to submit a narrative statement or address any of the ECQs and/or PTQs is also considered incomplete and WILL NOT BE CONSIDERED. As a result, you will be rated as "INCOMPLETE".
The Director for HCCS is responsible for the planning, direction, and leadership of Human Capital Services, programs and/or products in multiple functional areas of HR such as staffing, recruitment and classification, compensation and benefits, employee and labor relations, workforce development, performance management, and awards administration. The incumbent is responsible for managing and maximizing employee talent to ensure the accomplishment of daily priorities, and for developing strategic goals and objectives that align HCCS priorities with Department of Commerce (Department) and client bureau goals and objectives, ensuring optimal HCCS organizational design and internal resource allocation. The incumbent is responsible for establishing and cultivating stakeholder relationships with political and senior executive service members to ensure consistent information exchange. The incumbent also advises serviced bureaus on all phases of HR management, and partners with bureau leadership in the integration of client HR activities within their overall management program. The incumbent also serves as a member of the Department’s Principal Human Resources Management Council, and advises and assists the Director for Human Resources Management in the development of HR management policies and programs that support the mission objectives of the Department.
The programs under immediate leadership direction of this position are:
Classification and Position Management–Provides leadership for the administration of the classification program, including the classification of position descriptions, the preparation of evaluation statements, the performance of desk audits, the adjudication of classification appeals, the validation of position descriptions, etc.
Staffing and Recruitment–Provides leadership for the General Schedule (GS) and Senior Executive Service (SES) staffing and recruitment activities, including: (1) the planning and development of recruitment initiatives and the use of hiring flexibilities; (2) delegated examining and merit promotion recruitment and staffing activities for GS vacancies (e.g. assisting client managers in performing job analyses, preparing vacancy announcements, rating applications, preparing certificates, and issuance of competitive certificates, including certificates prepared by the delegated examining unit or OPM; etc.); (3) recruitment and staffing activities for career SES members and political appointees; (4) the extension of official job offers and arrangements for entrance on duty for new career and political appointees, and release dates for current Federal employees; (5) the coding of personnel actions such as appointments, reassignments, details, promotions, changes to lower grades, realignments, and transfers; (6) the initiation of background investigations; (7) the conduct of new employee orientation; etc.
Employee/Labor Relations Administration–Plans and develops programs and activities in the areas of employee and labor relations. Ensures that assistance is provided to client managers in the preparation of disciplinary and adverse action notices and that responses to employee grievances are properly coordinated with the Office of General Counsel. Plans and directs activities between management officials and the unions on labor relations issues and negotiations and ensures the preparation of applicable grievance correspondence, etc.
Benefits Administration–Ensures customers receive prompt and accurate benefits services and guidance in accordance with appropriate laws, regulations and policies.
Workforce Development and Performance Management–Plans and directs the administration of employee development programs and the performance management and awards program, including awards ceremonies. Ensures that guidance is provided to managers and employees on performance plans, midpoint reviews, and performance appraisals and awards. Also ensures the effective and efficient processing of performance ratings and awards. Provides for the arrangement of onsite training for supervisory and leadership development as well as program support for the Commerce Learning Center.
Personnel Payroll Processing and Systems–Leads and supports the transition of personnel payroll processing services to Enterprise Services ensuring minimal disruption to services.