Director, Office of Talent Management
2 days left
- Full Time
The Office of the Chief Human Capital Officer (OCHCO) is a progressive and contemporary organization that partners with the DOE leadership to maximize the talent, diversity, commitment and capabilities of the Department's workforce. It excels at providing options and solutions to drive business results to fulfill customer needs and achieve the Department's mission. The incumbent of this position serves as the Director, Office of Talent Management, and a key member of the OCHCO senior Leadership team. The incumbent is expected to provide expert level input, advice, guidance and recommendations on a broad range of complex Departmental issues within the framework of human capital management that links strategic outreach and recruitment, leadership and professional development, employee engagement, competency management, knowledge capture, and succession planning for all Departmental federal employees.
- Occasional Travel
- Occasional travel may be required for this position.
- Relocation and recruitment incentive and/or moving expenses may be paid.
The application process used to recruit for this position is RESUME BASED method.Although applicants cannot address the Executive Core Qualifications (ECQs) separately, evidence of each must be clearly demonstrated in the five (5) page resume and throughout the rest of the application package.For more information go to: http://www.energy.gov/hc/senior-executive-service-ses/how-apply-ses-position
EXECUTIVE CORE QUALIFICATIONS:
The ECQs describe the leadership skills needed to succeed as an SES; they also reinforce the concept of an "SES corporate culture." Your resume and application must demonstrate and address the ECQs and include examples that are clear, concise, and emphasize their level of responsibilities; address the scope and complexity of the programs, activities, or services managed; program accomplishments; describe policy initiatives undertaken; define level of contacts; convey the sensitivity and criticality of the issues addressed; and identify the results of actions taken. The Office of Personnel Management (OPM) is required by law to review the executive qualifications of each new career appointee to the SES prior to appointment. The five ECQs are as follows.
- ECQ 1: Leading Change. Ability to bring about strategic change, both within and outside the organization, to meet organizational goals and to establish an organizational vision and to implement it in a continuously changing environment.
- ECQ 2: Leading People. Ability to lead people toward meeting the organization's vision, mission, and goals and provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.
- ECQ 3: Results Driven. Ability to meet organizational goals and customer expectations, and make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.
- ECQ 4: Business Acumen. Ability to manage human, financial, and information resources strategically.
- ECQ 5: Building Coalitions. 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.
MANDATORY TECHNICAL QUALIFICATIONS:
A supplemental narrative must be submitted separately addressing each MTQ below. No more than one (1) page per-MTQ is allowed; additional information will not be considered. MTQs must provide specific examples that address relevant experience and accomplishments.
Applicants must reflect superior technical qualifications demonstrated through leadership and management in the following MTQs:
1. Demonstrated leadership and experience in developing and implementing strategies and policies to address leadership and workforce development needs.
2. Demonstrated leadership and experience in developing and implementing data driven employee engagement and retention strategies to strengthen engagement and organizational performance.
3. Demonstrated leadership experience in applying workforce analysis, employment trends, budget projections, and other human capital assessment tools to develop and implement human capital strategic plans including workforce outreach and recruitment programs to address current and future organizational mission requirements.
CONDITIONS OF EMPLOYMENT FOR THIS VACANCY:
- This is a career position in the SES. Unless the selectee is already a member of the SES with career status or has successfully completed an SES Candidate Development Program, certified by OPM, his/her Executive Core Qualifications must be approved by OPM before appointment can be effected.
- As a member of the SES, you are subject to a mobility agreement.
- If selected for this vacancy, you must file a Public Financial Disclosure Report (OGE 278) prior to entry on duty in accordance with the Ethics in Government Act of 1978.
- A selectee's appointment is contingent upon compliance with Homeland Security Presidential Directive (HSPD-12) governing personal identity.
- An individual’s initial SES career appointment becomes final only after the individual successfully completes a one-year probationary period.
As the Director over major Human Capital talent management programs, the incumbent plays a vital role in managing Department-wide programs which directly influence DOE-wide policy and planning. The incumbent is expected to provide executive leadership and expert level input, advice, guidance and recommendations on a broad range of complex Departmental issues within the framework of human capital management that includes workforce strategic corporate outreach and recruitment, leadership and professional development, competency management, knowledge management, employee engagement, retention, and succession planning for all Departmental federal employees. Serves as the principal executive responsible for ensuring that DOE's workforce represents the breadth of skills and competencies needed in order to successfully accomplish the mission of the agency. Exercises technical and administrative supervision over Workforce Strategic Planning, Corporate Outreach and Recruitment, Corporate Workforce Engagement and Effectiveness, and Workforce Development and Learning and resolves problems stemming from coordinating and directing activities complicated by particularized arrangements made between the directorates. Provides executive oversight of programs designed to: Interpret and apply Departmental strategies and policies to address DOE's human capital and workforce development needs. The incumbent has the responsibility for promoting Diversity and Equal Employment Opportunity (EEO) and for ensuring full implementation of the Diversity, EEO and Affirmative Employment Program Plan. The incumbent also represents OCHCO in consultations with key Congressional officials, and high level representatives of the Department of Energy, private contractor business entities, and Stakeholders concerning corporate talent management practices and methods— speaking with full Agency authority in all cases.