Director of Human Resources
Overseeing the human capital management programs as they relate to all aspects of human resources operations including recruitment and staffing, position management, classification, benefits, pay administration, training and development, employee performance and awards, and employee and labor relations. Participating in management initiatives such as determining executive resources, data analytics, strategic workforce planning, and other administrative services. Planning, developing, and implementing agency directives, policies, and guidelines for the functional areas of federal human resources management using federal laws, statutes, regulations, and agency directives. Advising and assisting executives, managers and supervisors in the planning and defining of managerial and administrative policies, programs, and procedures. Preparing written responses and special reports in response to a variety of requests by analyzing appropriate HR data. Reviewing Human Resources (HR) internal procedures to develop and update policies and manuals. Supervising employees of the Human Resources Office on policies and procedures as they pertain to human resources management issues and projects. Administering the agency recruitment and placement program by executing strategies to recruit and retain a highly skilled and diverse workforce. Serving as an advisor for the USIBWC's Employee and Labor Relations program, and working with staff on regulatory and other requirements in effecting Alternative Dispute Resolution (ADR), and disciplinary and adverse actions. Managing, coordinating, and reviewing position management and classification activities and providing advice on complex and multi-faceted issues. Qualifications must be met by 12/01/2020 Minimum Qualification Requirement - To qualify for this position, you must meet the specialized experience and time in grade listed below:
One or more years of specialized experience at the GG-14 level or greater (or similar in other pay systems) that provided you with the knowledge, skills and abilities needed to perform the duties of a Director of Human Resources. Specialized experience must include:
Applying a wide range of human resources management (HRM) concepts, regulations, policies, practices, analytical and diagnostic methods and techniques sufficient to solve complex, interrelated HRM problems and issues; performing at an executive level capacity supervising a team of human resources professionals in five or more areas of HR such as position management, performance management, employee benefits, employee relations, labor relations, compensation, policy development, position classification, leave/hours of work, and all sources of recruitment and staffing; writing human resources policies at a headquarters level; overseeing the performance of all HR operational activities; providing day-to-day management/training for the entire Human Resources Department; and provide human resources advice in order to resolve and complete complex labor relations and employee relations actions; applying the laws, rules, regulations, goals and objectives of Federal executive personnel and relevant intergovernmental personnel positions; applying expert knowledge of executive management practices in the development of human resources management policy and practices that directly support mission-essential projects and programs; developing strategic-focused recommendations for the agency head and executive staff equivalently on a wide range of human resources management policy, programs, and issues; carry out research, development, and application of human resources management innovations, practices, and processes that contribute directly to the agency's mission; speaking for an agency regarding all human resources management matters in communicating with other officials, labor organizations, and external agencies, organizations, and individuals; ensuring an adequate level of staffing by justifying and initiating the full scope of personnel action requests, including the selection of employees; performing the full range of employee relations duties, including the following:
reviewing employee leave and attendance reports; approving leave; hearing group grievances and employee complaints; developing performance plans and conduct performance appraisals of key personnel; reviewing performance evaluations; and discussing with union representatives on issues presented; ensuring continuing adherence to federal personnel initiatives, including position management, EEO, and grievance procedures; making recommendations concerning employee disciplinary cases and recommending disciplinary action involving key subordinate personnel; applying in-depth knowledge of effective recruitment, marketing and talent acquisition, marketing and ability to develop agency-specific recruitment programs to ensure high quality and diverse candidates are aware of and apply for agency positions; skill in the use of written and oral communication techniques sufficient to develop and deliver briefings, training, project papers, status/staff reports and correspondence to managers. For more information on these qualification standards, please visit the United States Office of Personnel Management's website:
http:
//www.opm.gov/qualifications Time in Grade (TIG):
Current and former Federal employees must have a minimum of 52 weeks at the next lower grade level to be eligible under Merit Promotion procedures. An SF-50 must be provided that verifies eligibility as stated in the Area of Consideration section. Your resume must have complete information:
Please ensure your resume accurately reflects the duties and responsibilities under each position you have held with each employer. In describing your experience, please be clear and specific. It is your responsibility to make sure your resume states complete information for each job entry (beginning and ending dates of employment stated as MM/YYYY; and total hours worked per week). If your resume does not provide enough information regarding your work history for us to make a creditable qualification determination, your application package may be rendered disqualified and you will no longer be considered for this position. Part-Time or Unpaid
Experience:
Credit will be given for appropriate unpaid work on the same basis as for paid experience. Part-time experience will be credited on the basis of time actually spent in appropriate activities. To receive credit for such experience you must indicate clearly the nature of the duties and responsibilities in each position held and the number of hours per week spent in such employment.
Estimated Salary: $20 to $28 per hour based on qualifications.
One or more years of specialized experience at the GG-14 level or greater (or similar in other pay systems) that provided you with the knowledge, skills and abilities needed to perform the duties of a Director of Human Resources. Specialized experience must include:
Applying a wide range of human resources management (HRM) concepts, regulations, policies, practices, analytical and diagnostic methods and techniques sufficient to solve complex, interrelated HRM problems and issues; performing at an executive level capacity supervising a team of human resources professionals in five or more areas of HR such as position management, performance management, employee benefits, employee relations, labor relations, compensation, policy development, position classification, leave/hours of work, and all sources of recruitment and staffing; writing human resources policies at a headquarters level; overseeing the performance of all HR operational activities; providing day-to-day management/training for the entire Human Resources Department; and provide human resources advice in order to resolve and complete complex labor relations and employee relations actions; applying the laws, rules, regulations, goals and objectives of Federal executive personnel and relevant intergovernmental personnel positions; applying expert knowledge of executive management practices in the development of human resources management policy and practices that directly support mission-essential projects and programs; developing strategic-focused recommendations for the agency head and executive staff equivalently on a wide range of human resources management policy, programs, and issues; carry out research, development, and application of human resources management innovations, practices, and processes that contribute directly to the agency's mission; speaking for an agency regarding all human resources management matters in communicating with other officials, labor organizations, and external agencies, organizations, and individuals; ensuring an adequate level of staffing by justifying and initiating the full scope of personnel action requests, including the selection of employees; performing the full range of employee relations duties, including the following:
reviewing employee leave and attendance reports; approving leave; hearing group grievances and employee complaints; developing performance plans and conduct performance appraisals of key personnel; reviewing performance evaluations; and discussing with union representatives on issues presented; ensuring continuing adherence to federal personnel initiatives, including position management, EEO, and grievance procedures; making recommendations concerning employee disciplinary cases and recommending disciplinary action involving key subordinate personnel; applying in-depth knowledge of effective recruitment, marketing and talent acquisition, marketing and ability to develop agency-specific recruitment programs to ensure high quality and diverse candidates are aware of and apply for agency positions; skill in the use of written and oral communication techniques sufficient to develop and deliver briefings, training, project papers, status/staff reports and correspondence to managers. For more information on these qualification standards, please visit the United States Office of Personnel Management's website:
http:
//www.opm.gov/qualifications Time in Grade (TIG):
Current and former Federal employees must have a minimum of 52 weeks at the next lower grade level to be eligible under Merit Promotion procedures. An SF-50 must be provided that verifies eligibility as stated in the Area of Consideration section. Your resume must have complete information:
Please ensure your resume accurately reflects the duties and responsibilities under each position you have held with each employer. In describing your experience, please be clear and specific. It is your responsibility to make sure your resume states complete information for each job entry (beginning and ending dates of employment stated as MM/YYYY; and total hours worked per week). If your resume does not provide enough information regarding your work history for us to make a creditable qualification determination, your application package may be rendered disqualified and you will no longer be considered for this position. Part-Time or Unpaid
Experience:
Credit will be given for appropriate unpaid work on the same basis as for paid experience. Part-time experience will be credited on the basis of time actually spent in appropriate activities. To receive credit for such experience you must indicate clearly the nature of the duties and responsibilities in each position held and the number of hours per week spent in such employment.
- Department:
0201 Human Resources Management - Salary Range:
$126,810 to $164,858 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
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