Chief Human Capital Officer (CHCO), EM-0201-00

Summary

This position is located in the Chief Operating Officer Organization, Office of Human Resources of the Federal Deposit Insurance Corporation in Washington, D.C. Salary reflects a pay cap for this position of $315,000.

Duties

Plans, develops, negotiates, administers, and evaluates human resources (HR) management policies, procedures, and programs for the Corporation. Principal programs include recruitment and placement, position management and classification, workforce planning, compensation, employee benefits, performance management, work-life, and human resource management systems development and administration. Serves as a consultant and advisor to senior management on human resource management matters. Ensures that FDIC's human resources goals address aligning human resources with current and projected workload priorities; maintains and develops a highly skilled workforce; and continues to advance goals and strategies that demonstrate commitment to a fair work environment. Provides leadership and direction to assigned staff, which encompasses the full range of managerial responsibilities. Monitors and evaluates program effectiveness with a view toward efficient accomplishment of objectives, avoidance of duplication of effort, maximum utilization of funds and personnel, and successful interaction with related programs or operations of other organizational elements within the Corporation. Ensures that human resource management programs are consistent with corporate policy and applicable laws, rules and regulations. Establishes objectives and goals in support of the FDIC's strategic plan, and the HR strategic plan. Develops short- and long-term plans; establishes priorities for the organization. Represents the FDIC on external councils and committees, such as the Small Agency Human Resources Council and serves as the FDIC Chair of the Human Capital Leadership Council (HCLC) in order to engage senior leadership across FDIC in workforce strategy and policy decisions. Exercises supervisory personnel management authority directly or indirectly through subordinate senior managers to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and evaluating work performance and providing feedback. Identifies training and developmental needs for staff and provides regular recognition of staff. Works in collaboration with the appropriate Human Resources and Legal staff to administer disciplinary actions. Hears and resolves grievances or other disputes as appropriate. Makes or reviews personnel decisions regarding hiring, promotions, adverse actions, etc. Approves/disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities. Requirements

2-page Resume Requirement: Please limit your résumé to 2 pages (minimum 10-point font). If more than 2 pages are submitted, only the first 2 pages will be reviewed to determine your eligibility/qualifications. Registration with the Selective Service. U.S. Citizenship is required. Employment Conditions. Top Secret/Sensitive Compartmented Information (SCI)/ Special Sensitive Background Investigation (SSBI) required. Ability to obtain and maintain a Top-Secret/Special Compartmented Information (TS/SCI) security clearance. Applicant tentatively selected for this position will be required to submit to urinalysis to screen for illegal drug use prior to appointment and will be subject to random drug tests. Must be able to obtain and maintain an interim and/or final security clearance prior to entrance on duty. Failure to obtain and maintain the required level of security clearance may result in the withdrawal of a job offer or removal. Employee may be relocated to any duty location to meet management needs. As a condition of employment for accepting this position, you will be serving in a position in Schedule Policy/Career of the excepted service. You will obtain competitive status after two years of service in this position [if applicable]. Your employment in this position will be at-will. Merit Systems Protection Board (MSPB) appeals of adverse actions concerning performance, discipline, and other matters arising under chapters 23, 43, and 75 of title 5, United States Code will not be available to an individual serving in this position. Prohibitions on prohibited personnel practices will be enforced by the Office of General Counsel [or agency equivalent position] and not the Office of Special Counsel. Qualifications

To meet the minimum qualifications, applicants must possess the leadership and technical experiences listed below. These qualifications would typically be gained through progressively responsible management or executive-level assignments. Qualifying experience may be obtained in the private or public sector. 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, skills, and abilities and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. MINIMUM QUALIFICATIONS: All applicants must submit a resume that addresses each minimum qualification experience. Examples should be clear, concise, and emphasize your level of responsibilities; the scope and complexity of the programs, activities, or services you managed; program accomplishments; policy initiatives undertook; level of contacts; the sensitivity and criticality of the issues you addressed; and the results of your actions. You should use action-oriented words to describe your experience and accomplishments and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised). Leadership experience must have been performed in an official supervisory role. Leadership Experience 1: Experience in overseeing and coordinating the work of organizational units directly and indirectly through subordinate supervisors, including assigning work, directing changes to programs and priorities, and evaluating performance against goals; AND Leadership Experience 2: Experience in managing employee performance and growth directly and indirectly through subordinate supervisors, including evaluating employee readiness for successive roles, recognizing accomplishments, providing feedback and development opportunities, and addressing performance/conduct issues; AND Leadership Experience 3: Experience in overseeing implementation of and improvements to recruiting, hiring, training, utilization, and succession readiness of staff; AND Technical Experience 1: Minimum of three years of executive-level experience in managing human resources activities in three or more of the functional areas: Staffing/Recruitment/Placement, Performance Management, Compensation, Classification, Payroll, HR Information Systems, and Employee Benefits; AND Technical Experience 2: Minimum of three years of executive-level experience in interpreting and applying human resources regulations, policies and guidelines; making recommendations, proposing actions and decision-making related to the management and oversight of human resources activities; AND Technical Experience 3: Minimum of three years of executive-level experience in planning, organizing, evaluating and directing the activities of HR professional staff.

Education

There is no substitution of education for the experience for this position. How You Will Be Evaluated

Your resume will be reviewed, to determine whether you meet the qualification requirements outlined in this announcement. Therefore, it is imperative that your resume contains sufficiently detailed information upon which to make the qualification determination. If you are found minimally qualified, a Management Rating Panel (MRP) will review your qualifications and experience against pre-established benchmarks. The rating panel will place applications in one of three quality categories, i.e., Best Qualified, Highly Qualified, or Qualified. These category assignments are a measure of the degree in which your background and responses to the assessment questions match the competencies listed below. Top ranked (Best Qualified) candidates will be referred to the selecting official for further review and consideration. The competencies/KSAs you will be assessed on are listed below. Change Management Direction Setting Organizational Stewardship Strategic Thinking HR Management Advising Knowledge of a wide variety of human resources laws, regulations, policies and procedures associated with broad HR programs, such as staffing, classification, benefits, labor and employee relations, performance and compensation, worklife programs, and/or HR information systems; sufficient to advise executive leadership on HR requirements and/or flexibilities, direct and develop a wide variety of HR efforts, and/or communicate complex HR programs to a large audience. Knowledge and understanding of strategic human capital planning and development sufficient to lead and advise on complex organizational changes, conduction succession planning for large organizations or agencies, and develop long-term plans for professional development and/or program development. You do not need to respond separately to these competencies/KSAs. Your resume will serve as responses to the competencies/KSAs. Applicants must provide details of the duties performed as they relate to the qualifying experience and competencies/KSAs. Experience must be explicitly stated in the resume as experience not specifically described in the resume cannot be assumed. Resumes that are vague or don't address specific requirements will not receive maximum consideration. You may preview questions for this vacancy. Benefits

The FDIC offers comprehensive benefits to its employees. These benefits, some at minimal cost, are some of the best and most competitive in both the private and public sectors. In addition, under FDIC's Group Life Insurance Program, basic life insurance coverage for Executive Managers is automatically equal to 3 times their salary (rounded to the next higher thousand) up to a maximum of $800,000. Executives may also choose from two other lower coverage options. The Corporation pays for the cost of the basic coverage unless employees also elect to be covered under the Federal Employees Group Life Insurance Program (FEGLI). To find out more, click here. Other Information

If selected, you may be required to serve a probationary or trial period as applicable to appointment type. During the probationary or trial period, you will be evaluated for fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service. Upon completion of your probationary or trial period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest. To read about your rights and responsibilities as an applicant for Federal employment, click here. If selected, you may be required to serve a supervisory/managerial probationary period. This position is in the Excepted Service. Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement. FDIC Executive Managers (EM) are in the Federal competitive service and not the Senior Executive Service (SES). As an EM at the FDIC, you will provide executive leadership and managerial direction over substantive activities related to planning, developing, executing, and coordinating the Corporation's programs and policies. Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or Non-Career SES employee in the Executive Branch, you must disclose this information to the HR Office.