Deputy Chief Human Capital Officer

Summary

This position is in the Headquarters Office, American Battle Monuments Commission (ABMC), with a duty station located in Arlington, VA. Responsible for participating fully in all phases of human capital (HC) management. This includes providing consultative services on special HC initiatives and efforts related to the management of ABMC HC programs and methods for integration of HC activities with the overall mission and objectives of ABMC.

Duties

In full collaboration and partnership with the Chief, Human Capital Officer (CHCO), plans, manages, and coordinates the full spectrum of human capital management programs, activities, and initiatives. Supports the CHCO in the management and oversight of Human Capital programs and policies for 27 locations in 10 different countries, each with its own unique policies, laws, regulations, etc. Provides expert technical leadership and direction which spans all human resources functions and processes including hiring and other personnel actions, benefits, employee discipline, performance management, EEO programs. Develop strategies for developing a professional organizational culture and climate that fosters, rewards, and sustains an aligned, high-performing work force. Enforces disciplined human capital management practices and internal management controls that hold the entire work force accountable for their actions while minimizing organizational and operational risk of unethical behavior. Plans and directs the activities of the staff and manages resources to maximize the effective and efficient use of funds and employee skills. Qualifications

Time in Grade Time-in-grade restrictions apply for all candidates considered under Merit Promotion (generally applicants who have held a Federal civilian appointment within the previous 52 weeks). These applicants must have 1 year time-in-grade at the next lower level or equivalent to qualify. Specialized Experience: For the GS- 14 level: Applicants must possess one (1) year of specialized experience equivalent to at least the next lower grade level (GS-13); or its non-Federal equivalent that demonstrates: (1) Managing Quality Control (QC) programs and evaluating Human Resources operations to ensure strict compliance with federal laws, Office of Personnel Management (OPM) regulations, and agency policies. (2) Applying expert knowledge of federal Equal Employment Opportunity (EEO), affirmative employment, and disability program concepts, laws, regulations, and executive orders to manage compliance, evaluate agency programs, and direct statutory reporting requirements. (3) Developing, executing, and evaluating enterprise-wide human capital initiatives and HR policies to align with organizational workforce priorities, maximizing operational capacity, and ensure absolute compliance with federal statutory mandates. (4) Leading, managing, and directing a multidisciplinary team of Human Capital professionals executing core human resources functional areas, strategic workforce planning, and employee development programs to optimize organizational performance. NOTE: To be considered for this position, you must meet all qualification and eligibility requirements for the GS-0201 series set forth in the Office of Personnel Management (OPM) Qualification Standards by the closing date of the announcement. A copy is available at: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards 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 and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Applicants must meet all qualifications and eligibility requirements by the closing date of the announcement including time-in-grade restrictions, specialized experience and/or education, as defined below.

Education

Educational substitution is not allowed for this series/grade level (Please do not upload transcripts as they will not be reviewed) How You Will Be Evaluated

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), your responses on the application questionnaire, and your responses to all assessments required for this position. Include this verbiage if announcing one of the following job series with a cut score: 0080, 0201, 0203, 0303, 0318, 0343, 0501, 0510, 0560, 0861, 0962, 1102, 2210}} The USA Hire Assessments includes a cut score based on the minimum level of required proficiency in these critical general competencies. You must meet or exceed the cut score to be considered. You will not be considered for the position if you score below the cut score or fail to complete the assessment. Overstating your qualifications and/or experience in your application materials or application questionnaire may result in your removal from consideration. Cheating on an assessment may also result in your removal from consideration. Other Information

ACTIVE-DUTY SERVICE MEMBERS: In accordance with VOW to Hire Heroes Act of 2011 (Public Law 112-56), Current military members may apply by submitting a "certification" of active service in lieu of a DD-214. A "certification" letter should be on letterhead of the appropriate military branch of the service and contain: (1) your rank; (2) dates of active duty service; (3) type of discharge and projected character of service (i.e. honorable); (4) projected Veteran's preference, if applicable; (5) date terminal leave begins, if applicable; (6) date of expected discharge or release that is within 120 days of your employment application submission; and (7) signed by, or by direction of, the adjutant, personnel officer, or commander of your unit or higher headquarters. If selected, your qualifying separation, veteran's preference, and/or appointment eligibility will be verified prior to appointment. Active-duty members that fail to provide a valid "certification" of service with their initial application will be found to have an incomplete application. Military members may be appointed before the effective date of their military retirement/separation if on terminal leave. Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions. Interagency Career Transition Assistance Program (ICTAP): If you have never worked for the Federal government, you are not ICTAP eligible. View information about ICTAP eligibility on OPM's Career Transition Resources website. To receive selection priority, you must: (1) meet ICTAP eligibility criteria; (2) be rated well-qualified for the position; and (3) submit the appropriate documentation to support your ICTAP eligibility. To be considered well-qualified and receive selection priority, applicants must satisfy all qualification requirements for the position and have a rating of 85 or above. Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements, you may review the information at the following links: Persons with Disabilities-Schedule A Special Hiring Authorities for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities Family of Overseas Employees Peace Corp/VISTA Males born after December 31, 1959, must be registered or exempt from Selective Service. As a condition of employment for accepting this position, you will be required to serve a 1-year probationary period during which we will evaluate your 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 period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest. These are not Bargaining Unit positions.