Deputy Chief Component Human Capital Officer

Duties

In this position, you will serve as the Deputy Chief Component Human Capital Officer (DCCHCO). Specifically, you will be responsible for developing and directing talent towards measurable and demonstrable impact on overall FEMA mission accomplishment and Administrator priorities. The DCCHCO oversees and provides best practice guidance in the following areas: talent recruitment and acquisition, employee engagement, diversity and inclusion, development, performance and retention. Typical assignments include:

• Architects a talent management system and identifies strategies that are planned and implemented in alignment with FEMA's current and future business goals and strategic direction.
• Provides administrative oversight and coordinates the activities of subordinate organizations; develops and communicates a vision for the attainment of goals and objectives as a cohesive, focused organizational entity; serves as a catalyst for innovation and creativity in analyzing and solving complex problems; fosters an environment conducive to teamwork and empowerment of supervisors and employees; and promotes and encourages diversity in subordinate organizations and throughout FEMA.
• Provides strategic and operational leadership for diversity and inclusion initiatives, including developing a philosophy and strategy to help attract and retain a workforce that reflects the disaster communities to which it serves.
• Participates in operational and business planning with other executives for the purpose of determining strategic workforce planning and revitalization needs and the impact of proposed organization and personnel changes.
• Administers a full-range operational human resources program consisting of position management and classification, recruitment and placement, pay administration, labor management relations, performance management, employee records, benefits and processing services, and data management related to human resources matters.

Qualifications

As a basic requirement for entry into the SES, applicants must provide evidence of progressively responsible leadership experience that is indicative of senior executive level managerial capability and directly related to the skills and abilities outlined under Technical Qualifications and Executive Core Qualifications. Typically, experience of this nature will have been gained at or above the GS-15 grade level in the Federal service, or its equivalent with state or local government, the private sector, or nongovernmental organizations. An earned doctorate and senior leadership experience in an accredited institution of higher education or equivalent as both a highly skilled executive and as an accomplished educator are preferred but not required. The successful candidate will be a motivated leader who has a record of sound fiscal management, experience in a senior administrative position, and proficiency in community engagement.

Each applicant is required to submit a comprehensive narrative statement, which addresses BOTH the mandatory Technical and Executive Core Qualifications (ECQs) outlined below. Applicants who do not submit a supplemental narrative statement that addresses these factors will be ineligible for further consideration. The narrative portion for the Technical Qualifications MUST NOT EXCEED 6 PAGES TOTAL. The supplemental narrative statement for the Executive Core Qualifications should address the necessary level of management skills, characteristics, qualities, specialized knowledge, and technical competence that would indicate successful performance in the SES. This evidence must include clear and concise examples that emphasize the applicant’s level of responsibilities, scope, and complexity of programs managed, program accomplishments, policy initiatives, and level of contacts. The narrative portion for the Executive Core Qualifications MUST NOT EXCEED 10 PAGES. For guidance in preparing a narrative statement addressing the ECQs, applicants can access OPM’s website at www.opm.gov/SES/writingstate.html.
The following categories of applicants may omit the mandatory Executive Core Qualifications (ECQs), but MUST address the Technical Qualification factors: Applicants who are currently serving under a SES career appointment (must provide a copy of Standard Form 50--Notification of Personnel Action that documents career appointment to the SES), or applicants who are eligible for reinstatement to the SES (must provide a copy of Standard Form 50--Notification of Personnel Action that documents career appointment to the SES), or applicants who are graduates of OPM-approved SES Candidate Development Programs (must provide proof of OPM Qualifications Review Board certification).

All required application materials will be reviewed to determine if applicants meet the mandatory qualification requirements. Qualification and experience determinations will be based only on the information supplied by the applicant. The best-qualified candidates for this position will be distinguished from other applicants by an evaluation committee to determine the degree to which qualification requirements are met. Applicants should provide specific evidence of possession of the mandatory Technical and Executive Core Qualifications, as outlined under Qualifications Criteria, to assist the evaluation committee in determining the best-qualified candidates that will be considered for final selection. The Executive Core Qualifications of the selectee are subject to approval by the Office of Personnel Management Qualifications Review Board (QRB). Unless you have already been certified by an OPM QRB in the past, your ECQs must be certified by an OPM QRB before appointment can occur.

TECHNICAL QUALIFICATIONS – MANDATORY

1. Demonstrated leadership and change management experience, designing, executing and delivering human capital strategies, programs, policies and procedures that are flexible, innovative and efficient, incorporating industry best practices (public and private sector), with a strong focus on customer satisfaction and data-driven decision making for a large, geographically dispersed organization.
2. Demonstrated expertise and extensive experience in leading and managing a complex Human Capital Office responsible for the full scope of strategic vision and operational programs such as recruitment, staffing, classification, employee and labor relations (including Union interactions), benefits and compensation, executive resources management, and career development for a complex organization with a technically diverse workforce.
3. Demonstrated experience working across organizational boundaries and establishing trusted business partners (both internal and external) and strategic/consultative relationships with organizational leaders to ensure a high performing, high quality, efficient and engaged workforce.