Chief, Organizational Design and Compensation, CM-0201-00
What you'd do
There is one position located in the Chief Operating Officer Organization (COOO), Office of Human Resources (OHR), Hiring Operations of the Federal Deposit Insurance Corporation in Washington, D.C., or one of the seven regional offices. Salary reflects a pay cap for this position of $277,500.
Major duties
Leads the creation of a standardized, collaborative framework for proactive position management and workforce structuring. This includes consistent engagement with Staffing, Divisions, and Offices to enable strategic organizational planning, reduce reactive personnel actions, and ensure accurate organizational charts. Ensures the team approaches all classification and organizational design challenges through a solution focused, collaborative lens, creating bridges across HR and operational lines. Plans and directs Corporation-wide programs/initiatives in classification, position management, and classification policy addressing highly complex and sensitive needs of the FDIC. Serves as management's technical advisor regarding position management, reorganizations, and classification policy for client organizations. Analyzes broad, complex, and sensitive issues requiring extreme care in problem resolution. Ensures FDIC-wide position classification accuracy and consistency in interpreting and applying classification standards. Advises others on accepted principles and analyzes and resolves contentious and complex position and organization structure issues. Oversees the preparation of position audits and classification appeal decisions. Drafts and responds to inquiries associated with human resources management policy and procedures received from FDIC employees or outside entities such as the Office of Personnel Management (OPM). Leads annual audit of assigned areas and creates a mechanism for spot-checking classification consistency and problem areas such as Fair Labor Standards Act (FLSA), Bargaining Unit Status (BUS), and position risk designations/security clearance requirements, etc., to ensure compliance with regulatory requirements. Provides expert leadership for the FDIC's compensation programs and is accountable for the administration of corporate-wide compensation programs for the FDIC covering employees, managers, and executives. This includes developing, implementing, administering, evaluating, and continuously enhancing agency wide human capital programs, policies, and procedures to ensure alignment with evolving business needs. Serves as a key advisor to the Assistant Director on best practices within assigned program areas, offering authoritative guidance and interpretations of FDIC policies and applicable federal regulations. Leads and oversees FDIC's workforce planning and analytics program, ensuring that all activities support corporate priorities, human capital strategies, and mission objectives. Directs the creation, implementation, and ongoing improvement of enterprise-wide workforce planning processes, tools, and methodologies. Ensures these frameworks are applied consistently yet flexibly across divisions and offices, enabling coherent and strategic workforce decision making. Integrates data analytics and storytelling to communicate insights and align compensation and workforce decisions with corporate goals. Provides strategic advice to the Assistant Director, Executives and other stakeholders on workforce planning issues, cultivates stakeholder engagement across the organization, and assesses the effectiveness of workforce action plans and strategic initiatives. Strengthens the FDIC's capacity to anticipate workforce needs, allocate resources effectively, and advance long term human capital goals. Promotes a forward looking, creative approach to workforce analytics, encouraging staff to identify emerging patterns, propose innovative solutions, and challenge outdated assumptions. Ensures workforce planning initiatives and action plans are routinely evaluated and improved, resulting in more accurate predictions, stronger talent pipelines, and measurable progress toward corporate human capital goals. Fulfills all supervisory responsibilities including, but not limited to, assigning and reviewing work products, assessing employee performance, providing counseling and coaching as necessary, reviewing and approving leave, training and travel requests. Manages performance and provides guidance and feedback to assist others in enhancing their knowledge, skills and abilities. Directs and coordinates training and development of staff. Supports FDIC and Equal Employment Opportunity principles by fostering a fair and discrimination‐free workplace and ensuring that workforce, development, performance, and personnel programs are carried out fairly and consistently in alignment with FDIC policy, legal requirements, and OHR's mission.
What you need to qualify
To meet the minimum qualifications, applicants must possess the following leadership and technical experiences. These qualifications would typically be gained through serving in roles that require managing projects/teams or guiding the technical work of others. 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 that 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, and concise, and emphasize your level of responsibilities; the scope and complexity of the programs, activities, or services you managed; program accomplishments; policy initiatives undertaken; 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: Experience in leading and coordinating projects, including establishing expectations, reviewing work products/services, monitoring progress, and providing guidance and feedback to team members; AND Technical Experience 1: Experience in conducting the full range of classification services, meeting with and discussing complex position classifications and issues with management and organizational subject matter experts, making recommendations, and defending classification determinations; AND Technical Experience 2: Experience in providing technical guidance and advisory services on compensation policies, programs, and pay-setting authorities; AND Technical Experience 3: Experience in managing projects or programs with cross‐organizational impact, coordinating with multiple stakeholders, and ensuring alignment with policies, strategic plans, and organizational priorities.
Before you apply
Federal applications are different: your resume should be 3–5 pages and mirror the language of this announcement. Read our federal resume guide first — it's the #1 reason qualified people get screened out.
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