Supervisory HR Specialist (Director, Training and Employee Development Division)
What you'd do
As the Supervisory HR Specialist (Division Director), GS-0201-15, you will serve as Director of the Training and Employee Development Division (TEDD), reporting to the Chief Human Capital Officer, in the Office of the Chief Human Capital Officer (OCHCO), U.S. Equal Employment Opportunity Commission (EEOC). If selected, you will be responsible for administering training and employee development for EEOC employees, including executive and supervisory development.
Major duties
Directs the EEOC's nationwide training and employee development programs, ensuring learning initiatives support the agency's strategic goals, workforce needs, and human capital priorities. Oversees the planning, development, delivery, and evaluation of executive, managerial, supervisory, and employee training programs, including the EEOC Management Development Institute (MDI) and leadership development initiatives. Manages the agency's training budget and resources by conducting workforce and training needs assessments, cost-benefit analyses, and implementing quality assurance measures to maximize program effectiveness. Advises senior leadership on training, leadership development, talent management, succession planning, and workforce development strategies; develops policies and procedures that promote equitable access to learning opportunities. Leads and supervises the Training and Employee Development Division, collaborating with OPM, agency leadership, contractors, and external partners to deliver high-quality training programs and strengthen workforce capability across the EEOC.
What you need to qualify
To Qualify for the GS-15: You must have at least one (1) year of specialized experience equivalent to the GS-14 grade level in the Federal Service. Specialized experience is defined as having experience in: Directing agency-wide training and employee development programs, including strategic planning, budget management, workforce development, and aligning learning initiatives with organizational goals. Leading the design, implementation, and evaluation of executive, managerial, supervisory, and employee development programs, including leadership succession planning and competency-based training. Developing agency training policies, conducting workforce needs assessments, analyzing performance data, and implementing cost-effective learning strategies that improve organizational performance. Advising senior executives on training, talent management, leadership development, and human capital strategies, while collaborating with government-wide partners such as OPM to implement workforce initiatives. Merit promotion applicants must meet time-in-grade requirement as defined in 5 CFR 300, Subpart F. One year at the GS-14 level is required to meet the time-in-grade requirements for the GS-15 level. Applicants must meet all eligibility requirements (e.g., time-in-grade and qualification requirements) within 30 days of the closing date specified in the vacancy announcement. 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, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. This is a Schedule Policy/Career position. Schedule Policy/Career is an excepted service schedule for career positions that are of a confidential, policy-determining, policy-making, or policy-advocating character (policy-influencing positions) as defined by Executive Order 13957, as amended, and 5 C.F.R. § 213.3601. Schedule Policy/Career positions are not required to personally or politically support the current President or the policies of the current administration. Further, all actions taken under this policy must be carried out fairly, transparently, and in strict adherence to applicable laws. Employees in Schedule Policy/Career positions must faithfully implement administration policies to the best of their ability, consistent with their constitutional oath and the vesting of executive authority solely in the President. Failure to do so is grounds for dismissal.
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