Deputy Director, Departmental Office of Human Resource Management
What you'd do
The Deputy Director, Departmental Office of Human Resource Management, serves as the principal deputy and chief operating executive to the Departmental HR Director. The incumbent shares full executive responsibility and authority for providing strategic direction, executive leadership, policy formulation, and administrative oversight of all human capital management programs across the Department, including its Operating Administrations and secretarial offices.
Major duties
The Deputy Director, Departmental Office of Human Resource Management: Serve as a senior authority and key advisor to the Secretary, Deputy Secretary, Assistant Secretary for Administration, Departmental HR Director, and other top agency leaders on complex, high-visibility, and sensitive human capital matters affecting a nationwide workforce. Assist the Director in providing executive leadership and direction to the planning, development, coordination, and implementation of workforce management policies, and programs. Formulate, evaluate, and direct departmental long- and short-range human resource strategic plans, integrating human capital requirements into overall departmental mission accomplishment and strategic priorities. Direct the development, issuance, and oversight of comprehensive human resources policies, standards, and regulatory frameworks governing operating administrations and secretarial offices. Lead nationwide workforce effectiveness, succession planning, and organizational restructuring initiatives to ensure a resilient, agile, and high-performing workforce. Oversee the integration and modernization of enterprise HR information systems (HRIS), ensuring data integrity, cybersecurity compliance, and advanced workforce analytics. Serve as an authoritative spokesperson for the Department in discussions with union leadership, external oversight bodies (e.g., GAO, OIG), congressional staff, and professional organizations on departmental human capital strategies.
What you need to qualify
Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQ) and Technical Qualifications (TQ) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes over the 2-page limit, will not be reviewed beyond page 2 or may be disqualified. Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s). If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position. TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualifications. TQ 1. Demonstrated executive-level experience in leading, developing, and executing comprehensive strategic human capital management strategies, long- and short-range workforce plans, and policies across a large, complex organization. This includes providing high-level advice and counsel to cabinet-level or senior executive leadership on complex, sensitive human resource matters, and integrating human capital requirements directly into overarching departmental mission accomplishment and strategic goals. TQ 2. Demonstrated executive experience directing and overseeing full-spectrum human resource operational programs—including human resource information systems, policy compliance, and work-life programs—across multi-component organizations. This includes driving organizational innovation and customer-centric re-invention initiatives, delivering advisory services to subordinate HR staffs, and representing a major federal department on interagency committees and task forces. EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Technical Qualification Requirements listed above, all new entrants into the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the following five mandatory ECQs. If your 2-page resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position. There are five ECQs: ECQ 1: Commitment to the Rule of Law and the Principles of the American Founding – This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people. ECQ 2: Driving Efficiency -This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades. ECQ 3: Merit and Competence - This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality. ECQ 4: Leading People - This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture. This includes, when necessary, the ability to lead people through change and to hold individuals accountable. ECQ 5: Achieving Results - This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors. Note: If you are a member of the SES or have been certified through successful participation in an OPM approved SES Candidate Development Program (SESCDP), or have SES reinstatement eligibility, you do not need to respond to the ECQs. Instead, you should attach proof (e.g., SF-50, Certification by OPM's SES Qualifications Review Board (QRB)) of your eligibility for noncompetitive appointment to the SES. There are three key documents that contain important information about your rights and obligations. Please read and retain these documents: Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, FD-258 Privacy Act Statement - FBI (this is the same statement used when your fingerprints are submitted as part of your background investigation), and SEAD-3-Reporting-U.pdf (dni.gov), (applicable to those who hold a sensitive position or have eligibility for access to classified information)"
Before you apply
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