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Director, Office of Human Resources more...
Location:Washington, DC
Company:Department of Energy
First posted:January 09, 2017
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Job Overview Summary

About the Agency

The National Nuclear Security Administration (NNSA) is a semi-autonomous agency of the Department of Energy (DOE). We manage highly visible U.S. National Security Programs, enhance U.S. national security through research, development, production, assembly, disassembly, and maintenance of the U.S. nuclear weapons stockpile, promote international nuclear non-proliferation and safety, reduce global danger from weapons of mass destruction, provide the U.S. Navy with safe and effective nuclear propulsion, and oversee national laboratories and other production facilities to maintain U.S. leadership in science and technology.

The Director, Office of Human Resources has statutorily independent Human Resources authorities for the 2,500 geographically dispersed Federal employees within NNSA. The Director, Office of Human Resources, functions as the Human Resources Director for the agency and reports to the Deputy Associate Administrator for Management in the Office of Management and Budget.

The HR Director carries out specific authorities under delegation from the Administrator and Associate Administrator, directing and overseeing a Human Resources program; workforce analysis and planning; and executive resources management across NNSA, encompassing competitive and excepted service HR systems.

This position offers challenging, unique, and exciting opportunities for an individual with senior level experience and proven capability.

Duties

NNSA's goal is to have a state-of-the-art Human Resources program that will ensure long-term success of its vital national security mission and enable NNSA to attract, recruit, retain, and sustain the future Federal workforce. The office consists of four divisions, the Policy and Initiatives, Employee Management Relations Division, Employment and Workforce Planning Division, Executive Resources Division headed by a subordinate supervisor and is responsible for managing a sizeable workforce with substantial program responsibility.

The Director is responsible for managing and overseeing development and implementation of the NNSA Demonstration Project on pay-banding and pay-for­ performance that waives parts of Title 5 to provide NNSA the tools and flexibilities needed to gain and maintain a competitive edge in the current and future marketplace.

As the NNSA Director of Human Resources, and principal advisor on management and HR to the Administrator, the Associate Administrator for Management and Budget, and other top agency officials, the incumbent provides proactive, energetic, cohesive, and sensitive leadership on all matters involving HR and workforce management across NNSA. This includes all specialized human resources programs, including: personnel operations, employee relations, personnel policy development, workforce planning, performance management, information systems and benefits. Oversees development of information systems that are used to automate various human resources functions and to obtain data more effective.

Oversees and directs Executive Resources services for NNSA, including staffing of SES, Political, Senior Level, Science and Professional, and Excepted Service positions; managing the NNSA Executive Resources Board process (including scheduling of formal Board meetings and implementing of actions approved by the Board); managing the Executive performance management and awards systems, such as SES performance awards, Presidential Rank Awards; and providing advisory services and support to Headquarters and Field elements on Executive Resources matters.

Travel Required

  • Occasional Travel
  • Travel will be required as necessary

Relocation Authorized

  • Yes
  • A relocation incentive may be paid in accordance with Federal Travel regulations. PCS costs will be paid.

Job Requirements Key Requirements

  • Must be U.S. Citizen.
  • New SES appointees must successfully complete a 1-year probationary period.
  • A DOE "Q" level clearance is required.
  • Requires a financial disclosure statement (OGE-278).
  • This position is subject to drug testing and random screening.
  • Occasional travel will be required.

Qualifications

To meet the minimum qualifications for this position, candidates must meet the specialized experience at a senior level which demonstrates ability to perform the duties described above; including progressively responsible supervisory or managerial experience demonstrating ability to manage people and resources.

Candidates must fully address all Executive Core Qualifications (ECQs) and Mandatory Technical Qualifications (MTQs) in order to receive consideration. Your responses must demonstrate possession of these qualifications; typically acquired through education, experience or training, and reflect progressive development and achievement in managing a comprehensive program and/or organization. Please provide examples that are clear, concise, and emphasize your level of responsibility, the scope and complexity of programs managed, program accomplishments, policy initiatives undertaken, and level of contacts.

Do not enter "Refer to Resume" to explain your answer. Applications directing the reviewer to search within the application or to see resume are considered incomplete and will not receive further consideration. All qualified candidates will be evaluated on the relevance of their experience, education, training, self-development, honors, awards, and outside activities. Applicants currently serving under a career Senior Executive Service (SES) appointment; eligible for reinstatement into the SES; or have successfully completed an SES Candidate Development Program (CDP) approved by OPM are not required to address the ECQs; but MUST address all MTQs. Failure by non-Senior Executive Service member to submit a narrative statement addressing each of the ECQs and MTQs will result in loss of consideration.

Executive Core Qualifications: NOTE: Please limit your written statements to a two page limit per ECQ. Each response to the ECQs must be written in the Challenge-Context-Action-Results model. For detailed guidance on ECQs, applicants are strongly encouraged to first review the Office of Personnel Management's Guide to Senior Executive Service Qualifications

Leading Change - Involves the ability to bring about strategic change, within and outside the organization, to meet organizational goals. Inherent to this is the ability to establish an organizational vision and to implement it in a continuously changing environment.

Leading People - Involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and support constructive resolution of conflicts.

Results Driven - Involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.

Business Acumen - Involves the ability to manage human, financial, and information resources strategically.

Business Coalitions - Involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.

Mandatory Technical Qualifications ions (MTQs): Please limit your written statements to one page per MTQ.

1. Demonstrated experience leading and guiding the development of policies, procedures, standards, and objectives for an organization-wide human capital management program to ensure that these programs comply with legal, regulatory and policy requirements, while providing innovative human capital strategies and solutions in support of short, mid, and long term mission objectives.

2. Demonstrated ability to develop a wide array of innovative, proactive human capital management programs that are supportive of, and tailored to, mission priorities and that facilitate workforce diversity/inclusion and equal employment opportunity in hiring practices and career progression.

3. Proven demonstrated senior level experience in motivating employees who are geographically dispersed, assessing employee engagement levels, and creating a culture that encourages collaboration, flexibility and fairness while enabling individuals to participate to their full work performance capability.

No positive education requirement.

Security Clearance

Q - Sensitive

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