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The primary purpose of this position is to advise on human capital planning and organizational performance throughout the Institution, and to ensure OHR is equipped with the appropriate financial and human capital resources to accomplish its business goals. The incumbent is responsible for the oversight of the following functional areas: Workforce Strategies & Effectiveness; Labor & Employee Relations; Anti-Harassment and Workplace Violence Prevention; Budget and Business Services.
Learn more about this agency03/20/2024 to 04/03/2024
$147,649 - $221,900 per year
SL 00
1 vacancy in the following location:
No
Yes—as determined by the agency policy.
Not required
No
Permanent - This position is advertised through two announcements: 1) Merit Promotion #EX-24-06, and; 2) Competitive Service Announcement, #EX-24-05. Only one vacancy exists and a selection will be made from the eligible candidates from one of the announcements.
Full-time
Competitive
00
Yes
No
EX-24-06
782664400
Current or former competitive service federal employees.
Individuals eligible under a special authority not listed above, but defined in the federal hiring regulations.
Certain current or former term or temporary federal employees of a land or base management agency.
Open to current and former Federal employees with permanent status or reinstatement eligibility. Individuals who are eligible for a special appointing authority may apply; such as applicants with a disability, former Peace Corps volunteers, certain military spouses, veterans seeking a VRA/VEOA appointment, or veterans who have been separated from armed forces under honorable conditions after 3 years or more of continuous active service.
Human Capital Strategy Oversight & Accountability
Leads and directs pan-Institutional human capital planning, workforce planning, organizational performance, employee and leadership development strategy, HR Policy, Labor and Employee Relations, and Anti-Harassment and Workplace Violence Prevention policies and programs. Directs assigned staff in developing and implementing human capital programs, policies, and projects in support of Institution goals. Provides expert leadership and direction in the development, interpretation and coordination of workforce planning analysis and systems.
Oversees workloads and provides timely reallocation of staff and resources to maintain productivity and enhance HR cross-training and related initiatives for organizational effectiveness. Provides advice, counsel and technical assistance to unit directors and senior management officials on human capital administration and management requirements.
Encourages and enhances principles and practices of diversity, equity, inclusion, and accessibility in all aspects of talent management programs and operations. Regularly evaluates performance, conducts formal and informal evaluations of assigned staff, assesses training needs, and makes recommendations for staff development. Prepares adverse or disciplinary actions; recruits new staff; supports the Smithsonian Institution’s (SI) Employee Equal Opportunity, safety and health regulations, policies, and procedures.
Directs the administration of the Employee and Leadership Development Programs, including oversight and evaluation of training, organizational development, and career development objectives. Develops short- and long-term programs to train staff for succession planning and create a pipeline of capable candidates for Institution-critical positions. Directs staff in preparing operational training products.
Directs the Labor and Employee Relations (LER) Unit, ensuring the program and its policies are aligned with Federal laws and Institutional principles and practices; ensures LER activities are aligned to partner OHR units and services, and recommends improvements to ensure organizational compliance.
Oversees development and alignment of SI-Civil, including the Anti-Harassment and Workplace Violence Prevention and SI Civil Program; ensures program goals are promulgated across the Institution.
Ensures human resources accountability in all assigned areas. Oversees internal and external audit activities to ensure talent management functions are consistent with applicable Federal and Institution rules and regulations. Collaborates with management officials from OPM, central leadership, Board of Regents, and the Chief Legal Officer to ensure new rules and regulations are implemented in accordance with applicable directives and timelines, and to confirm external audit findings are corrected in a timely manner.
Prepares and presents special reports, analyses and briefings for the Board of Regents, Secretary, Deputy Secretary, Under Secretaries, and their direct reports on significant and complex issues that impact the Institution.
Financial and Resource Management
Directs the financial processes. Prepares, justifies, and administers budget. Oversees procurement and contracting to achieve desired results. Works on strategies to obtain new funding or to reprogram existing funding to meet program priorities. Provides advice and assistance to senior executives, managers, and HR/budget contacts on preparation of Federal and Trust hiring plans. Monitors expenditures and uses cost-benefit analysis to set priorities. Directs, reviews, and finalizes the work of OHR staff in designing, developing, and publishing select management information and analytical reports to facilitate informed executive decisions on planning and budget issues.
Collaborates with Institution leadership to analyze OHR program, organizational, and mission performance; provides recommendations based on comparative, trend, diagnostic, root cause, and/or predictive performance analysis.
Cross-Functional Collaboration and Projects
Collaborates with OHR leadership to inform planning and using multi-year workforce analyses and hiring plans. This includes review of programmatic initiatives and issues, assessment of budget implications, and assessment of human capital reprogramming needs. Leads crossover projects to ensure human resources strategies, policies, and regulations are considered and applied. Oversees OHR’s strategic alignment with Institution-wide learning and development projects, new employee orientation, Smithsonian Employee Perspective Survey, and human capital communications plans.
Acts for the Director of OHR in the Director’s absence. Additionally, represents the Office at internal and external meetings, events, and briefings, etc. Oversees the Office’s communication efforts, particularly as they relate to human capital initiatives and organizational and operational effectiveness.
Meets the basic qualifications and specialized experience as listed below.
BASIC QUALIFICATIONS
Applicants must clearly demonstrate the necessary level of managerial and leadership skills and competence to perform successfully in this position. This includes a degree in an applicable subject matter field, or a combination of education and appropriate experience that provides knowledge comparable to that normally acquired through successful completion of a four-year course of study in an applicable subject matter field.
SPECIALIZED EXPERIENCE
In addition, applicants must have one year of specialized experience at or equivalent to the GS-15 level. Specialized experience is defined as the demonstrated ability and experience to provide leadership to a wide range of HR functions and programs including facilitating inter-organizational cooperation and effectively managing fiscal and human resources for a large agency, a large agency sub-component, or business.
The applications that meet the basic qualifications will be evaluated further against the following criteria:
1. Experience in leading and supporting a wide range of HR functions to assure successful implementation of HR programs, strategies, and procedures. This includes ensuring compliance with OPM regulations, statutes, and agency HR policy and standards.
2. In-depth knowledge of financial management involving developing, managing, and tracking budgets in a multi department environment including integrating planning, goal setting, and the deployment of assets within overall agency objectives.
3. Demonstrated experience and understanding of managing a complex organization with competing priorities and numerous customer needs; resolving difficult issues at senior levels; and resolving critical administrative management functions, such as hiring staff in a tight fiscal environment and procurement issues.
4. Skill in leading, supervising, and managing a multi-disciplined and culturally diverse workforce, including fostering teamwork and high morale; attracting, retaining, motivating, and providing guidance to a diverse workforce; and implementing EEO/Affirmative Action policies and programs.
SUPERVISORY CONTROLS
Reports to the Director, Office of Human Resources, who provides broad guidance in terms of overall policy, program objectives, and delegated authority. Within this framework and with a minimum of direction, the incumbent independently develops, directs, and carries out all aspects of assigned programs, exercising a high degree of managerial and executive knowledge and abilities. Major policy questions or controversial issues are discussed with the Director for guidance. Keeps the Director informed of all significant program activities and potential problems. Work performance is appraised in terms of overall effectiveness in achieving program objectives.
SECURITY LEVEL
This position has been reviewed to determine the level of POSITION SENSITIVITY. Based on the nature of the work, the position has been determined to be HIGH RISK. This designation will require (1) a pre-employment Security Agency Check (SAC) for the prospective incumbent; and (2) a subsequent comprehensive background investigation and clearance in order to continue in the position.
EEO
The Smithsonian Institution does not discriminate against any employee or any applicant for employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, marital status, disability, age, membership in an employee organization or other non-merit factors.
REASONABLE ACCOMODATION
The Smithsonian provides reasonable accommodation to applicants with disabilities. If you need an accommodation for any part of the application and hiring process, please notify the contact person listed in this announcement. The decision on granting a reasonable accommodation will be made on a case-by-case basis.
RELOCATION
Relocation expenses will not be paid.
You will be evaluated for this job based on how well you meet the qualifications above.
The qualifications listed in this document will be used along with your resume and your responses to the questions posed in the electronic application process to determine the candidates who will move forward in the evaluation process. When crafting your responses to the questions, please provide concise, detailed information on your background and experience.
Important Note: Your resume and supporting documentation will be compared to your responses to the occupational questionnaire or other assessment tool for consistency. If a determination is made that you have rated yourself higher than supported by your resume, you will be assigned a rating commensurate to your described experience. Your resume should provide sufficient information regarding how your education and experience relate to the major duties and qualifications criteria listed for this position.
PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid work on the same basis as for paid experience. Part-time experience will be credited on the basis of time actually spent in appropriate activities. To receive credit for such experience you must indicate clearly the nature of the duties and responsibilities in each position held and the average number of hours per week spent in such employment.
This position is open to all U.S. Citizens or Your application package should include the following documents:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education.
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
Click on the "Apply Online" button on the upper right side of the page. Please Note:
After you apply and the position has closed, you will receive an acknowledgement email that your submission was successful. We usually have a large response to senior level positions and it may take some time to effectively review application packages. We will contact you by email as decisions are made.
The Federal hiring process is set up to be fair and transparent. Please read the following guidance.
This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/job/782664400. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.
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