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The Deputy Director will lead the Institution-wide talent management and human resources functions for all Federal and Trust-funded positions, including oversight and planning for the following: Recruitment, Staffing, and Classification; Compensation, Benefits, and Work Life; Trust Resources; Executive Resources; and Operations. Supports the Secretary’s goal for enhanced management excellence by overseeing the Institution’s talent management activities and OHR's organizational effectiveness.
Learn more about this agency03/20/2024 to 04/03/2024
$147,649 - $221,900 per year
SL 00
No
Yes—as determined by the agency policy.
No
Permanent - Federal
Full-time
Competitive
00
Yes
No
EX-24-04
782665700
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.
Talent Management Administration & Accountability
Directs assigned OHR staff in developing and implementing talent management products and deliverables; coordinates the work of OHR sub-organizations to review and ensure efficiency of operations, monitors OHR operational and programmatic achievements through performance metrics and other determinants of efficiency. Encourages and enhances principles and practices of diversity, equity, inclusion, and accessibility in all aspects of talent management programs and operations. Directs and evaluates OHR staffs work in designing, developing, and publishing select management information and analytical reports to facilitate informed executive decisions that have Institution-wide impact.
Ensures talent management 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, the Secretary, Deputy Secretary, Under Secretaries, 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.
Regularly evaluates performance, conducts formal and informal evaluations of assigned staff, assesses training needs, and makes recommendations for further staff development. Prepares performance plans and conducts performance appraisals.
Prepares adverse or disciplinary actions; recruits new staff; supports the Institution’s Employee Equal Opportunity, Office of Safety, Health, and Environmental Management and Americans with Disabilities Act safety and health regulations, policies, and procedures.
Serves as the principal advisor to the Director of Human Resources on talent management policies and practices, and on strategies to ensure OHR talent management functions are aligned with the Institution’s varied and wide-ranging programmatic and administrative activities.
Workforce Planning Administration
Advises the Director of OHR, and other top management officials on talent management matters to identify and bridge skills gaps, and implement and maintain programs to attract, acquire, develop, promote, and retain quality and diverse talent. Consults directly and routinely with Institution management officials to assist them in making management decisions that are consistent with the Institution’s plans and priorities as well as related statutes, policies, and directives. Develops and/or oversees the development of comprehensive workforce analyses in accordance with the Under Secretary’s commitment to the Board of Regents.
Ensures that standardized and special analytical workforce reports are produced to assist management in making programmatic and staffing decisions and in presenting the Institution’s workforce status to external audiences. Provides guidance to OHR program managers on operating and policy issues, ensuring consistency in approach across programs.
Directs the planning and analysis of multi-year workforce analyses and hiring plans, including the review of programmatic initiatives and issues, the internal challenge of budget requests, and the assessment of reprogramming of talent management resources. Assures that these are based on current or long-range work programs, are adequately funded, are prepared according to OHR and Under Secretary for Administration’s requirements and are properly presented and maintained to reflect top management decisions and changes in policies or programs.
Oversees the execution of Federal and Trust hiring plans for the Institution, including coordination of hiring freeze or other staffing program impacts where appropriate.
Advises and assists the OHR Director in effecting management determinations that are consistent both with the Institutions’ plans and priorities. 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 the preparation of Federal and Trust hiring plans.
Cross-Functional Collaborations and Projects
Oversees the work to define and document new human capital resource management business processes, define user requirements for human capital information, design and implement responsive, accurate, and timely reports, and ensure future integration between the financial and human resources systems.
Acts for the Director of OHR in the Director’s absence. Additionally, represents the Office at internal and external meetings, events, and gatherings, including but not limited to staff meetings, Directors’ meetings, Congressional briefings, conferences, training events, 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. An advanced degree is highly desirable.
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 knowledge and leadership skills as it relates to the delivery of HR services and initiatives including talent management, recruitment and staffing, classifications, HR operations, compensation and benefits, and strategic planning and organizational effectiveness studies for a large, multi-disciplinary complex organization.
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 strategies, programs, and procedures. This should include experience managing talent acquisition, classification, human resource operations, work/life strategies, benefits and compensation.
2. Knowledge of recruitment and staffing and related HR programs and policy guidance. This includes broad technical knowledge of the laws and regulations governing federal human resources, and ensuring compliance with OPM regulations, statutes, and agency HR policy and standards.
3. Skill and knowledge of qualitative and quantitative analytical techniques and other reporting tools.
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 of OHR. Additionally, the Under Secretary for Administration, the Secretary, and as appropriate, other senior management officials, may provide direct guidance on broad Institutional planning, management and human capital issues and strategies. The incumbent keeps the OHR director informed about the status of major projects of interest and advises on major policy questions or controversial issues before taking action. When these actions will affect organizational or program areas, the incumbent coordinates these changes with the appropriate senior management officials. Within established statutory and appropriation authorizations, OHR and Congressional policy and guidance, and Smithsonian policy and objectives, the incumbent exercises independent judgment and is expected to demonstrate a high degree of initiative and objectivity. Work performance is appraised primarily in terms of overall effectiveness in attaining 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 Public Trust/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 favorable adjudication 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.
You may preview questions for this vacancy.
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/782665700. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.
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