Director of Human Resources Chief Human Capital Officer

Summary This SES position is located in the Office of the Executive Director (OED), Human Capital Management Office (HCMO), Federal Trade Commission (FTC or Commission). HCMO is responsible for human resources activities: staffing and classification, employee and labor relations, employee benefits, executive resources, disability program management, personnel security, human capital information systems, policy development, and strategically partnering across the agency to meet human capital needs. Responsibilities Specifically, the incumbent: Possesses broad and deep federal human capital technical expertise. Demonstrates a multi-disciplinary understanding of human capital and how it supports the mission, goals, and work environment of the FTC. Plans, directs, and oversees the human capital program for the FTC. Formulates, develops, and communicates the Commission’s overall human capital philosophy and policies to the executive staff, administrative officers, and other stakeholders and partners. Leads the HCMO team in delivering human capital solutions that improve both individual talent (human) and organizational performance (capability). Understands or learns the agency’s mission and priorities, as well as business processes and cycles, and engages as a strategic partner to provide solutions, address needs and drive progress on key agency goals. Provides leadership and guidance to the following functions within the HCMO: strategic human capital management; succession and workforce planning; operational employment policy; recruitment and staffing; accountability; employee and labor-management relations; human capital information systems; personnel security; employee development; benefits; work life; and executive resources. Leads change by managing people and processes including engaging with stakeholders to create or enhance systems and process re-engineering and improvements. The incumbent is also a role model and leads and develops HCMO staff in serving as strategic partners with other stakeholders across the agency. Identifies and oversees the design of progressive, new ways for providing more effective human capital management for the FTC’s program managers and for providing a better organizational environment and better working conditions for FTC’s employees. Advises the Chair and senior executives and officials on current trends in the human capital arena and implements specific programs so that the agency is not only a leader in the federal sector but also a model workplace. Actively leads and engages with partners across the agency to be a “best place to work” and creates an environment within HCMO that is a great place to work. Works with senior executives and officials to design and implement the FTC’s plans for the strategic management of human capital to meet its present and future workforce needs. This includes developing human capital strategies and implementing and/or demonstrating pilot applications of new programs, methods, techniques, and procedures in such areas as succession and workforce planning and restructuring, recruitment and retention, continuous learning, and work life matters. Builds trust, engagement, and alignment among people – within HCMO and throughout the agency. Works to establish a vision and expectations and build alignment and accountability. Demonstrates strong emotional intelligence, including self- awareness, self-management (including the ability to manage conflict and stress), social awareness, and relationship management. Works with senior executives and officials to plan, direct, and administer the development of labor relations policy. Monitors labor relations activity to ensure a comprehensive and systemic program of education and communication with management and employees, and their organizations on all phases of employee-management relations, employee grievances and adverse actions. Plans, set goals and objectives, provides guidance, consultation, and broad executive direction on program execution, and evaluates the effectiveness of the FTC’s human capital programs. Reviews goals and objectives, and annual program plans to ensure strategic alignment with the FTC’s and the Chair’s strategic plans. Provides leadership to FTC’s bureaus, offices, and regions in succession and workforce planning. Represents the FTC with outside agencies, including OPM, the Small Agency Human Capital Council, the OMB, GAO, the Partnership for Public Service, and with other public and private sector organizations on human capital programs and processes. Builds strong relationships across the agency and across the federal government. The incumbent is also responsible for partnering with other leaders, championing diversity, equity, inclusion and accessibility to improve the overall organizational performance. Requirements Conditions of Employment Qualifications QUALIFICATIONS: As a basic requirement, applicants must demonstrate technical and professional competence as described in the Mandatory Professional Credentials/Technical Qualifications section below and executive leadership capabilities as described in the Executive Core Qualifications (ECQs) of the SES listed below. Typically, experiences of this nature will have been gained at or above the GS-15 grade level or its equivalent in federal service, or with state or local government, private industry, or nongovernmental organizations. If you are a current career member of the SES, are eligible for reinstatement into the SES, or have completed an SES Candidate Development Program and have been certified by the Office of Personnel Management’s (OPM) Qualifications Review Board (QRB), you can apply for competitive and/or noncompetitive consideration. For competitive consideration, you must submit a resume and written statements addressing the Mandatory Professional Credentials/Technical Qualifications, ECQs, and other applicable qualifications. For noncompetitive consideration, you must submit your resume, written statements addressing the Mandatory Professional Credentials/Technical Qualifications, and other applicable qualifications. Written statements addressing the ECQs are not necessary for noncompetitive consideration. You must also provide documentation of QRB certification (i.e., SF-50 showing career SES status or OPM-issued SES qualification certificate). MANDATORY TECHNICAL QUALIFICATIONS: (should not exceed two pages per qualification): MTQ 1: Human Capital Management: Experience leading a human capital management program for an independent agency or leading a major human capital operational component of a large, complex, multi-layered agency or department, which covers the full spectrum of leadership responsibilities in designing, developing and implementing the full scope of operational employment programs and policy covering recruitment, classification, labor and employee relations, work life programs, executive personnel, etc. Has a multi-discipline understanding of Human Capital to connect the customer to the right people. MTQ 2: Re-engineering Organizational Systems and Processes: Experience in leading, managing, and re-engineering organizational systems and processes that involve innovative human capital programs and policies and incorporates budget and financial management considerations. Has advised in technical areas utilizing the latest knowledge and trends (especially workforce management). MTQ 3: Customer Service and Service Delivery: Experience in creating, managing, and implementing organizational plans and goals that focus on improving customer relations and service delivery within the context of an operational environment, to include conducting organizational skills assessments, and developing and implementing change and succession and workforce planning strategies. Understands the customers’ business and their people and identifies and engages stakeholders. Is proactive and future oriented anticipating HC related needs. Possesses empathy, trust, reliability/responsiveness. MTQ 4: HR Information Technology: Experience in managing, recommending improvements to, and overseeing the development and implementation, migration, and/or integration of human capital information systems (e.g., automated recruiting and processing systems, automated personnel and payroll data systems, human capital tracking systems, learning management systems, etc). EXECUTIVE CORE QUALIFICATIONS: All applicants must submit written statements describing accomplishments that would satisfy the ECQs. You must respond to all ECQs and address each one separately, as failure to do so will result in a rating of ‘ineligible’ for the position. You can find additional information on the ECQs in the Guide to Senior Executive Service Qualifications. A good competency-based qualifications statement should address the following elements for each ECQ: (a) the goal, problem, or activity and its challenge, (b) the context or environment in which the activity took place, (c) specific actions you took to address the challenge, and (d) the results or impact of the activity. Each accomplishment should be clear, concise, and emphasize your level of responsibilities, the scope and complexity of the programs you managed, and the results of your actions. You are strongly encouraged to review the Guide to Senior Executive Service Qualifications. The ECQ statement, addressing all five ECQs, may be no longer than ten pages. ECQ 1
Leading Change: This ECQ involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. ECQ 2
Leading People: This ECQ involves the ability to lead people toward meeting the organization’s vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports the constructive resolution of conflicts. ECQ 3
Results Driven: This ECQ 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. ECQ 4
Business Acumen: This ECQ involves the ability to manage human, financial, and information resources strategically. ECQ 5
Building Coalitions: This ECQ 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. Education Total background, including experience, education, awards, self-development, and training will be reviewed. Additional Information
The agency may reimburse relocation expenses.
If we select you for an initial career appointment to an SES position, the OPM QRB must approve your ECQs prior to appointment. A selection is tentative until we obtain a QRB certification.
You must complete a Declaration for Federal Employment before we can hire you in order to certify the accuracy of your written application and provide the information necessary to determine your suitability for federal employment.
If you are a male applicant born after December 31, 1959 and we select you for this position, you must certify prior to appointment that you registered for the military selective service.
If we select you for this position, you must complete personnel suitability documents. Your appointment is contingent upon the successful completion of an appropriate background investigation.
Veterans’ preference does not apply to SES positions.
The FTC provides reasonable accommodations, where appropriate, to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the FTC. The agency considers requests for reasonable accommodation on a case-by-case basis. Questions about the FTC’s accommodation policy can be directed to Adam Mahan at [email protected]
The Ethics in Government Act, PL 95-521, requires the applicant selected for this position to submit a financial disclosure statement, SF-278, prior to assuming the SES position, annually while employed, and upon termination of employment. You may also be subject to post employment restrictions.
Your application includes information subject to the Privacy Act (P.L. 93-579, 5 U.S.C. 552a). This information is necessary to determine qualifications for employment, and collection is authorized under Title 5 of the U.S. Code, 3302 and 3361.
We will not accept applications received in government postage-paid envelopes. To ensure compliance with an applicable preliminary nationwide injunction, which may be supplemented, modified, or vacated, depending on the course of ongoing litigation, the Federal Government will take no action to implement or enforce the COVID-19 vaccination requirement pursuant to Executive Order 14043 on Requiring Coronavirus Disease 2019 Vaccination for Federal Employees. Therefore, to the extent a Federal job announcement includes the requirement that applicants must be fully vaccinated against COVID-19 pursuant to E.O. 14043, that requirement does not currently apply. Further, some jobs may be subject to agency- or job-specific vaccination requirements, so please review the job announcement for details.