Summary The incumbent serves as the Deputy Chief Human Capital Officer for the Department of the Treasury and oversees the Office of Human Capital Strategic Management. Provides executive leadership in directing and overseeing programs and policies pertaining to human capital management of the Treasury workforce. Maintains a broad focus on Department-wide HCSM issues. Serves as a program and policy advisor to the Deputy Assistant Secretary for Human Resources and Chief Human Capital Officer. Responsibilities Assists the CHCO in carrying out the CHCO's responsibilities to oversee compliance with the laws governing the civil service within the agency and to implement the rules, regulations, and policies of the President and regulatory oversight agencies including the Office of Personnel Management, Office of Management and Budget, Department of Labor, etc. Serves as the Department's principal advisor on Treasury human capital policy planning, development, formulation, and issuance, as well as evaluation of the compliance and effectiveness of Department and bureau human capital programs. Assures that human capital policy and program initiatives are aligned with, and contribute to, the Department's strategic goals and objectives, as well as the department's mission, financial and operating plans, budget estimates and submissions, and short and long-term performance objectives. Develops and recommends plans to assure that Treasury has the diverse, highly skilled, technically competent, and well managed workforce (i.e., talent) necessary to achieve its strategic goals and annual operating objectives and that it is deployed in a structure that is both citizen-centered and mission-focused. To this end, employs sophisticated quantitative methods and modeling techniques to anticipate future agency human resources requirements, assessing those requirements against current and projected workforce demographics (including years of service and experience, intake and attrition rates, diversity, critical skill mix, etc.). Directs and/or manages the full complement of human capital programs including workforce planning, recruitment, selection, placement, promotion, separation, position classification, position management, pay administration, employee benefits and awards, employee relations, labor relations, career management, compensation, cultural change, succession management, employee satisfaction, and other areas as appropriate. Places a particular emphasis on analyzing mission requirements and priorities; translating those requirements into critical workforce competencies (including leadership competencies); analyzing and assessing "gaps" between those critical competencies and existing workforce competencies; and devising means of closing the gaps. Ultimately, utilizes the data and information from these analyses in developing short- and long-range recruitment, staffing, retention, and succession management plans to ensure that the workforce requirements of the Department are met. Requirements Conditions of Employment Qualifications Qualifications: As a basic requirement, applicants must possess the Mandatory Technical Qualifications listed below. Typically, qualified applicants will have gained experience of this nature at or above the (GS)-15 grade level or its equivalent in the public or private sector. To be qualified for this position, your resume must reflect experience in a managerial capacity. Typically, experience of this nature is gained at or above the GS-15 grade level in the Federal service, or its equivalent with state or local government, the private sector, or nongovernmental organizations. As such, your resume must demonstrate that you have the knowledge, skills, and abilities to successfully fulfill responsibilities inherent in most SES positions such as: Directing the work of an organizational unit Ensuring the success of one or more specific major programs or projects Monitoring progress toward strategic organizational goals, evaluating organizational performance and taking action to improve performance. Supervising the work of other managers and exercising important policymaking, policy determining, or other executive functions. Failure to meet the basic qualification requirement and address all Mandatory Technical Qualifications will result in your application being disqualified. NOTE: Announcement open to current career SES members, former career SES members with reinstatement eligibility, and SES Candidate Development Program graduates who have been certified by OPM. Please submit SF-50 or SESCDP certificate for verification. MANDATORY TECHNICAL QUALIFICATIONS (MTQs): All applicants must submit a written narrative that addresses each of the MTQs separately. The narrative must not exceed one (1) page per MTQ. Applicants who fail to adhere to the one (1) page per MTQ limit will be disqualified and no longer considered for the position. Applicants must possess the following technical qualifications that represent the knowledge, skills, and abilities essential to perform the duties and responsibilities of the position. You must fully address each MTQ to be rated for further consideration. MTQ 1: Demonstrated ability to understand complex, controversial, sensitive, and high-profile strategic human resources concepts and to formulate and clearly communicate recommended responses, positions, and policies to relevant stakeholders. MTQ 2: Expert knowledge of relevant Title 5 statutes, regulations and policies as applied to executive resources/and general schedule personnel management across workforce planning, staffing, employee relations, labor relations, employee development, compensation, performance management and awards. MTQ 3: Proven ability to promote overall health of the organization as indicated by organizational performance, resilience, and capacity. Successfully build, manage and lead a diverse team of expert human resources professionals in achieving the agency's strategic human capital goals and objectives. Develop and maintain an inclusive workplace and culture that promotes individual employee performance, development, and well-being. Successfully advocate for additional resources where necessary or demonstrate an ability to appropriately reprioritize in a resource constrained environment. Education This job does not have an education qualification requirement. Additional Information CONDITIONS OF EMPLOYMENT: Must successfully complete a background investigation. Complete a Declaration for Federal Employment to determine your suitability for Federal employment, at the time requested by the agency. Have your salary sent to a financial institution of your choice by Direct Deposit/Electronic Funds Transfer. If you are a male applicant born after December 31, 1959, certify that you have registered with the Selective Service System or are exempt from having to do so. Go through a Personal Identity Verification (PIV) process that requires two forms of identification from the Form I-9. Federal law requires verification of the identity and employment eligibility of all new hires in the U.S. File a Confidential Financial Disclosure Report within 30 days of appointment and annually from then on. Equal Employment Opportunity Policy The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor. Equal Employment Opportunity (EEO) for federal employees & job applicants Reasonable Accommodation Policy Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application process should follow the instructions in the job opportunity announcement. For any part of the remaining hiring process, applicants should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. A reasonable accommodation is any change to a job, the work environment, or the way things are usually done that enables an individual with a disability to apply for a job, perform job duties or receive equal access to job benefits. You can request a reasonable accommodation at any time during the application or hiring process or while on the job. Requests are considered on a case-by-case basis. Learn more about disability employment and reasonable accommodations or how to contact an agency. Legal and regulatory guidance Financial suitability Social security number request Privacy Act Signature and false statements Selective Service New employee probationary period This position requires that the successful candidate undergo personnel vetting, which includes a background investigation and enrollment upon onboarding into "Continuous Vetting." Enrollment in Continuous Vetting will result in automated record checks being conducted throughout one's employment with Treasury. The successful candidate will also be enrolled into FBI's Rap Back service, which will allow Treasury to receive notification from the FBI of criminal matters (e.g., arrests, charges, convictions) involving enrolled individuals in near real-time. Please review the three hyperlinks of your rights. (Noncriminal Justice Applicant's Privacy Rights - FBI, FD-258 Privacy Act Statement - FBI, and SEAD-3-Reporting-U.pdf (dni.gov)