Job Title: Director of Human Resources Agency: Federal Election Commission Hiring Organization: Federal Election Commission Job Announcement Number: VA-14-012 SALARY RANGE: $124,995.00 to $157,100.00 / Per Year OPEN PERIOD: Friday, February 21, 2014 to Friday, March 14, 2014 SERIES & GRADE: GS-0201-15 POSITION INFORMATION: Full Time - Permanent PROMOTION POTENTIAL: 15 DUTY LOCATIONS: 001 vacancy - Washington DC, DC View Map WHO MAY APPLY: United States Citizens JOB SUMMARY: The Federal Election Commission (FEC) is an independent regulatory agency with exclusive jurisdiction for the administration, interpretation, and civil enforcement of the Federal Election Campaign Act of 1971, as amended (the FECA). The FECA requires disclosure of campaign contributions and expenditures by candidates for federal office and committees supporting those candidates, and imposes limitations on the amount and sources of such contributions. The FEC also administers the federal programs that provide public funding to qualified candidates for President and Vice President. By ensuring that the campaign finance process is fully disclosed and that the rules are effectively and fairly enforced, the agency seeks to foster the electorate’s faith in the ultimate integrity of the nation’s political process. The FEC fulfills its mission through education and outreach, conciliation, rulemaking, Advisory Opinions, and litigation. ****There is a separate vacancy announcement 14-012a open to FEC-WIDE**** The Office of Human Resources (OHR) is part of the Office of the Deputy Staff Director for Management and Administration (DSD). The incumbent Director of Human Resources (DHR) serves as one of three managers who report to the DSD and assists in overseeing HR programs and systems that succeed in identifying, attracting, developing, managing, and retaining a high quality and diverse workforce capable of accomplishing the agency’s mission and performance goals. The DHR advises the DSD on matters relating to human capital management including, but not limited to policy and program development, strategic human capital management, performance management, and HR programs’ operational implementation: recruitment and staffing, training program, classification and position management, compensation and pay administration, employee benefits administration, employee and labor relations, personnel security, management consultation services, and HR programs budget formulation and execution. DUTIES: Back to top Major Duties and Responsibilities The DHR provides strategic and technical leadership and oversight over the agency’s human resources programs, and serves as the primary HR advisor to the FEC. The major duties and responsibilities are: · Serves as a key member of the DSD’s and leadership group. Develops organization strategies by identifying and researching human resources issues and establishing human resources objectives in line with organizational objectives. · Works closely with the DSD on meeting a variety of agency-wide human capital and management challenges and serves as a senior advisor to the DSD on all human capital functions. · Performs FEC wide workforce analysis and provide recommendations for strategic management of FEC’s human capital. · Provides policy guidance and operational support to managers/staff in all areas of human resources management, including attracting, developing, and retaining a highly qualified, diverse workforce; position management/classification, pay administration and compensation, performance management and human resource development, employee benefits administration, labor-management relations, and EEO compliance. · Directs the assessment, development, implementation, maintenance and evaluation of OHR policy systems and operations that are consistent with, and conform to, existing laws, regulations, and approved principles and standards and ensures compliance of HR programs. · Ensures that Office of Human Resources procedures and policies focus on enhancing customer service and program performance. · Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining productivity, quality, and customer service strategies; designing and streamlining processes; identifying required resources; resolving problems; implementing change, and ensuring adequate and compliant HR related records management. · Supervises subordinates and provides policy and program objectives, assigns tasks and evaluates the work directed. Develops performance standards. Integrates safety and health, equal employment opportunity, and personnel management programs into the daily operations. · Maintains proper discipline, morale, and welfare within the organization, and provides counseling on employment matters. The incumbent establishes general priorities, establishes long-range schedules and work plans necessary to implement the goals and objectives of the division activities within the office. Adjusts staffing levels or work procedures to accommodate resource allocation decisions, improves work methods and procedures used to produce work products. Performs difficult staffing duties, including dealing with under staffing, disputes, firing employees, and administering disciplinary procedures. · Recommends changes to the office’s organizational structure to ensure maximum efficiency, effectiveness, and productivity. · Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, aligning monetary and human resources; developing action plans; measuring and analyzing results; and initiating corrective actions. · Administers HR related contracts. · Manages Labor and Employee Relations and participates in Labor Union negotiations and lead labor management forum. Develops and recommends collective bargaining strategies. Manages organization’s response to legal and illegal job actions. Serves as organization’s expert in all operational areas of employee relations. Drafts language in support of the Labor Management Agreement and/or employee policies. · Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. QUALIFICATIONS REQUIRED: Back to top To qualify for GS-15, applicants must possess one full year of specialized experience equivalent to the GS-14 grade level in the normal line of progression in the federal service or equivalent experience in the private sector. Specialized experience is experience, which is directly related to the line of work of the position to be filled, and which has equipped the candidate with the particular competencies to successfully perform the duties of the position. In order to qualify, your resume must support the Leadership and Technical requirements described above. · Achieving Operational Results: Ability to hold self and others accountable for measurable high quality and timely results. Have exercised leadership to deliver significant results, established goals, set priorities, delegated work, assessed outcomes, and improved products and customer services by identifying and meeting customers’ requirements and stakeholders’ needs. Ability to identify and analyze problems, evaluate alternative solutions, and make recommendations. Your resume should include (1) the size and complexity of organizations you have led, (2) the scope of programs you have managed, and (3) the impact of your results on customers and other stakeholders. · Leading People: Experienced in managing people, retaining, developing and disciplining employees. Experienced in managing conflicts and disagreements in a constructive manner and preventing counter-productive confrontations. Ability to leverages diversity and develop others by providing ongoing feedback. Have ability to inspire and foster team commitment and trust. Have ability to motivate team members to accomplish group goals and complete individual tasks and assignments timely in a changing environment. · Building Relationships: Experienced in communicating and cooperating with others to achieve goals. Have ability to obtain the cooperation of others with competing priorities and perspectives. Capable to identify the internal and external politics that impact the work of the organization and act accordingly. · Leading Strategic Change: Experienced in formulating objectives and priorities, and implementing plans consistent with organizational goals and objectives. Capable to apply, strategies and innovative ideas and techniques in managing change. Ability to rapidly adapt to changing conditions, new information, and/or unexpected obstacles. Ability to effectively deal with pressure, remaining optimistic and persistent. · Business Acumen: Describe your knowledge and experience with formulating and executing an organization’s budget; managing contracts, evaluating systems and processes, analyzing data, researching best practices, and recommending the best course of actions to higher management, including structural changes to the organization. Technical Requirements: 1. Experienced in applying principles, procedures, requirements, regulations, and policies related to the human capital management in the federal sector. 2. Experience in managing, implementing, and operating all aspects of the human resource programs and services organization. 3. Experienced in developing, implementing, and evaluating policies, systems, and strategic business processes that resulted in measurable improvement in human resource services and customer satisfaction. 4. Experienced in managing staff, including planning and assigning tasks, managing performance, developing, awarding, and disciplining employees. 5. Experienced in formulating and managing budget and contracts of a division or an organization. HOW YOU WILL BE EVALUATED: Category rating procedures will be used to rank and select eligible candidates. The following quality categories will be used: Best Qualified (99 - Above) Well Qualified (98 -89) Qualified (88 - Below) Within each quality category, veterans preference eligible will receive selection priority over non-veterans. Your final category placement will be based on your responses to the assessment questionnaire. Please ensure your resume provides enough detail to support your responses. If, after reviewing your resume and / or supporting documentation, a determination is made that you have inflated your qualifications and or experience, your score can / will be adjusted to more accurately reflect your abilities. Please follow all instructions carefully. Errors or omissions may affect your rating. Deliberate attempts to falsify information may be grounds for not selecting you. https://usajobs.gov/GetJob/ViewDetails/362470800
Posted on: Wed, 12 Mar 2014 00:47:30 +0000
Trending Topics
Recently Viewed Topics
© 2015