Deputy Chief Human Capital Officer with Security Clearance

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Job description

Duties The Deputy Chief Human Capital Officer (DCHCO) will develop effective measures to recruit, hire and retain employees with the strategic competencies required for mission success. The position will serve as principal advisor and consultant to the Chief Human Capital Officer (CHCO) and Agency leadership on human capital and all related programs. The DCHCO makes recommendations for resolving key, critical, sensitive, and controversial human capital issues. Proposed solutions may result in change of policies and practices for the Agency. The incumbent will fully assist in providing executive leadership and direction on human capital policies, programs and workforce with the organization's mission, strategic goals, and performance objectives. Oversees, coordinates, and monitors human capital programs and management initiatives as they relate to all aspects of human resources operations including, but not limited to recruitment and staffing, pay administration, classifications, benefits, employee performance and awards, employee and labor relations, executive resources, data analytics and information systems, strategic workforce planning, training and development, policy and accountability, employee life cycle and other administrative services. Manages the development and use of statistical information for such considerations as staffing/retention rates, diversity outreach and competency assessment. Utilizes information as necessary to achieve desired recruitment/retention rates and to target quality new hires. Provides leadership in directing human capital policies, procedures, and business practices. Evaluates the effectiveness of administrative and management programs, directs special studies and analyses to enhance the services of the functional areas of OCHCO to CISA customers, and ensures the implementation of cost effective and feasible solutions. Responds to requests for information or concerns, and proactively briefs on sensitive programs or activities. Responsible for selecting subordinate supervisors and other division staff as appropriate,setting performance standards for Associate Chiefs and senior staff, developing and overseeing the implementation of plans for meeting training and developmental needs, and developing workforce management plans to ensure OCHCO is adequately staffed. Supports OCHCO in the expansion and usage of human resources data analytics across CISA. Manages comprehensive assessments of the efficiency and effectiveness of the OCHCO business practice, policies, and operations and manages the development of strategies to improve and expand them as corporate tools. Advances the use of technology to improve human capital systems and drive general process and productivity improvements and operational excellence. Often attends meeting with high level officials from DHS, OPM, OMB, other agencies and outside stakeholders - to include Congressional hearings - making commitments on behalf of the CHCO within the boundaries of policy and regulation. Perform other duties as assigned. Requirements Conditions of Employment You must be a U.S. citizen. Selective Service - Males born after 12/31/59 must be registered or exempt from Selective Service see All Federal employees are required to participate in Direct Deposit/Electronic Funds Transfer for salary payments. DHS uses e-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about E-Verify , including your rights and responsibilities. This position has been identified as a drug testing designated position (TDP) for purposes of the CISA's Drug-Free Workplace Program. All applicants tentatively selected for this position will be required to submit to a drug test to screen for illicit/illegal drug use prior to receiving a final offer of employment. A final offer of employment is contingent upon a negative drug test result. After appointment, you may be subject to periodic random drug testing. You must be able to obtain and maintain a security clearance suitable for Federal employment as determined by a background investigation. This may include a credit check, a review of financial issues, as well as certain criminal offenses and illegal use or possession of drugs. You must be able to obtain/maintain a Secret clearance. One-year SES probationary period may be required. This position may be designated as essential personnel. Essential personnel must be able to serve during continuity of operation events without regard to declarations of liberal leave or government closures due to weather, protests, and acts of terrorism or lack of funding. Failure to report for or remain in this position may result in disciplinary or adverse action in accordance with applicable laws, rules, and regulations (5 U.S.C. and 5 CFR Part 752, as applicable). You are required to file an Executive Branch Personnel Public Financial Disclosure Report (OGE-278) upon entering the position, as well as annually. If you receive a conditional offer of employment for this position, you will be required to complete an Optional Form 306, Declaration for Federal Employment , and to sign and certify the accuracy of all information in your application, prior to entry on duty. False statements on any part of the application may result in withdrawal of offer of employment, dismissal after beginning work, fine, or imprisonment. Qualifications As a basic requirement for entry into the SES, applicants must provide detailed evidence of possession of each of the Executive Core and Mandatory Technical Qualifications listed below in a supplemental statement to assist reviewing officials in determining the best qualified candidates to be referred to the selecting official. Qualification and experience determinations will be based only on the information you submit. The application process used to recruit for this position is the Traditional-Method, Therefore, provide separate narrative responses, not to exceed two (2) pages for each of the Executive Core Qualifications (ECQs) and no more than one (1) page for each of the Mandatory Technical Qualifications (MTQs). Executive Core Qualifications: Unless you are currently serving under a Career Senior Executive Service (SES) appointment, eligible for reinstatement into the SES, or a SES Candidate Development Program (CDP) graduate, you must address the ECQs. Your narrative must address each ECQ separately and demonstrate the underlying competencies in the narrative. You should use action-oriented leadership words to describe your experience and accomplishments and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised; size of budget managed; amount of money saved, etc.). Your narrative response should be typed in 12-point font with one-inch margins and must not exceed two (2) pages per ECQ for a total of no more than ten (10) pages. It is recommended that you include two recent (not older than ten years) examples per ECQ and draft your ECQs in a PDF document before uploading into the system to ensure these guidelines are met. If you exceed these guidelines or do not respond to all ECQs, you will be rated as "ineligible." Detailed information on each ECQ, the underlying and fundamental competencies, sample narratives and a tips sheet for writing effective ECQs are available in the "Guide To Senior Executive Service Qualifications" Senior Executive Service Executive Core Qualifications and Senior Executive Service Qualifications & Fundamental-Competencies . Applicants should use the Challenge, Context, Action and Results (CCAR) model below when responding to each ECQ: CHALLENGE: Describe a specific problem or goal. CONTEXT: Describe individuals and groups you worked with, and/or the environment in which you worked, to address a particular challenge (e.g., clients, members of Congress, shrinking budget, low morale). ACTION: Describe the specific actions you took to address a challenge. RESULT: Describe specific examples of measures/outcomes that had impact on the organization. These accomplishments demonstrate the quality and effectiveness of your leadership skills. You will be evaluated on the following Executive Core Qualifications: ECQ 1 - LEADING CHANGE: You must have demonstrated an 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. Leadership Competencies: Creativity & Innovation, External Awareness, Flexibility, Resilience, Strategic Thinking, Vision. ECQ 2 - LEADING PEOPLE: You must demonstrate 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 constructive resolution of conflicts. Leadership Competencies: Conflict Management, Leveraging Diversity, Developing Others, Team Building. ECQ 3 - RESULTS DRIVEN: This core qualification 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. Leadership Competencies: Accountability, Customer Service, Decisiveness, Entrepreneurship, Problem Solving, Technical Credibility. ECQ 4 - BUSINESS ACUMEN: This ECQ involves the ability to manage human, financial, and information resources strategically. Leadership Competencies: Financial Management, Human Capital Management, Technology Management. ECQ 5 - BUILDING COALITIONS: This ECQ involves the ability to build coalitions internally and with other Federal agencies, State and local government

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