Summary This position is located in the Office of Human Capital, Department of the Chief Operating Officer, in Washington, DC. The Chief Human Capital Officer (CHCO) is responsible for leading the organization's human capital strategy, ensuring alignment with mission objectives and workforce needs. The incumbent serves as a strategic advisor to senior leadership, driving initiatives that foster a high-performing and adaptable workforce. Responsibilities The Chief Human Capital Officer (CHCO) is a key member of the AmeriCorps leadership team, reports directly to the Chief Operating Officer and provides enterprise-wide leadership for the agency's human capital program. Major duties include the following: Strategic Human Capital Leadership: Establishes, oversees, and continuously improves agency-wide human capital strategy, policies, and governance frameworks to ensure alignment with mission priorities, statutory requirements, and merit system principles. Enterprise HR Program Oversight: Provides executive leadership for all Office of Human Capital functions, including staffing and classification, benefits, payroll and HR systems, performance management, employee and labor relations, personnel security, training and development, and workforce planning. Executive Advisory Role: Serves as the principal advisor to the Chief Executive Officer and senior leadership on workforce strategy, organizational design, position management, labor-management relations, employee performance, and accountability. Strategic Planning and Transformation: Leads development and execution of the agency's Strategic Human Capital Plan and advises on workforce transformation initiatives, including organizational restructuring, workforce reshaping, performance system modernization, and change management. Resource and Financial Coordination: Serves as the principal advisor on human capital resource planning, coordinating closely with the agency's budget and financial management functions to align workforce strategies with available resources, funding levels, and operational priorities. Ensures human capital investments support mission execution, organizational performance, and fiscal stewardship. Requirements Conditions of Employment Qualifications Experience is evaluated and credited using the employee's re´sume´. To ensure that all of your prior work experience (e.g., internships, volunteer work, details, part-time, self-employment, secondary jobs, etc.) is considered and accounted for, please ensure that your re´sume´ clearly demonstrates that you have experience that meets the requirements of this position. As a basic requirement, your resume must clearly demonstrate progressively responsible leadership experience that validates executive level managerial capabilities in a job or combination of functions directly related to this position. Typically, experience of this nature will have been gained at, or above, the GS-15 level in the Federal service or the NX-01 pay band at AmeriCorps. Qualifying experience must demonstrate at least one year of specialized experience equivalent to, or above, this level. In addition, you should have a broad range of which indicates progressive responsibility in providing leadership, direction and coordination of human capital management programs and activities that are directly related to the skills and abilities outlined under the Mandatory Technical Qualifications (TQ) and Executive Core Qualifications (ECQ) identified below. EXECUTIVE CORE QUALIFICATIONS (ECQs) ECQ 1: Commitment to the Rule of Law and the Principles of the American Founding: This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people. Knowledge of the American System of Government: Demonstrates understanding and appreciation of the American system of government, including the Constitution, the Bill of Rights, separation of powers, federalism, and the historical development of the American Nation. Commitment to the Rule of Law: Upholds the principles of the American Founding, including equality under the law and democratic self-government. Ensures the law is applied fairly and consistently. Civic-Mindedness: Stays up-to-date on important developments in American government and aligns organizational objectives and practices with presidential and public interests. Demonstrates a commitment to serve the American people. ECQ 2: Driving Efficiency: This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades. Fiscal Responsibility: Strategically manages, allocates and monitors financial resources. Aligns priorities and initiatives to justify budget proposals. Monitors expenditures, cuts unnecessary costs, and uses cost-benefit analysis to set priorities. Managing Resources: Manages resources efficiently and effectively based on current and projected organizational goals, skills, budget considerations, and staffing needs. Leveraging Technology: Explores emerging technology and potential applications. Incorporates technology to enhance efficiency and achieve results. Ensures access to and security of technology systems. ECQ 3: Merit and Competence: This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality. Technical Skill: Possesses the requisite technical knowledge and subject matter expertise to consistently produce timely, high-quality work. Is considered a strong contributor in his or her domain. Problem Solving: Engages in critical and data-driven thinking when diagnosing root causes and evaluating options. Identifies and promptly addresses the most pressing, high-priority problems. Agility and Resilience: Anticipates and adapts to change, new ideas, new information, and new conditions. Is committed to continuous improvement. Deals effectively with pressure and remains optimistic and persistent, even under adversity. ECQ 4: Leading People: This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture. This includes, when necessary, the ability to lead people through change and to hold individuals accountable. Accountability: Ensures that employees are appropriately recruited, selected, appraised, trained, and retained. Takes swift action to address performance- or conduct-based deficiencies in employees supervised. Holds self and others accountable for measurable high-quality, timely, and cost-effective results. Developing Others: Recognizes and rewards outstanding achievement in others. Develops the ability of others to perform and contribute to the organization by providing opportunities to learn through formal and informal methods. Cultivates a dynamic environment in which employees are not afraid to make mistakes. Executive Judgement: Makes well-reasoned, timely, and effective decisions and considers short- and long-term implications. Communicates effectively with stakeholders across all organizational levels, sharing and guarding information where appropriate. ECQ 5: Achieving Results: This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors. Operational Mindset: Effectively translates strategies into actionable steps and processes. Partners effectively with stakeholders to drive adoption and addresses blockers to ensure successful implementation. Innovation: Applies creativity to improving products and processes, challenges convention, takes measured risks, and considers ways to simplify and remove unnecessary requirements. Strategic Thinking: Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization by evaluating conditions, resources, capabilities, constraints, and organizational goals and values. MANDATORY TECHNICAL QUALIFICATIONS (TQ) TQ1: Executive-Level Human Capital Leadership Demonstrated executive-level experience designing, implementing, and overseeing comprehensive federal human capital programs across the full employee lifecycle. This includes leadership responsibility for areas such as workforce planning, staffing and classification, labor and employee relations, performance management, employee engagement, training and development, and ensuring compliance with applicable laws, regulations, and government-wide guidance. TQ2: Executive Leadership and Change Management Demonstrated experience leading complex organizations or enterprise-wide initiatives, including driving organizational change, managing transformation efforts, influencing and advising senior leaders and stakeholders, and delivering results in dynamic or high-impact environments. This includes the ability to align human capital strategies with organizational priorities and effectively lead through change. IMPORTANT INFORMATION: The ECQs and TQs listed above must be addressed separately as a narrative statement and be attached as part of your application package. Do not exceed more than 10 pages total for the ECQs and 4 pages total for the TQ. All applicants must address the Mandatory Technical Qualifications. Current or former SES Career members or applicants who have completed a SES Candidate Development Program approved by OPM are not required to address the Executive Core Qualifications. If you are a current or former SES, you only need to submit an SF50 in lieu of separate ECQs OR documentation of successful completion of the SES Candidate Development Program, if applicable. Information on OPM's Executive Core Qualifications is available at: Executive Core Qualifications Education This job does not have an education qualification requirement; education may not be substituted for Specialized Experience at this grade level. FOREIGN EDUCATION: If you are using education completed in foreign colleges or universities to meet the qualification requirements, you must show the education credentials have been evaluated by a private organization that specializes in interpretation of foreign education programs and such education has been deemed equivalent to that gained in an accredited U.S. education program; or full credit has been given for the courses at a U.S. accredited college or university. For further information, visit: http://www.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html. Additional Information All AmeriCorps positions are in the Excepted Service and our compensation system is based outside of the General Schedule system. The Chief Human Capital Officer position is classified within our executive pay-band and is equivalent to an SES level position. As a result, we look to the executive core qualifications, similar to what is used in the Office of Personnel Management's (OPM) Executive Core Qualifications, to help us make this selection. However, this is not an SES-position. Additional Selections: Additional selections may be made from this announcement or for similar positions across AmeriCorps. By applying, you agree to have your application shared with interested selecting official(s) at AmeriCorps. Military Selective Service Act: If you are a male applicant who was born after 12/31/59 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency. Veteran's Preference: If you are claiming 5-point or 10-point veteran's preference, you must submit documentation described below in "Required Documents." Special Employment Consideration: Persons with disabilities, disabled veterans who have a compensable service-connected disability of 30% or more, certain other veterans, spouses of certain members of the Armed Forces, VISTA volunteers, some Peace Corps employees and returning Peace Corps volunteers are examples of individuals who are potentially eligible for noncompetitive appointment. If you are eligible and would like to be considered for one of these noncompetitive appointments, applicable documentation that supports your eligibility must be submitted with your application package. Ethics Requirement: Our Agency is committed to the highest ethical standards and, as an employee you will be covered by the criminal conflict of interest statutes (18 U.S.C. 201-209) and the Standards of Ethical Conduct for Employees of the Executive Branch (5 C.F.R. part 2635). Additionally, you may be required to complete a Confidential Financial Disclosure Report (OGE Form 450) or Public Financial Disclosure Report (OGE Form 278e) within 30 days of your appointment date and on an annual basis thereafter.
