Summary The Chief Human Capital Officer (CHCO) is a Senior Executive Service (SES) position within the Office of Human Capital, Management, and Administration Directorate of U.S. Immigration and Customs Enforcement (ICE). The CHCO serves as the primary ICE representative for human resources matters and is responsible for managing and directing all human capital operations within ICE. Responsibilities The Office of Human Capital (OHC) positions ICE for the successful completion of its mission by recruiting and hiring high-performing talent and by delivering human capital programs for the ICE workforce. The Chief Human Capital Officer (CHCO) serves as the primary ICE representative to the Department of Homeland Security (DHS) regarding human resources matters and is responsible for managing and directing all OHC operations. Programs overseen include Employee and Labor Relations, Employee Resilience, Executive Services, Human Capital Policy, Human Resources Information Technology, Medical Affairs, Payroll, Recruitment and Retention, Strategic Initiatives, Benefits and Retirement, Position Classification, and Processing. As the CHCO, you will be responsible for: Providing day-to-day direction through subordinate deputies, division directors, and staff directors, including other members of the SES. Supervising a large, geographically dispersed, multidisciplinary workforce engaged in all facets of human resources management. Determining which programs or major projects should be initiated, discontinued, or modified, and establishing the timing for such actions. Justifying the allocation of resources to each OHC program or project based on ICE priorities. Providing executive direction, advice, and counsel to the Director, Deputy Director, and Executive Associate Directors for Management and Administration, Homeland Security Investigations, and Enforcement and Removal Operations, as well as other ICE senior executives, regarding highly complex and sensitive human resources principles, concepts, regulations, practices, and management issues. Advising on policies and long-range plans for human resources programs. Determining and developing strategic program goals and objectives for the organization based on DHS and ICE strategic management goals and objectives, and ensuring successful implementation. Designing and developing organizational structures for OHC and ICE to accomplish work in the most efficient and cost-effective manner. Developing and maintaining metrics through subordinate managers to monitor work status and assess overall effectiveness, efficiency, and productivity. Identifying program deficiencies and taking appropriate action to resolve issues, maintaining program operations in support of OHC, ICE, and DHS missions, goals, and objectives. Developing and advocating a culture of continuous learning to attract and retain employees with superior abilities. Identifying best practices and applying methods for measuring intellectual capital and linking it to organizational performance and growth. Overseeing and reviewing the expenditure of funds, ensuring effective use of resources and authorizing cost-saving initiatives to increase efficiency while maintaining high professional standards. Representing ICE and collaborating with other federal agencies regarding human resources efforts and activities related to recruitment and retention of law enforcement and other personnel. Responding to requests for information or concerns and proactively briefing on sensitive programs or activities in support of congressionally mandated law enforcement programs and initiatives to protect national security. Requirements Conditions of Employment Qualifications Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. To meet the minimum qualifications requirements for this position, you must show that you possess the Executive Core Qualifications (ECQs) and Technical Qualifications (TQs) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes over the 2-page limit will not be reviewed beyond page 2 or may be disqualified. Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s). If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position. There is NO requirement to prepare a narrative statement specifically addressing the ECQs or TQs. TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the TQs. TQ 1: Demonstrated expertise and experience in leading a large-scale human resources program or operation, with responsibility for delivering a comprehensive portfolio of human capital programs and services. TQ 2: Demonstrated mastery-level knowledge and advanced skill in applying highly complex and sensitive federal human resources principles, concepts, regulations, practices, and management issues. This includes matters related to policies and long-range plans for recruitment and retention; labor and employee relations; performance management; employee engagement; workforce planning; position classification; payroll; benefits and retirement; policy development; executive services; and personnel systems and processing. EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the TQs listed above, all new entrants into the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the following five mandatory ECQs. If your 2-page resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position. 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. 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. 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. 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. 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. Note: If you are a member of the SES or have been certified through successful participation in a U.S. Office of Personnel Management (OPM)-approved SES Candidate Development Program (SESCDP), or have SES reinstatement eligibility, you do not need to respond to the ECQs. Instead, you should attach proof (e.g., SF-50 or certification by OPM's SES Qualifications Review Board (QRB)) of your eligibility for noncompetitive appointment to the SES. Education This job does not have an education qualification requirement. Additional Information Veterans' Preference: Veterans' preference is not applicable to the SES. Mobility: Organizational and geographical mobility is essential in developing and managing SES leaders. Individuals selected for SES positions may be subject to reassignment across geographical, organizational, and functional lines, and may be required to sign a Reassignment Rights and Obligation Agreement. Equal Employment Opportunity (EEO) Policy Statement: http://www.eeoc.gov/federal/index.cfm Employment Information Resources - Resource Center: https://help.usajobs.gov/how-to Males born after 12-31-1959 must be registered or exempt from Selective Service (see https://www.sss.gov/RegVer/wfRegistration.aspx). OPM must authorize any employment offers made to current or former (within the last 5 years) political Schedule A, Schedule C, or Noncareer SES employees in the executive branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Noncareer SES employee in the executive branch, you must disclose that to the Human Resources Office. There are three key documents that contain important information about your rights and obligations. Please read and retain these documents: Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, FD-258 Privacy Act Statement - FBI (this is the same statement used when your fingerprints are submitted as part of your background investigation), and SEAD-3-Reporting-U.pdf (dni.gov), applicable to those who hold a sensitive position or have eligibility for access to classified information.
