Human Resources Chief Strategist

Office of the Assistant Secretary for Administration and Management • Washington, DC • 1d ago

Summary This position is located in the U.S. Department of Labor (DOL), Office of the Assistant Secretary for Administration and Management (OASAM), Office of Human Resources (OHR). OASAM provides leadership and support for business operations and procurement, budget, information technology, human resources (HR) management, civil rights, emergency management, security, and strategic planning and performance. The selectee serves as the Human Resources Chief Strategist within OHR. Responsibilities Advises the Director of Human Resources and senior Department leadership on complex human capital policy issues affecting Department-wide operations. Develops strategic policy recommendations addressing workforce planning, employee relations, labor relations, performance management, executive resources policy, and organizational effectiveness. Analyzes emerging workforce trends, Administration initiatives, and government-wide human capital priorities to identify impacts on Department operations. Analyzes workforce issues involving performance-based actions, misconduct, organizational restructuring, workforce reshaping, and reductions in force. Provides technical guidance regarding labor-management relationships and statutory obligations. Requirements Conditions of Employment Qualifications Applicants must meet all eligibility and qualification requirements upon the closing date of this announcement. Candidates must have at least one year of specialized experience related to this position. This experience must be at or above the GS-15 grade level or equivalent. To meet the minimum qualification requirements for this position, you must show that you possess the Mandatory Technical Qualifications (MTQ) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes must use a font size no smaller than 10-point, and margins no smaller than one inch. 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 Mandatory Technical Qualifications (MTQs). TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualifications. MTQ 1: Demonstrated mastery of Federal human capital management principles, laws, regulations, and policies to develop and implement enterprise-wide human resources strategies, policies, and workforce solutions that advance organizational objectives. This includes experience such as serving as a senior human resources advisor or technical authority responsible for interpreting and applying human resources laws and regulations, developing agency-wide human capital policies or strategic workforce initiatives, and advising senior executives on complex workforce management issues involving employee relations, labor relations, performance management, workforce planning, executive resources, or organizational effectiveness. MTQ 2: Demonstrated ability to provide authoritative strategic advice and influence executive decision-making by analyzing complex workforce issues, developing policy recommendations, and leading collaborative human capital initiatives across organizations. This includes experience such as leading high-impact human capital initiatives that required evaluating complex workforce challenges, preparing executive-level policy analyses or decision papers, building consensus among senior leaders and stakeholders, and recommending innovative, data-informed solutions that improved organizational performance, strengthened workforce management practices, or ensured compliance with Federal human resources requirements. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Education This position does not have a positive education requirement. Additional Information DOL seeks to attract and retain a high-performing and diverse workforce in which employees' differences are respected and valued to better meet the varying needs of the diverse customers we serve. DOL fosters a diverse and inclusive work environment that promotes collaboration, flexibility, and fairness so that all individuals are able to participate and contribute to their full potential. Refer to these links for more information: GENERAL INFORMATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.

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