Campus Pride Jobs

Summary The incumbent of this position serves as the Director, Staffing Policy and Programs Office/Deputy Director, Staffing Service Center. Location of position: This is a REMOTE position within General Services Administration. Duty location will be determined following selection. At this time, we are only filling one vacancy, however additional vacancies may be filled from this announcement as needed. Responsibilities Provides authoritative advice and guidance to top level OHRM and management officials who regularly seek their expertise on complex issues involving HR Staffing and Recruitment policy, program management, analysis, review and related Human Capital activities for a variety of HR Special projects and related mission essential activities. Serves as the Deputy, Staffing Services Center and provides expert assistance and authoritative advice on the interpretation of governing policy in designated HR program areas. Provides agency-wide consultative, technical services, policy and program advice and guidance to the OHRM community on HR special projects and related initiatives. Performs a variety of other high level HR policy and program management functions as the Director, Staffing Policy and Programs Office. Ensures that agency Human Capital and related policies remain in conformance with ongoing governmental, Presidential and/or Congressional initiatives. Manages and oversees staffing policy and related work functions focused on improving hiring outcomes and strategies within agencies across the Federal government. Provides staffing support and facilitates staffing policy functions as a centralized HR line of business (LOB) which includes the development, promotion, testing, scaling processes and technology in support of assessment strategies and related hiring improvements. Oversees and manages the organization's national human capital recruitment and staffing policy programs, including providing program policy and technical guidance on the organization's enterprise-wide level. Exercises oversight and maintains the integrity, program responsibility for human resources policy initiatives related to merit promotion policies, workforce shaping practices and plans, and recruitment strategies that impact business lines throughout the organization. Serves as the agency's technical advisor on staffing and recruitment policy matters. Provides leadership, expert assistance, and authoritative advice on interpretation of governing policy in the staffing and recruitment program area. Partners and collaborates with the agency's Human Capital Accountability Division to strengthen internal policy and guidance based on audits and internal/external reviews and to improve the effectiveness of the agency's staffing program. Provides authoritative advice and oversees and manages complex studies and projects for major, important human resources management functions involving program development, evaluation and/or operations including especially difficult management advisory services. Oversees projects and studies to develop and integrate HR strategic plans and programs needed to enhance recruitment, retention, and development of an HR workforce that will fully meet the mission of OHRM. Collaborates with high-ranking program personnel internal and external to the OHRM to convey information regarding program activities, agency policies and goals; to clarify procedures; and to interpret directives and/or other governing regulations as needed. Oversees a variety of high-level analytical studies and review functions to ensure effectiveness and efficiencies through new, revised and innovative HR Information Technology and related initiatives that are of special interest to specific HR workforce activities. Recommends solutions through applications development, software acquisitions, human resources commitment or redirection, and/or other means. Oversees the management of the agency's Talent Acquisition System and Talent Acquisition Tracking System (OneHR). Provides agency-wide advisory, consultative, and technical services to the OHRM community on issues affecting the management of these systems. Manages and provides oversight of short- and long-range plans to meet agency goals, objectives and changing needs. Manages and monitors high level performance of the functional and technical requirements of the vendor contract. Requirements Conditions of Employment Meet all eligibility requirements within 30 days of the closing date. Meet time-in-grade requirements within 30 days of closing date If selected, you must meet the following conditions: Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. 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 this information to the HR Office. Failure to disclose this information could result in disciplinary action including removal from Federal Service. Undergo and pass a background investigation (Tier 2 investigation level). Complete a one year supervisory or managerial probationary period, unless this has been previously fulfilled. Qualifications For each job on your resume, provide: the exact dates you held each job (from month/year to month/year) number of hours per week you worked (if part time). If you have volunteered your service through a National Service program (e.g., Peace Corps, Americorps), we encourage you to apply and include this experience on your resume. For a brief video on creating a Federal resume, click here. The GS-15 salary range starts at $143,736 per year. To qualify, you must have at least one year of specialized experience equivalent to the GS-14 level or higher in the Federal service. Specialized experience is defined as managing, overseeing, and/or facilitating complex and sensitive staffing and recruitment policy and/or operations functions, and at least two of the following additional functional areas: (1) program analysis, or (2) evaluating and reviewing functions for a variety of enterprise-wide human capital or (3) serving as an advisor to senior leadership on HR services with broad agency/enterprise impact. Education Additional Information This position is ineligible for the bargaining unit Relocation-related expenses are not approved and will be your responsibility. Travel expenses associated with interviews may be approved. Determinations will be made on a case-by-case basis. Additional vacancies may be filled through this announcement in this or other GSA organizations within the same commuting area as needed; through other means; or not at all.