• Job Description

  Req#: 804872000
  Department of the Interior structures its SES positions into categories to determine the minimum pay for each position. This is a Category 5 position . The minimum pay for this position is $147,469 .00 . Pay is set based on consideration of the selectee's current salary and other factors.
  
  Routine and situational telework may be approved at the discretion of the supervisor.
  
  Veterans preference does not apply to the Senior Executive Service (SES).
  
  Duties
  
  
  This position serves as the Associate Director for the Human Resources Directorate (HRD) of the Interior Business Center (IBC), U.S. Department of the Interior (Department or DOI). This position is located within the Office of the Secretary for the Department and is responsible for providing mission support systems and services on a national level to the Office of the Secretary, the Department's bureaus and offices, and numerous external federal agencies. The HRD is responsible for the management and direction of the Human Resources Line of Business (HRLoB) at the IBC which provides payroll, personnel action processing, labor cost distribution, time and attendance, benefits processing, talent and performance management, drug and alcohol testing, data reporting and other related human resources services for both DOI and other Federal agency customers.
  
  Directs the management of the HRLoB, consisting of personnel and payroll management systems implementation and operations support, time and attendance and payroll processing, and various human resources support services including talent management and drug and alcohol testing.
  
  Provides change leadership to formulate and justify crucial initiatives to revitalize and modernize the HRLoB, operations and business services. Evolves HRD to modernize skills, resource levels, priorities, practices, policies, and procedures sufficient for the achievement of strategic IBC objectives and overall business benefit.
  
  Oversees the human resources management functions provided by and for IBC, DOI and other federal agencies. This includes supervising the delivery of quality and efficient personnel, payroll, drug and alcohol testing and related support services.
  
  Formulates, directs and implements financial, risk and strategic performance management for the HRLoB.
  
  Formulates and directs succession planning and competency modeling for the HRLoB.
  
  Responsible for mandatory reporting to OPM, OMB and the Department of Treasury.
  
  Responsible for establishing strategic direction and implementing action plans to meet government-wide initiatives from the OPM, OMB and the Department of Treasury, as well as Federal Shared Services initiatives, as they relate to the HRLoB.
  
  Formulates and directs financial management program objectives and coordinates planning, implementation and execution supporting Department-wide programs, standards, policies and guidelines.
  
  Promotes open and effective communication and collaboration with Departmental and IBC employees, clients, contractors and staff. Works closely with DOI advisory boards and stakeholders, DOI system owners, the IBC Chief Financial Officer, other Federal clients, and software integrators and vendors to ensure service requirements are being met and any deficiencies are corrected.
  
  Responsible for developing and maintaining a capital investment portfolio that supports the IBC's mission, organizational strategies, and business priorities, ensuring that each investment achieves its cost, benefit, schedule and risk expectations.
  
  Acquires and administers human, financial, material, and information resources in a manner which instills public trust and accomplishes the organization's mission utilizing sound ethical principles. Ensures the efficient and cost-effective development and utilization of management information systems and other technological resources to meet the organization's needs.
  
  If your resume does not include these basic qualifications, then you will not be considered further for this position and will not be determined as minimally qualified.
  
  
  Requirements
  
  
  
  
  Qualifications
  
  
  Executive Core Qualifications (ECQ's)- *Required Documentation*
  
  The Office of Personnel Management has identified five executive core qualifications (ECQs). The ECQs define the competencies needed to build a federal corporate culture that drives for results, serves customers, and builds successful teams and coalitions within and outside the organization. The ECQs are required for entry to the Senior Executive Service and are used by many departments and agencies in selection, performance management, and leadership development for management and executive positions. The ECQs were designed to assess executive experience and potential-not technical expertise.
  
  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 governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.
  • Leadership Competencies: Partnering, Political Savvy, Influencing/Negotiating
  
  FUNDAMENTAL COMPETENCIES: The following competencies are the foundation for success in each of the Executive Core Qualifications: Interpersonal Skills, Oral Communication, Integrity/Honesty, Written Communication, Continual Learning, Public Service Motivation
  
  Mandatory Technical Qualifications (MTQs)- *Required Documentation*
  
  MTQs are designed to assess an applicants experience relevant to the specific position requirements. Each MTQ narrative responses must 1.) not exceed two pages per narrative statement; 2.) include specific examples of your experience, education, and/or accomplishments; and 3.) address specific challenges, contexts, actions, and results.
  
  1. Experience in and demonstrated knowledge of managing federal payroll and related human resources systems, services and programs, including position, personnel, and talent management.
  
  2. Experience in and demonstrated knowledge of designing and implementing integrated human resources systems, including personnel, payroll, benefits and talent management functions.
  
  3. Experience in and demonstrated knowledge of project management principles to successfully on board new customers onto integrated human resources management systems.
  
  4. Experience administering and participating on executive level Governance Boards.
  
  5. Experience and demonstrated knowledge of working in a full cost recovery fee model.
  
  Challenge-Context-Action-Result(s) (CCAR) Model.
  
  CCAR Model is outline below. When addressing the ECQs and MTQs, you are strongly recommended to utilize the CCAR Model. Each ECQ or MTQ statement should include more than one examples of relevant experience.
  • Challenge: Describe a specific problem or goal.
  • Context: Talk about the individuals and groups you worked with, and/or the environment in which you worked, to tackle a particular challenge (e.g., clients, co-workers, members of Congress, shrinking budget, low morale).
  • Action: Discuss the specific actions you took to address a challenge.
  • Result: Give specific examples of the results of your actions. These accomplishments demonstrate the quality and effectiveness of your leadership skills.
  Your responses to the ECQs and MTQs will be evaluated based on how clearly and concisely you emphasize your level of responsibilities, the scope and complexity of the programs, activities, or services managed; program accomplishments; policy initiatives undertaken; level of contacts; the sensitivity and criticality of the issues addressed; and the results of actions taken.
  
  You are required to submit separate narrative statements for each ECQ and MTQ to receive consideration for this position. Please see the REQUIRED DOCUMENTS section for complete details regarding the page limitation and formatting requirement.

• About the company

  The United States Department of the Interior is a federal executive department of the U.S. government. It is responsible for the management and conservation of most federal lands and natural resources, and the administration of programs relating to Native Americans, Alaska Natives, Native Hawaiians, territorial affairs, and insular areas of the United States, as well as programs related to historic preservation. About 75% of federal public land is managed by the department, with most of the remainder managed by the United States Department of Agriculture's United States Forest Service. The department was created on March 3, 1849.

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