This position supports accomplishing missions by recruiting and hiring high-performing talent and delivering a diverse portfolio of human capital programs and services for the U.S. Immigration and Customs Enforcement (ICE) workforce. The mission includes building strong strategic partnerships with leadership, identifying drivers of change, developing and managing metrics for accurate hiring numbers, and developing strategies to address the human capital needs.
1. BASIC QUALIFICATIONS As a basic requirement for entry into the Senior Executive Service (SES), applicants must provide evidence of progressively responsible executive leadership and supervisory experience that is indicative of senior executive level managerial capability and directly related to the skills and abilities outlined in the Executive Core Qualifications and Technical Qualifications listed below. Typically, experience of this nature will have been gained at or above the GS-15 grade level in the federal service or its equivalent. This experience should be sufficiently broad in scope and at a major management level in a large or complex organization. The ideal candidate will have experience supervising a large number of employees through subordinate supervisors and have experience hiring, developing, and evaluating employees. As such, your resume should demonstrate that you have the knowledge, skills, and abilities to successfully fulfill responsibilities inherent in most SES positions such as: Directing the work of an organizational unit; Ensuring the success of one or more specific major programs or projects; Monitoring progress toward strategic organizational goals, evaluating organizational performance and taking action to improve performance; and Supervising the work of employees, developing policy, and other executive functions. If your experience does not include these basic qualifications, you will not be determined qualified for this position. 2. EXECUTIVE CORE QUALIFICATIONS (ECQs) The ECQs were designed to assess executive experience and potential, not technical expertise. They measure whether an individual has the broad executive skills needed to succeed in a variety of SES positions. ECQ 1: Leading Change - This core qualification involves the 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. ECQ 2: Leading People - This core qualification involves 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. 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. ECQ 4: Business Acumen - This core qualification involves the ability to manage human, financial, and information resources strategically. ECQ 5: Building Coalitions - This core qualification 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. The Fundamental Competencies are the attributes that serve as the foundation for each of the ECQs; they are cross-cutting and should be addressed over the complete ECQ narrative. Interpersonal Skills, Oral Communication, Integrity/Honesty, Written Communication, Continual Learning, and Public Service Motivation Additional information on the ECQs is available at: https://www.opm.gov/policy-data-oversight/senior-executive-service/executive-core-qualifications. 3. TECHNICAL QUALIFICATIONS (TQs) Current or former SES members and CDP-certified applicants may omit the ECQs from their application package. However, all applicants must submit narrative responses for the TQs listed below. TQ 1 - Expertise of the concepts, principles, Federal policies, and regulations of recruitment and hiring, position management and classification, workforce planning, and executive resources, as demonstrated by a comprehensive understanding and/ or experience in multiple areas of human resources management in accordance with Federal laws, regulations, and legislation. TQ 2 - Demonstrated ability to effectively and innovatively lead organizational/ functional transformation in Human Capital, provide strategic enterprise wide human capital solutions and consultation, provide forward thinking alternatives, and establish metrics needed to enhance/ improve the administration and delivery of human resources and human capital products and services. Important: Refer to the Required Documents section of this vacancy announcement for page length and other formatting specifications. Documents that do not adhere to the specified requirements may be disqualified. We recommend uploading your documents in PDF format to preserve formatting and ensure conformance with specifications. Failure to submit any of the required documents as stated will result in loss of consideration due to an incomplete application package.
This position serves as the Chief of the Human Resources Operations Center (HROC), Office of Human Capital (OHC), Management and Administration (M&A), and is a key member of OHC's senior leadership team responsible for directing all phases of HROC's operations and programs. The successful candidate is responsible for: Managing and directing the day-to-day operations of the Human Resources Operations Center. Supervising a large, physically dispersed, multi-discipline workforce engaged in the fundamental facets of human capital operations. Providing insight and solid counsel to the Chief Human Capital Officer, both pro-actively and as required. Designing and developing the organizational structure for HROC to accomplish the work in the most efficient and cost-effective manner; consistent with Office of Personnel Management and Department of Homeland Security Office of the Chief Human Capital Officer regulations, policies, and procedures. Developing and maintaining metrics through subordinate supervisors for the purpose of monitoring work status to assess the overall effectiveness, efficiency, and productivity of the organization. Identifying program deficiencies and taking appropriate action(s) to resolve the problem while maintaining program operations in support of OHC's, mission, goals, and objectives. Developing and fostering employee engagement, creating and maintaining a culture of continuous learning to attract and retain employees with superior abilities. Reviewing and analyzing the expenditure of funds related to HROC's programs and projects on a regular basis and to ensure effective expenditures, authorizing cost-saving initiatives to increase efficiency while reducing operating costs and maintaining a high level of professional proficiency. Establishing, fostering, and maintains working relationships with senior executive leadership and counterparts, as well as with employees across ICE. Assessing, developing and issuing any required new or revised policies and standard operating procedures in support of HROC's programs and activities as they relate to programs managed. Enforcing all applicable laws, regulations, policies, and procedures.