Open & closing dates
Opening and closing dates
01/21/2020 to 02/18/2020
Pay scale & grade
$143,051 to $220,000 per year
Permanent - This is not a Federal position, but has similar requirements and benefits.
Full-Time - Permanent
1 vacancy in the following location:
This job is open to
U.S. citizens, nationals or those who owe allegiance to the U.S.
Clarification from the agency
This position is open to all applicants with the right to work in the United States
Note: This is a Trust position. The Director, Office of Human Resources position is being advertised through two announcements: 1) this Trust announcement, EX-20-01, SY-0201-00; and 2) a companion Federal Merit Announcement, EX-20-02, SL-0201-00. Only one vacancy exists and selection will be made from the eligible candidate from one of the two announcements.
The position is responsible for development, administration, and execution of the Smithsonian Institution Human Resources Management Program for all Federal Civil Service and Smithsonian Trust employees (including ancillary activities and business). The components of the Program include compensation, benefits, recruitment, policy, organizational development and design, workforce and succession planning, legal compliance, training and development, and orientation.
Learn more about this agency
As a member of the senior management team, performs a major role influencing or making decisions regarding the human resources component of the Smithsonian's mission, goals and strategic objectives. Responsible for all human resources management functions including employment, employee relations, compensation and benefits, and training and development.
Directs a full-range of human resources management and services programs. This includes workforce planning, position management and classification, compensation and benefits, recruitment and staffing, labor relations, performance management, and employee assistance programs.
Represents management with various employee groups (including Federal and private sector unions covering approximately 30 percent of the entire Smithsonian workforce), government agencies, museum and educational professional organizations, and other organizations. As required, provides liaison between the Smithsonian, the Office of Personnel Management, and other government agencies.
Cultivates and builds relationships with other internal service groups to facilitate and coordinate service delivery. As a member of the senior management team, assesses the organization's human capital needs and identifies performance expectations aligned with the Smithsonian's long-term strategic objectives and short-term business plans.
Establishes and maintains communications with directors of museums, research institutes, education offices and other administrative units, understanding their needs, and promoting human resources capabilities throughout the organization.
Works in close coordination with the Office of Equal Employment and Minority Affairs to provide leadership and promote effective solutions to issues regarding equal and fair employment opportunity, and monitors and ensures compliance and effectiveness of all diversity initiatives. Cultivates and builds relationships with external groups in order to facilitate an open and diverse exchange of opinion while strengthening internal and external communications.
Coordinates, chairs, and provides leadership for the Smithsonian's Human Resources Coordination Committee, and serves as chair for the steering committee overseeing the implementation of technology to the Smithsonian's human resources systems.
Serves as the key staff liaison and provides support for the Compensation and Human Resources Committee of the Board of Regents.
Develops proactive human resources programs; advises on Institutional human resources needs, allocation and use; and assesses organizational efficiency, effectiveness and responsiveness.
Develops, implements, and administers new, innovative and responsive human resources systems.
Prioritizes all human capital management initiatives in line with the Institution's strategic objectives and available resources, and communicates prioritization rationale to all interested parties including the Secretary, Under Secretary for Finance and Administration, management and supervisory officials, peers, subordinates and employees.
Develops, implements and administers methodologies for forecasting and monitoring the return on the human capital investment.
Advises and counsels unit heads about maximizing the return on human capital through more productive use of human resources through policies and programs to improve staff recruitment, retention, motivation, job satisfaction and productivity.
Conditions Of Employment
- Pass Pre-Employment Background Investigation
- May need to complete a Probationary Period
- Maintain a Bank Account for Direct Deposit/Electronic Transfer
Applicants must clearly demonstrate the necessary level of managerial and leadership skills and competence to perform successfully in this position. This includes a degree in an applicable subject matter field, or a combination of education and appropriate experience that provides knowledge comparable to that normally acquired through successful completion of a four-year course of study in an applicable subject matter field. An advanced degree (e.g., JD, MBA, MPP) is preferred. SHRM certification is a plus.
In addition, applicants must have one year of specialized experience at or equivalent to the GS-15 level. Specialized experience is defined as leading and managing a human resources department or a significant set of human capital functions, including creating and communicating all human resources programs, policies, and procedures across a large, complex organization with a myriad of stakeholders.
The applications that meet the basic qualifications will be evaluated further against the following criteria:
1. Demonstrated ability and experience developing, launching, and enhancing HR program initiatives, including recruiting, onboarding, performance management, training, high potential programs, and succession planning.
2. Demonstrated knowledge and practical application of employment and benefit laws through knowledge of, or exposure to, Federal Government employment.
3. Demonstrated experience and skill in building cooperative relationships between colleagues, and with internal and external stakeholders, as well as negotiating solutions that address varied, complex and occasionally opposing interests. This includes explaining positions/solutions, both orally and in writing, and gaining acceptance by museum and/or research facility colleagues and customers/managers at all levels.
4. Demonstrated skill and ability in leading, supervising and managing a multi-disciplined and culturally diverse workforce. This should include attracting, retaining and motivating employees and implementing EEO/Affirmative Action programs.
This position reports to the Under Secretary for Finance and Administration. Within broad policy guidelines and the framework of applicable laws, rules and regulations, exercises independent judgment, initiative and action to accomplish program responsibilities. Keeps the Under Secretary informed of the status of major projects and critical or sensitive problems through periodic discussions and written reports. Work performance is appraised in terms of attainment of overall human resource management program objectives.
This position has been reviewed to determine the level of POSITION SENSITIVITY. Based on the nature of the work, the position has been determined to be Public Trust/HIGH RISK. This designation will require 1) a pre-employment Security Agency Check (SAC) for the prospective incumbent; and 2) a subsequent comprehensive background investigation and favorable adjudication in order to continue in the position.
The Smithsonian Institution does not discriminate against any employee or any applicant for employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, marital status, disability, age, membership in an employee organization or other non-merit factors.
The Smithsonian provides reasonable accommodation to applicants with disabilities. If you need an accommodation for any part of the application and hiring process, please notify the contact person listed in this announcement. The decision on granting a reasonable accommodation will be made on a case-by-case basis.
Relocation expenses will not be paid.
How You Will Be Evaluated
The qualifications listed in this document will be used along with your resume and your responses to the questions posed in the electronic application process to determine the candidates who will move forward in the evaluation process. When preparing your responses to the questions, please provide concise, detailed information on your background and experience.
Important Note: Your resume and supporting documentation will be compared to your responses to the occupational questionnaire or other assessment tool for consistency. If a determination is made that you have rated yourself higher than supported by your resume, you will be assigned a rating commensurate to your described experience. Your resume should provide sufficient information regarding how your education and experience relate to the major duties and qualifications criteria listed for this position.
PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid work on the same basis as for paid experience. Part-time experience will be credited on the basis of time actually spent in appropriate activities. To receive credit for such experience you must indicate clearly the nature of the duties and responsibilities in each position held and the average number of hours per week spent in such employment.
To preview questions please click here
Background checks and security clearance
If you are relying on your education to meet qualification requirements:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from
schools accredited by accrediting institutions recognized by the U.S. Department of Education.
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
A career with the U.S. Government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding.
Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time, or intermittent. Contact the hiring agency for more information on the specific benefits offered.
How to Apply
How to Apply
Click on the "Apply Online" button on the upper right side of the page. Please Note:
- You must apply for this position online through the 'Apply Online' button and submit required supplemental documents (if they are relevant to you).
- You may submit required documents by uploading them online during the application process;
- You may manually fax required documents. Faxes are received by an automated system, not a physical fax machine. Documents that are faxed as part of the application process must be sent with the system-generated cover sheet by the closing date. Documents faxed without the system-generated coversheet are not retrievable and cannot be considered as part of the application package.
- The complete application package, including any required documents, is due in the Smithsonian Office of Human Resources on the closing date of the announcement by 11:59 PM Eastern Time.
- If you are unable to apply online, paper applications may be accepted with prior approval of the contact person listed below.
After you apply and the position has closed, you will receive an acknowledgement email that your submission was successful. We usually have a large response to senior level positions and it may take some time to effectively review application packages. We will contact you by email as decisions are made.
Fair & Transparent
The Federal hiring process is setup to be fair and transparent. Please read the following guidance.
Equal Employment Opportunity Policy
The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy And gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.
Reasonable Accommodation Policy
Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application process should follow the instructions in the job opportunity announcement. For any part of the remaining hiring process, applicants should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.
A reasonable accommodation is any change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability. Under the Rehabilitation Act of 1973 the Equal Employment Opportunity Commission (EEOC) must provide reasonable accommodations:
- An applicant with a disability needs an accommodation to have an equal opportunity to apply for a job.
- An employee with a disability needs an accommodation to perform the essential job duties or to gain access to the workplace.
- An employee with a disability needs an accommodation to receive equal access to benefits, such as details, training, and office-sponsored events.
Legal and regulatory guidance