Clarification from the agency

Current Federal employees with competitive status or other eligibility; Former Federal employees with reinstatement eligibility; CTAP/ICTAP eligibles; Veterans with VOW, VEOA, or 30% disability; Military Spouses; Individuals with Disabilities Schedule A; Peace Corps, Vista (AmeriCorps) eligibles; OPM interchange agreement or other special appointing authority.

Powering the People Who Power the Northwest

Bonneville Power Administration (BPA) is at the heart of the Pacific Northwest, managing 15,000+ miles of transmission lines and providing one-third of the region's power. This monumental task is accomplished by a dedicated team of over 3,000 world-class scientists, engineers, field experts, and professionals. As our Deputy Director of the BPA Human Resources Service Center, you won't just be leading HR--you'll be the executive architect of the workforce that keeps the lights on for millions.

In this pivotal role, you will serve as the full deputy to the BPA's chief HR executive, sharing responsibility for shaping the future of a dynamic and mission-critical organization. You will have a direct and substantial impact on our people, our culture, and our ability to lead the nation's evolving energy landscape.

Your Impact as a Leader:

As the Deputy Director, BPA Human Resources Service Center, you will be empowered to:

• Drive the Vision: Co-create and execute the long-term human capital vision for the agency, ensuring our people strategy directly supports and accelerates BPA's critical operational goals.
• Lead Strategic Policy: Serve as a key member of the executive team, shaping the strategic direction of the agency by developing and implementing forward-thinking HR policies that attract and retain elite talent.
• Act as a Trusted Executive Advisor: Serve as a confidential advisor to the Administrator, Chief Administrative Officer, and other key executives on the most complex and sensitive human capital matters, regulatory policies, and labor relations strategies.
• Champion Change Across the Agency: Champion and integrate innovative HR initiatives across all of BPA's diverse business units, embedding them into our core operational processes to enhance performance and efficiency.
• Architect our Future Workforce: Lead long-range workforce planning and organizational design, shaping the structure of our teams to meet the future challenges and opportunities in the competitive energy sector.
• Command Key Resources: Direct the strategic allocation of critical resources, including multi-million-dollar budgets and expert staff, to maximize the effectiveness and efficiency of our human capital programs.
• Make High-Impact Decisions: Make pivotal recommendations and decisions that have a direct and substantial impact on all facets of our human resources programs and the organization's success.
• Leverage Data for Success: Drive a data-informed culture by directing the analysis of HR program performance, using key insights to continually refine and improve our strategies and demonstrate value to the organization.

Conditions of employment

In accordance with Executive Order 14170, applicants are encouraged to respond to four short, free-response, essay questions in the questionnaire. Answer to these questions is not scored or rated. Your answers will be reviewed by the hiring manager and agency leadership if you are referred for selection consideration.

When you apply you will be asked a series of questions to determine your eligibility for employment and your qualification for this position specifically. You must answer all of these questions completely and truthfully.

Key Requirements:

• You must be a United States Citizen.
• This employer participates in the e-Verify program.
• Males must abide by Selective Service registration requirements.
• You will be required to report in person to the official duty location.

• First time supervisors will be required to serve a 1-year probationary period.
• This position has been designated as requiring a PUBLIC TRUST background. A preliminary background check must be completed before a new employee can begin work. Current Federal employees or other individuals with an existing completed background investigation may not be required to undergo another background check.

Qualifications

SPECIALIZED EXPERIENCE REQUIREMENTS:

A qualified candidate's online application and resume must demonstrate at least one year of specialized experience equivalent to the next lower grade level (GS-14) in the Federal service.

Specialized experience for this position is defined as experience that includes ALL of the following: 1) leading a team of human resources specialists in the administration of a specific functional HR program, such as staffing, classification, benefits, labor relations, workforce development, HRIT, etc.; 2) developing and implementing new policies or process improvements for a human resources program in response to changes in regulations or organizational needs; AND 3) providing advice or counsel to senior leadership on sensitive or controversial human resources matters.

"Experience" refers to paid and unpaid experience. Examples of qualifying unpaid experience may include: volunteer work done through National Service programs (such as Peace Corps and AmeriCorps); as well as work for other community-based philanthropic and social organizations. 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.

Time-in-Grade: Current Federal employees must meet time-in-grade requirements by the closing date of this announcement to receive consideration.

CTAP/ICTAP candidates: To be considered "well qualified" you must (1) meet all of the requirements as described in this section, and (2) be rated "well qualified", which is defined as having a score of 85 or better.


You must meet all qualifications and eligibility requirements by the closing date of this announcement.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

You will be evaluated for this job based on how well you meet the eligibility and qualification requirements above. Once the announcement closes, we will conduct a review of your application package to verify your eligibility and qualifications. If you are found qualified, your application will move forward to additional phases of the review process.

Minimum Qualifications: Once the application process is complete, the Human Resources Offices or Subject Matter Expert (SME) will review your two-page resume and supporting documentation to determine whether you meet the minimum job qualifications.

Merit Promotion & VEOA Procedures: If you are minimally qualified for this job, you will be assessed and evaluated to determine if you are a best qualified candidate. Federal employees must meet time-in-grade requirements and current employees must have at least a fully successful or equivalent performance rating to receive consideration.

Your qualifications will be evaluated on the following competencies (knowledge, skills, abilities, and other characteristics):

• Administration and Management
• Human Capital Management
• Influencing/Negotiating
• Leadership
• Personnel and Human Resources
• Strategic Thinking

To apply for this position, you MUST provide a complete application package which includes:

• Your two (2) page RESUMEshowing all relevant work experience (paid and unpaid) including: duties performed; full name and address of each employer; start and end dates (month/day/year); work schedule (part-time, full-time, number of hours if intermittent); salary; and any completed education and training (program title, subject area, number of hours completed, and completion date).
• Cover Letter, optional, expressing additional information not covered in your resume.
• Transcripts, if specific educational requirements are indicated in this job announcement. Unofficial transcripts or any report listing institution, course title, credits earned (semester or quarter hour) and final grade is acceptable. It is your responsibility to provide adequate proof that you meet the educational requirements.

• SF-50, "Notification of Personnel Action" (current/former federal employees): Most recent Promotion, Within Rate Increase (WRI/WGI), or Appointment/Conversion SF-50 or Notification of Personnel Action showing you are/were in the competitive service and the highest grade or promotion potential held.
• Veterans: DD-214 Member Copy 4 showing type of discharge/character of service; current active duty members- certification of expected discharge or release from active duty under honorable conditions dated within 120 days; SF-15 Form and related documentation; VA letter. For more information visit the USAJOBS Help Center & OPM CHCOC website for VOW information.
• Individuals with Disabilities: Schedule A letter from a physician, local, state or federal rehabilitation office citing your eligibility under 5 CFR 213.3102 (u). For more information visit the USAJOBS Help Center.
• Certain Military Spouses: Permanent Change of Station (PCS) orders authorizing you to accompany the Military member to the new duty permanent station; OR verification of the member's 100% disability (VA Letter); and/or verification of the member's death while on active duty (DD-1300 and Death Certificate) AND verification of the marriage to the service member (i.e., a marriage license or other legal documentation verifying marriage). For more information visit the USAJOBS Help Center.
• Other non-competitive or special appointing authorities: provide documentation which supports your eligibility.
• Career Transition Assistance Program/Interagency Career Transition Assistance Program documentation, if applicable(e.g., Certification of Expected Separation, Reduction-In-Force Separation Notice, or Notice of Proposed Removal; SF-50 that documents the RIF separation action; and most recent performance appraisal.) For more information see the OPM Guide to Career Transition.

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