Clarification from the agency

This position is open to current and former Federal employees with permanent status or reinstatement eligibility. Individuals who are eligible for a special appointing authority may also apply such as applicants with a disability; former Peace Corps volunteers; certain military spouses; veterans seeking a VRE/VEOA appointment, or veterans who have been separated from armed forces under honorable conditions after 3 years or more of continuous active service.

1. As a member of the senior management team, performs a major role in influencing or making decisions regarding the human resources component of the Smithsonian's mission goals and strategic objectives. Responsible for all human resource management functions including employment; employee relations, compensation and benefits, and training and development.
2. Directs a full range of human resource management and service programs. This includes workforce planning, position management and classification, compensation and benefits, recruitment and staffing, labor relations, performance management, personal security, and employee assistance programs. 
3. Establishes and maintains communications with museum directors, research institutes, education offices and other finance and administration units to understand their needs and promote human resource capabilities throughout the Institution.
4. Works in close coordination with the Office of the General Counsel and the Office of Equal Opportunity (OEO) to provide leadership and promote effective solutions to issues regarding equal and fair employment opportunities, and monitors and ensures the compliance and effectiveness of all employment activities.
5. Cultivates and builds relationships with other internal service groups including the offices of Protection Services, Contracting, Sponsored Projects, Finance and Accounting, Global Affairs, Smithsonian Astrophysical Observatory, Smithsonian Tropical Research Institute and Smithsonian Enterprises to facilitate comprehensive and coordinated service delivery.
6. 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 appropriate organizations. As required, provides liaison between the Smithsonian, the Office of Personnel Management, and other government agencies.
7. Serves as the key staff providing leadership and support for the Compensation and Human Resources Committee of the Board of Regents.
8. Develops proactive human resources programs; advises on Institutional human resources needs, allocation and use; and assesses organizational efficiency, effectiveness, and responsiveness.
9. Develops, implements, and administers new, innovative, and responsive human resources systems.
10. Prioritizes all human capital management initiatives related to employees in line with the Institution's strategic objectives and available resources and communicates prioritization rationale to all interested parties including the Secretary, Deputy Secretary, Under Secretary for Finance and Administration/CFO, management and supervisory officials, peers, subordinates, and employees.
11. Develops, implements, and administers methodologies for forecasting and monitoring the return on the human capital investment related to employees.
12. Advises and counsels unit heads about maximizing the return on human capital related to employees through more productive use of human resources through policies and programs to improve staffing.
13. Coordinates with other organizations that have human capital oversight and responsibilities, including the Office of Academic Appointments and Internships (for fellows and interns), the Office of Contracting and Personal Property Management (for contractors), and the Office of Visitor Services (for volunteers) on SI-wide human capital initiatives.

Conditions of employment

• Pass Pre-Employment Background Investigation
• May need to complete a Probationary Period
• Maintain a Bank Account for Direct Deposit/Electronic Transfer
• Males born after 12/31/59 must be registered with Selective Service

Meets the basic qualifications and specialized experience as listed below.

Qualifications

BASIC QUALIFICATIONS
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. 

SPECIALIZED EXPERIENCE 

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 experience developing and executing an HR strategy that directly advanced organizational goals in a large, complex organization. This includes providing strategic direction and ensuring alignment, integration, and measurable impact.
2. Demonstrated ability and experience developing, launching, and enhancing HR program initiatives, including recruiting, onboarding, performance management, training, high potential programs, and succession planning.
3. Demonstrated knowledge and practical application of employment and benefit laws through knowledge of, or exposure to, Federal Government employment.
4. 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. 
5. Demonstrated skill and ability in leading, supervising and managing a multi-disciplined and talented workforce, including fostering teamwork and high morale; attracting, retaining, motivating, and providing guidance to a talented and skilled workforce.

How you will be evaluated

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

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 crafting 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.

• Resume 
• Proof of prior federal service such as the latest SF-50, Notification of Personnel Action.
• Unofficial school transcripts, if the position has an education requirement or if you are using education to qualify. If selected for the position, you must provide an official transcript before appointment.
• Proof of U.S. accreditation for foreign study, if applicable.
• Proof of Veterans' Preference - DD214 (Member 4 Copy) if you are requesting a special appointment authority, such as VRA or VEOA
• Proof of severe disability if you are requesting special placement consideration.
• Proof of eligibility for a military spouse appointment, such as a permanent change station military order.
• Proof of eligibility for any other special appointing authority not specifically mentioned here
• Current and former Competitive Service candidates:  submit a copy of your most recent SF-50, and an additional SF-50 indicating tenure of at least one year at the GS-15 level.
• SES candidates with Reinstatement eligibility based on prior Competitive Service employment: submit a copy of your most recent SF-50, and an additional SF-50 indicating Competitive Service tenure and Reinstatement eligibility.

Next steps