Associate Director, Hiring and Personnel Operations, EM-0201-00

Oversees the effectiveness, integration, and continuous improvement of Hiring and Personnel Operations programs, ensuring alignment with corporate objectives, consistent service delivery, and efficient use of resources. Reviews program performance to eliminate duplication, strengthen operational coherence, and improve the delivery of recruitment, staffing, executive resources, strategic workforce planning, position management and classification, compensation, payroll, and processing services. Maintains active coordination with senior counterparts across Divisions/Offices (DO/s) to support consistent implementation of HR policies and practices.

Represents OHR and Hiring and Personnel Operations in engagements with other regulatory agencies and industry organizations to communicate corporate HR direction, exchange program insights, and strengthen interagency relationships. Leads the development of short‐ and long‐term strategic plans for Hiring and Personnel Operations, ensuring alignment with office priorities, corporate workforce strategies, and overarching FDIC goals. Identifies operational and strategic gaps and sets the program direction that supports broader organizational outcomes and evolving needs.

Supports the CHCO in setting strategic priorities and ensuring the coordinated planning, development, implementation, and oversight of corporate HR programs and policies. Directs and tracks program operations to ensure timely delivery of services, consistent interpretation of HR policies, and high‐quality operational support to D/Os. Serves as a principal advisor to the CHCO on Hiring and Personnel Operations programs and issues.

Provides guidance on operational priorities, emerging workforce needs, and the alignment of hiring practices with corporate strategies. Advises executive leadership across the organization on HR program impacts, operational considerations, and workforce planning factors. Supports the CHCO in the planning, development, implementation, and overall direction of comprehensive Corporate HR programs and policies.

Assists the CHCO in overseeing and managing day-to-day operations and in maintaining the timely flow of work products, information, and services. Prepares and/or directs the preparation of executive‐level memoranda, reports, briefings, analyses, and presentations on Hiring Operations programs and operational issues. Leads sensitive or complex assignments on behalf of the CHCO.

Serves as Acting CHCO in the absence of the incumbent, with full authority for decisions affecting corporate HR programs and operations; represents the CHCO and the organization at classified or sensitive briefings and meetings, as needed. Supports the CHCO in establishing OHR goals, objectives, and priorities. Assists in reviewing and analyzing new Federal and Corporate mandates, initiatives, policies, and requirements pertaining to HR and determining how best to implement them.

Assists in determining staff, budget, and logistical resources needed to accomplish goals and objectives, and in presenting and justifying resource requests through the appropriate chain of approval. Exercises supervisory personnel management authority directly or indirectly through subordinate senior managers to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and evaluating work performance and providing feedback. Identifies training and developmental needs for staff and provides regular recognition of staff.

Works in collaboration with the appropriate D/O staff to administer disciplinary action. Hears and resolves grievances or other disputes as appropriate. Approves/disapproves requests for leave, telework, travel, training, etc.

Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities. Leads efforts to mature the organization and management of work within the area of responsibility.

2-page Resume Requirement: Please limit your résumé to 2 pages (minimum 10-point font). If more than 2 pages are submitted, only the first 2 pages will be reviewed to determine your eligibility/qualifications. Registration with the Selective Service.

U.S. Citizenship is required. Employment Conditions. Top Secret/Sensitive Compartmented Information (SCI)/ Special Sensitive Background Investigation (SSBI) required. Ability to obtain and maintain a Top-Secret security clearance.

Applicant tentatively selected for this position will be required to submit to urinalysis to screen for illegal drug use prior to appointment and will be subject to random drug tests. Must be able to obtain and maintain an interim and/or final security clearance prior to entrance on duty. Failure to obtain and maintain the required level of security clearance may result in the withdrawal of a job offer or removal.

Employee may be relocated to any duty location to meet management needs.

There is no substitution of education for the experience for this position.

1.

Your resume will be reviewed, to determine whether you meet the qualification requirements outlined in this announcement. Therefore, it is imperative that your resume contains sufficiently detailed information upon which to make the qualification determination.

1. If you are found minimally qualified, a Management Screening Panel (MSP) will review your resume against pre-established benchmarks related to the competencies/Knowledge, Skills, and Abilities (KSAs), to determine if you possess the competencies/KSAs and key experiences.
2. Top ranked candidates will be invited to participate in one or more structured panel interviews to further assess technical competencies, confirm organizational fit, and commitment to American ideals. The competencies/KSAs you will be assessed on are listed below.

Change Management Direction Setting Organizational Stewardship Strategic Thinking HR Management Advising Understands, interprets, and applies fundamental regulations, laws, policies, and principles related to personnel practices and human capital management (e.g., Merit System Principles, Title V CFR, Title VII of the Civil Rights Act). Knowledge and expertise in developing, evaluating and implementing human capital strategic plans sufficient to evaluate, develop, establish, modify, and /or improve HR functionality for a large, complex agency or corporation. Knowledge and expertise in multiple HR operational programs, such as recruitment and placement, position management and classification, compensation, payroll and processing programs, sufficient to evaluate programs, negotiate and implement program/policy changes with executive leadership and unions, and implement operational changes with broad impact to a large, complex agency or corporation.

Identifies, understands, and applies relevant administrative policies, procedures, and processes (e.g., travel regulations, leave policies, training and development) when performing administrative functions in support of the organization. Ability to plan, execute, and close on negotiations with leadership and union officials on HR operations and plans by aligning competing interests, using data-driven arguments, and fostering mutual trust; demonstrates active listening, maintaining composure under pressure, and finding win-win solutions that drive HR program performance.

Your resume will serve as responses to the competencies/KSAs. Only include experience directly relevant to the position. Experience must be explicitly stated in the resume as experience not specifically described in the resume cannot be assumed. Resumes that are vague or don't address specific requirements will not receive maximum consideration.

You may preview questions for this vacancy.

If selected, you may be required to serve a probationary or trial period as applicable to appointment type. During the probationary or trial period, you will be evaluated for fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service.

Upon completion of your probationary or trial period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest. To read about your rights and responsibilities as an applicant for Federal employment, click here. If selected, you may be required to serve a supervisory/managerial probationary period.

FDIC Executive Managers (EM) are in the Federal competitive service and not the Senior Executive Service (SES). As an EM at the FDIC, you will provide executive leadership and managerial direction over substantive activities related to planning, developing, executing, and coordinating the Corporation's programs and policies. Additional selections may be made from this vacancy announcement to fill identical vacancies that occur subsequent to this announcement.

Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or Non-Career SES employee in the Executive Branch, you must disclose this information to the HR Office.

To begin, click the “Apply” button and follow the prompts. If you haven't already, register and establish a USAJOBS account.

After you register online, click the “Apply” button to complete the online assessment questionnaire, and submit all required documents. Please be sure to click “Submit Application” to complete the application process.

You must apply online. To apply for this position, you MUST provide a complete application package. Applicants requesting an exception from the online process must contact the Human Resources Specialist or point of contact listed in this announcement prior to 12:00 noon local time on the closing date. To return to your saved application, log in to your USAJOBS account and click on “Applications” tab.

Click on the “Position Title,” and then select “Update Application” or “Additional Application Information” to continue. You have until 11:59 p.m. ET (Eastern Time) on the closing date of this announcement to complete the application process. Please ensure you have completed the application process by verifying the status of your application on-line to reflect: “Received”. Failure to complete the application process will result in an incomplete application and you will not be considered for the position.

Failure to provide all of the required documentation as stated in this vacancy announcement, may result in an ineligible determination or may affect your consideration status. Please review the following to determine your eligibility and which document(s) is required to complete your application: Your two (2) page resume showing all relevant work experience (paid and unpaid) including: duties performed; full name and address of the each employer; start and end dates (month/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). FDIC EMPLOYEES: Submit a final digitally signed copy of your most recent Annual Performance Appraisal and Evaluation form.

The final PDF form is also acceptable. Please note that your form must be printed in landscape orientation for the required signatures to be visible. If you want to be considered non-competitively include a copy of your SF-50.

The SF-50 must show the highest grade level or full performance level applicant has attained competitively on a permanent basis, and grade must be equivalent or higher than the grade for which applying. Multiple SF-50s may be necessary to determine your eligibility.