22 days old
2018-03-282018-04-27

Associate Director of Human Resources

Smithsonian Institution
Washington, District of Columbia 20024
  • Job Type
    Employee
  • Job Status
    Full Time

This position closes at midnight on 4/3/2018. 

SUMMARY 

The Smithsonian Institution (SI) was established as an independent trust instrumentality of the United States by an Act of Congress in 1846 with a clear purpose: the increase and diffusion of knowledge.

The Smithsonian currently employs approximately 6,300 federal civil service and trust-funded staff members, supplemented by over 6,000 volunteers, interns, fellows, and visiting scientists annually. With 19 museums, 9 scientific research facilities, and a zoological park, the Smithsonian has national and international impact in science, history, art, culture and education. The Smithsonian receives federal appropriations and government grants that provides for approximately two-thirds of its $1-billion plus budget, as well as awards and gifts from private foundations, corporations, and individuals; revenue is also generated from ancillary activities (e.g., memberships, museum shops, licensing). The Institution’s $1.4-billion endowment provides additional support. Certain revenues, such as gifts, grants, and contracts, have restricted uses, including support of research or scientific activities.

The Smithsonian annually welcomes 30 million visits to its public facilities and 180 million Web visitors, has 93% name recognition, and generates more than $150 million in business revenues. Admission is free for the vast majority of Smithsonian venues, so those revenues flow from retail activities, membership programs, licensing and media enterprises.

This position is located in the Office of Human Resources (OHR) and reports directly to the Director of Human Resources. The Office of Human Resources has delegated authority and responsibility for developing, organizing, administrating and evaluating the Smithsonian Institution’s comprehensive human resource management program. The office also serves as the principal advisor to the Secretary, the Under Secretaries, the Board of Regents, and other management officials on human resources management matters. The organization is part of the Institution’s top management team participating in and contributing to management decisions.

ROLE AND RESPONSIBILITY 

The Associate Director will have responsibility for the delivery of HR services and programs to the Smithsonian Institution (SI). The incumbent is a senior official with direct management responsibility for the operational effectiveness and pan-Institutional coordination of all aspects of SI’s human capital programs and initiatives, including initiatives from the Office of Personnel Management (OPM), human capital automated systems, workforce analyses, strategic planning, and organizational effectiveness studies. The incumbent oversees the day-to-day operations and activities of the Office of Human Resources (OHR) and coordinates and directs work and initiatives within OHR that affect organizational and operational effectiveness.


Specific responsibilities include the following:

Serves as the principal advisor to the Director on HR planning and strategy matters by identifying issues and options to support informed executive decision making and ensuring that the Director’s decisions are carried out appropriately and effectively. Supports institutional goals for enhanced management excellence by overseeing or directly leading human capital and organizational effectiveness initiatives.

Advises the Director on human capital matters and assists in making management decisions that are consistent with the Institution’s plans and priorities, as well as related statutes, policies, and directives. Directs OHR staff in preparing human capital products and deliverables; coordinates the work of OHR sub-organizations to review and ensure efficiency of operations; monitors OHR operational and programmatic achievements through performance metrics and other determinants of efficiency; directs OHR organizations in making operational improvements; and implements the Director’s initiatives and programs to meet the goals of the Institution. Directs, reviews, and finalizes the work of OHR staff in designing, developing and publishing selected management information and analytical reports to facilitate informed executive decisions on Institutional planning and budget issues. Advises management officials on all aspects of Institution-wide human capital and management policies and systems, and prepares and presents special reports, analyses and briefings for the Board of Regents, Secretary, Under Secretaries, and their direct reports on significant and complex issues which impact all aspects of the Institution.

Develops and/or oversees the development of comprehensive workforce analyses; oversees the development of reports, background statistics and analyses, based on historical patterns and current-year hiring plans, to facilitate senior management decisions on human capital issues and programs; oversees the preparation of data and compiles year-end reports on the results of workforce planning efforts. Oversees OHR’s communication efforts, particularly as they relate to human capital initiatives and organizational and operational effectiveness.

Evaluates and reviews proposed human capital policies and procedures for the impact on current operations, and assures appropriate coordination among museums, research institutes and offices, as well as internal coordination within OHR; furnishes advice, counsel and technical assistance to unit directors and other senior management officials on human capital administrative and management requirements.

Provides expert advice, leadership and direction in the continuing effort to ensure that financial and human resources modules of the Smithsonian Enterprise Resource Planning (ERP) system meet technical, process and operational needs; develops recommendations for improved human resources business practices, and ensures the implementation as appropriate; ensures ERP processes comply with and support the requisite rules, regulations, and requirements for both Federal and Trust processing.

Provides overall guidance and direction in the planning and analysis of multi-year workforce analyses and hiring plans, including the review of programmatic initiatives and issues, the assessment of budget implications, and the assessment of human capital reprogramming needs. Provides guidance and direction in the development of Trust and Federal hiring plans; assures that these plans meet institutional needs, are adequately funded, are prepared according to OHR and SI requirements, and are properly presented and maintained to reflect top management decisions and changes in policies or programs.

Works on strategies to obtain new funding or to reprogram existing funding to meet program priorities; Provides advice and assistance to senior executives, managers and HR/budget contacts within the Smithsonian on the preparation of Federal and Trust hiring plans.

Represents the Director as appropriate in meetings with stakeholders Maintains an effective liaison relationship with SI organizations, OPM, and others as necessary and appropriate. 

Performs other related duties as assigned.

Requirements

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

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 is highly desirable.

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 the demonstrated knowledge and leadership skills as it relates to the delivery of HR services and initiatives including human capital programs, human capital automated systems, workforce analyses, strategic planning and organizational effectiveness studies for a large, multi-disciplinary complex organization.

The applications that meet the basic qualifications will be evaluated further against the following criteria:

1. Experience in leading and supporting a wide range of HR functions to assure successful implementation of HR strategies, programs and procedures. This includes ensuring compliance with OPM regulations, statutes, and agency HR policy and standards.

2. Skill and knowledge of qualitative and quantitative analytical techniques and other reporting tools.

3. Skill in leading, supervising, and managing a multi-disciplined and culturally diverse workforce, including fostering teamwork and high morale; attracting, retaining, motivating, and providing guidance to a diverse workforce; and implementing EEO/Affirmative Action policies and programs.
 
How to Apply:
 
Candidates who are eligible to work in the U.S. should apply on USAJOBS directly to announcement #EX-18-05:  https://www.usajobs.gov/GetJob/ViewDetails/494494700
 
Federal employees should apply on USAJOBS directly to announcement #EX-18-06: https://www.usajobs.gov/GetJob/ViewDetails/494494500
 

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Associate Director of Human Resources

Smithsonian Institution
Washington, District of Columbia 20024

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Smithsonian Institution
Washington, District of Columbia

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