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The Chief of the Human Resources Operations Center (HROC) within the Office of Human Capital (OHC) serves as a key member of OHC's senior leadership team, directing HROC's human capital operations and programs for U.S. Immigration and Customs Enforcement (ICE). The role oversees daily operations and delivery of critical services to and for the ICE workforce, including benefits, classification, staffing, processing, and retirement.
["The Office of Human Capital (OHC) supports the successful achievement of the U.S. Immigration and Customs Enforcement (ICE) and Management and Administration (M&A) missions by recruiting and hiring high-performing talent and delivering a diverse portfolio of human capital programs and services for the ICE workforce. As a key member of OHC's senior leadership team, the Chief of the Human Resources Operations Center (HROC) is responsible for directing all phases of HROC's human capital operations and programs. HROC delivers a wide range of critical human capital services and programs to and for the ICE workforce, including benefits, classification, staffing, processing, and retirement. The Chief, HROC, is responsible for: Managing and directing the day-to-day operations of the Human Resources Operations Center. Supervising a large, physically dispersed, multidisciplinary workforce engaged in the fundamental facets of human capital operations. Providing insight and sound counsel to the Chief Human Capital Officer, both proactively and as required. Designing and developing HROC's organizational structure to accomplish the work in the most efficient and cost-effective manner, consistent with Office of Personnel Management and Department of Homeland Security Office of the Chief Human Capital Officer regulations, policies, and procedures. Developing and maintaining metrics through subordinate supervisors to monitor work status and assess the overall effectiveness, efficiency, and productivity of the organization. Identifying program deficiencies and taking appropriate actions to resolve problems while maintaining program operations in support of OHC's mission, goals, and objectives. Developing and fostering employee engagement and creating and maintaining a culture of continuous learning to attract and retain employees with superior abilities. Reviewing and analyzing expenditures related to HROC's programs and projects on a regular basis to ensure effective use of funds, authorizing cost-saving initiatives to increase efficiency, reducing operating costs, and maintaining a high level of professional proficiency. Establishing, fostering, and maintaining working relationships with senior executive leadership and counterparts, as well as with employees across ICE. Assessing, developing, and issuing any required new or revised policies and standard operating procedures in support of HROC's programs and activities, as they relate to programs managed, as well as enforcing all applicable laws, regulations, policies, and procedures."]
Candidates should be committed to improving the efficiency of the federal government, passionate about the ideals of the American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on race, sex, color, religion, or national origin. To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQs) and Technical Qualifications (TQs) related to this position within your resume, WHICH MUST NOT EXCEED TWO PAGES. Resumes over the two-page limit will NOT be reviewed beyond page two and may be disqualified. Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s). If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position. There is no requirement to prepare a narrative statement specifically addressing the ECQs or TQs. TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the TQs. TQ 1: Expertise in the concepts, principles, federal policies, and regulations of recruitment and hiring, position management and classification, workforce planning, and executive resources, as demonstrated by a comprehensive understanding and/or experience in multiple areas of human resources management in accordance with federal laws, regulations, and legislation. TQ 2: Demonstrated ability to effectively and innovatively lead organizational/functional transformation in human capital, provide strategic enterprise-wide human capital solutions and consultation, provide forward-thinking alternatives, and establish metrics needed to enhance/improve the administration and delivery of human resources and human capital products and services. EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the TQs listed above, all new entrants into the Senior Executive Service (SES) under a career appointment will be assessed for executive competency against the following five mandatory ECQs. ECQ 1 (Commitment to the Rule of Law and the Principles of the American Founding): This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people. ECQ 2 (Driving Efficiency): This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades. ECQ 3 (Merit and Competence): This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality. ECQ 4 (Leading People): This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture. This includes, when necessary, the ability to lead people through change and to hold individuals accountable. ECQ 5 (Achieving Results): This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors. IF YOUR TWO-PAGE RESUME DOES NOT REFLECT DEMONSTRATED EVIDENCE OF THE ECQs AND TQs, YOU MAY NOT RECEIVE FURTHER CONSIDERATION FOR THE POSITION. Note: If you are 1) a current member of the SES, 2) have been certified through successful participation in a U.S. Office of Personnel Management (OPM)-approved SES Candidate Development Program (SESCDP), or 3) have SES reinstatement eligibility, you do not need to respond to the ECQs. Instead, you must submit proof of your eligibility for noncompetitive appointment to the SES, such as an SF-50 or certification by OPM's SES Qualifications Review Board (QRB).
This job does not have an education qualification requirement.
This position is being announced under both the 0201 and 0340 occupational series. Applicants must meet the qualification requirements for the series under which they are considered, as well as all executive and technical qualification requirements otherwise stated in this announcement. The final occupational series assigned to the selectee will be determined at the time of selection based on the selectee's qualifications and applicable classification requirements. Veterans' Preference: Veterans' preference is not applicable to the SES. Mobility: Organizational and geographical mobility is essential in developing and managing SES leaders. Individuals selected for SES positions may be subject to reassignment across geographical, organizational, and functional lines, and may be required to sign a Reassignment Rights and Obligation Agreement. OPM must authorize any employment offers made to current or former (within the last 5 years) political Schedule A, Schedule C, or Noncareer SES employees in the executive branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Noncareer SES employee in the executive branch, you must disclose that to the Human Resources Office. There are three key documents that contain important information about your rights and obligations. Please read and retain these documents: Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, FD-258 Privacy Act Statement - FBI (this is the same statement used when your fingerprints are submitted as part of your background investigation), and SEAD-3-Reporting-U.pdf (dni.gov), applicable to those who hold a sensitive position or have eligibility for access to classified information. Males born after 12-31-1959 must be registered or exempt from Selective Service (see https://www.sss.gov/RegVer/wfRegistration.aspx). Equal Employment Opportunity (EEO) Policy Statement (see http://www.eeoc.gov/federal/index.cfm). Employment Information Resources - Resource Center (see https://help.usajobs.gov/how-to).