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Summary As a supervisor/manager, the selectee for this position will be eligible to receive a Manager Performance Incentive (MPI) provided eligibility requirements noted in agency policy are met. The MPI is an annual lump-sum incentive payment that considers agency performance, the manager's individual performance, and available funding. As Deputy Director, you lead the Human Resource (HR) Service's efforts to ensure the FAA has a robust and diverse talent pipeline to meet its mission. Responsibilities As one of two deputies in an organization of over 285 contributors, you support the Executive Director by leading teams in delivering strategic workforce planning, corporate recruitment, student programs, onboarding, structured interviewing, competency modeling, and other strategic, people-focused programs. You offer various FAA customers tailored solutions demonstrating an understanding of skills and abilities relevant to their unique mission and geographical needs. As we look to innovate and elevate our service delivery, you identify opportunities to engage in our automation and robotics efforts, develop and refine our employer value proposition and corresponding materials, find efficient ways of meeting continuous reporting requests and requirements, and implement quality assurance measures. You lead teams in developing and tracking metrics that indicate return on investment. You execute data-driven programmatic improvements and provide new service offerings that enhance new and prospective employees’ and hiring managers’ experience. You lead responses to senior FAA executives, Congressional requests, and Departmental and Interagency inquiries. About your skills As a leader who consistently delivers value-add products and services, you bring proven skills and abilities in: Leading large strategic programs with organization-wide impact Effective resource allocation, including managing large budgets Recruitment, outreach, and stakeholder engagement campaigns Building relationships across organizations to deliver programs and results Data-driven business process improvement Compliance, and Congressional and Interagency Reporting Knowledge of various HR functions and Federal staffing, strategic workforce planning, onboarding, industrial-organizational psychology, and data and people analytics is a plus. About you You’re a strategic thinker with a vision for how we plan for, attract, and hire talent at FAA. You bring a track record of leading diverse teams in delivering impactful results. You’re naturally curious and ask questions that spark improvements and innovation. You actively seek opportunities to grow and are willing to deepen your knowledge of HR. You bring an open mind, positive energy, and a fresh perspective. You’re patiently persistent in overcoming obstacles and setbacks. You quickly understand what’s most essential and rebalance priorities and timelines accordingly. You’re of a naturally collaborative disposition, meet people where they are, and find ways to bring others along. You’re committed to a diverse and inclusive environment. Specifically, the incumbent performs the following duties and responsibilities: - Manages and consults with senior-level FAA officials on current and new human resource programs, initiatives, and business process improvements designed to help achieve strategic goals and missions. - Provides leadership for the delivery of high-quality, contemporary, customer-focused HR services that add value and support FAA's business goals. - Provides strategic planning and management direction, defines major projects, sets priorities, develops standards and procedures for HR operations, and manages the budget of over $5M and staff necessary to implement programs for which the incumbent is responsible. Duties continued in the "Additional Information" section below. Requirements Conditions of Employment We are not accepting applications from noncitizens. Qualifications To qualify for this position, you must demonstrate in your application that you possess at least one year of specialized experience equivalent to the FV-K, FG/GS-15 level. This experience is typically in or related to the work of the position and has equipped you with the particular knowledge, skills, and abilities to successfully perform the duties of this position. To be creditable, specialized experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization. SPECIALIZED EXPERIENCE IS DEFINED AS: Experience analyzing aerospace policies and programs to lead, guide, manage, and coordinate policy and human resource management programs; and Experience using program/project management principles to analyze, evaluate, and integrate agency wide operations and programs. In addition to the above, this position also has a Quality Ranking Factor (QRF). Applicants who demonstrate the specialized experience and possession of the QRF below will be placed in the Well-Qualified category. QRF: Knowledge of strategic workforce planning; onboarding; industrial-organizational psychology; and data and/or people analytics. You should include relevant examples of the specialized experience in your work history. Errors or omissions may impact your rating or may result in you not being considered. Answer all questions to the best of your ability. You may be asked to provide evidence or documentation that you have this type of experience later in the selection process. Your responses are subject to verification through job interviews, or any other information obtained during the application process. Any exaggeration of your experience or any attempt to conceal information can result in disqualification. Applicants who fail to document possession of the above criteria AND who do not provide the required documentation will receive no further consideration for this position. All qualification requirements must be met by the closing date of this vacancy announcement. Education Education cannot be substituted for experience. To Learn More: Two virtual information sessions will be offered for individuals who wish to learn more about this position. Friday, April 26, 2024 12:00-12:30 PM ET Join by computer at https://faavideo.zoomgov.com, or by phone at (888) 924-3239. Webinar ID: 161 677 8944 / Passcode: 294872 Tuesday, April 30, 2024 5:30-6:00 PM ET Join by computer at https://faavideo.zoomgov.com, or by phone at (888) 924-3239. Webinar ID: 160 531 8485 / Passcode: 971621 Additional Information We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required. The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty. FAA policy limits certain outside employment and financial investments in aviation-related companies. www.faa.gov/jobs/workinghere/financial-disclosure-requirements The U.S. Department of Transportation strives to ensure that equity, transparency, accountability, collaboration, and communication permeate all that we do for the betterment of the Department, the traveling public, and our nation. As such, DOT values a highly diverse workforce of persons who promote a culture of belonging by respecting the personal dignity and worth of each individual and fostering a positive environment where all feel safe and welcome. If these commitments coincide with your personal ideals and professional aspirations, please consider joining the DOT family. Leave Enhancement: FAA organizations may offer enhanced annual leave accrual to newly appointed or reappointed employees. In order to receive consideration for such a benefit, applicants' prior non-Federal service or active duty uniformed service must directly relate to the duties of the position to which appointed. Granting enhanced annual leave is at the sole discretion of the hiring organization, and granting such benefit is not an entitlement nor guaranteed to any newly hired employee. This position is covered by the Department of Transportation's Drug and Alcohol Testing Program. Any applicant tentatively selected for this position will be subject to pre-employment or pre-appointment drug screening. Persons occupying a "testing designated position (TDP)" will be subject to random drug and/or alcohol testing. Duties Continued: - Assigns work; establishes priorities and office policies; sets performance standards and evaluates performance; identifies and assures that subordinates' training and development needs are met; makes decisions and recommendations for employee appointment, promotion, or reward. - Investigates, analyzes, provides consultation, and coordinates appropriate action for the most significant and complex FAA HR/human capital issues. This may include representing the Agency in work groups. - Provides technically authoritative and sound work products that senior DOT and FAA management rely upon to make decisions on complex and controversial HR issues. - Develops and presents briefings to convey corporate and government-wide HR strategies, strategic goals and accomplishments, and assessments of the health of HR programs to varied audiences, including HR operations and program offices, HR executives, key managers in FAA Lines of Business and Staff Offices, the FAA Chief Counsel, FAA Management Board, other key FAA managers, and other stakeholders. - Seeks, acquires, and manages the staff, budget, supplies, space, equipment, and other resources needed to accomplish work objectives. This is not a bargaining unit position. Links to Important Information: Locality Pay , COLA