Branch Chief

Summary

The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance.

Duties

This position is located in the Division of Policy and Accountability (DPA) within the Office of Human Resources (OHR), OASAM. DPA creates, maintains, and communicates DOL and OHR policy to all agency employees. The incumbent provides the research, development, and establishment of a policy that meets government-wide and Departmental requirements, in collaboration with key stakeholders. Major duties include, but are not limited to, the following: Interpret new legislation and regulations to determine their impact on agency programs and identify the need for changes to policy or operations. Develop, write, or recommend new or revised DOL HR policy, standards, procedures, and guidelines based on research, review of existing programs, changes in law or regulation, or current developments in HR functional areas. Independently identify opportunities or unresolved issues inherent in new legislative or regulatory proposals based on mastery of the principles, concepts, laws, and regulations, and suggests solutions to resolve these issues, which may be adopted Department or Government-wide. Possess a broad and intensive knowledge of HR program areas and the interrelationship of each OHR Operations Division, and collaborate with these divisions and various other functional areas outside of OHR such as Division of Budget & Programs, Office of the Chief Financial Officer, Office of the Assistant Secretary for Administration and Management, and Office of the Secretary to evaluate and improve effectiveness and efficiency of assigned HR programs operations and service delivery. Assist in managing DOL's accountability and quality assurance program to include the development, analysis, and reporting of findings to improve overall HR programs and services across the HR enterprise. Coordinate workload priorities with other organization managers and customers as appropriate. Assign work to subordinate employees based on organization priorities and consideration of difficulty and requirements of assignments such that the experience, training, and abilities of staff are effectively utilized to meet organization and customer needs. Identify the need for changes in priorities and take action to implement such changes. Provide advice to the DPA Division Chief on significant issues and problems related to work accomplishment. Establish metrics and analysis systems to ensure actions are timely and reviewed at critical points. Accepts, amends, or rejects work presented by subordinates. Exercise supervisory personnel management responsibilities, including but not limited to supporting employee development, approving leave schedules, planning and scheduling work of employees, advising employees regarding policies and procedures, selecting or recommending the selection of candidates for vacancies, promotions, etc., and managing performance.

Qualifications

For GS-15: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-14, in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. To qualify for this GS-201-15, applicants must meet 4 of the following examples of specialized experience: Researching, developing, and implementing human resources policy that meets government-wide and Departmental requirements and providing authoritative guidance to senior executives and management officials on policy matters, including interpretation of new legislation and regulations. Directing agency-wide HR programs, including accountability and quality assurance initiatives, by developing study plans, goals, objectives, and measures of success, evaluating program status, adjusting priorities, and coordinating with higher authority to resolve systemic issues and improve service delivery. Advising and representing executive leadership and the HR community, providing authoritative consultation and influencing management to implement recommendations on sensitive and controversial administrative matters, including labor-management relations, performance management, strategic planning, accountability, and legislative analysis. Communicating HR policy and guidance across the Department by convening working sessions, developing position papers and briefing materials for top management to inform strategic decisions, and maintaining a repository of current and historical policies for agency use. Planning and directing the work of subordinate employees to include establishing performance standards, providing feedback, resolving complaints, initiating disciplinary actions, and identifying employee developmental needs.

Education

There is no substitute of education for specialized experience to qualify for this grade level.