Executive Director Human Resources Operations Center

This Executive Director Human Resources Operations Center position is with Veterans Health Administration (Department of Veterans Affairs) in Phoenix, AZ. The Executive Director, Human Resources Operations Center(EDHROC) reports to the Veterans Health Administration (VHA) Chief, Human Capital Management and serves as VHA's principal executive leader for Human Resources (HR) operations, providing strategic direction and oversight for the nation's largest integrated healthcare HR enterprise. Key duties: • Duties of this position include but are not limited to: Work with the Deputy ED HROC to conduct all management functions for supervised staff. Support equal employment opportunity by implementing nondiscriminatory practices in merit-based promotions, recruitment, fair treatment of employees, recognition of achievements, career development, and optimal utilization of employee skills. Exercise delegated authority over the planning, direction, and timely execution of programs and multiple national level segments managed through subordinate units. Set and approve goals and objectives, approving multi-year and long-range work plans, revising long-term plans, and managing policy changes resulting from appropriations or legislative adjustments. Lead organizational changes and major program restructures as needed, use discretionary authority to allocate budgeted funds, and hold final authority for personnel actions and organizational design proposals recommended by subordinate supervisors, except for those requiring clearance above designated thresholds. Serve as the primary architect and executive leader for VHA-wide HR operations strategy, integrating workforce planning, talent acquisition, classification, compensation, recruitment and placement, employee benefits, human resource development, performance management, employee engagement, employee/labor relations, HR technology innovation, and information systems. Develop and implement strategic and succession plans aligned with VA and VHA's goals, with special focus on future HR and healthcare workforce needs, clinical talent pipelines, and digital or other modernization. Champion adoption of artificial intelligence (AI) and advanced analytics in areas of HR to include, but not limited to, strategic HR planning with workload forecasting, predictive modeling of workforce needs, and zero-defect and timely hiring. Lead and ensure the success of major VHA HR initiatives which change but currently include 30-day hiring; HR modernization (onboarding, automation); modernized talent acquisition and HR technology integration with the latest HR systems; bio-surveillance workforce optimization; skills-based workforce planning; clinical pipeline expansion; and employee engagement and leadership development. Direct and ensure operational quality and performance of HR across the VHA enterprise, through comprehensive quality reviews, compliance checks, and continuous improvement processes. Advise leaders across VHA and VA, tailoring newly developed methods and procedures to address varying needs in medical centers, regional offices, and national or specialty programs. Represent VHA as lead or executive member on VA and interagency councils, working groups, and project teams to advise and shape HR solutions of national and cross-agency significance. Collaborate with VA Central Office, Office of Chief Human Capital, labor organizations, external partners, IT leadership, and fiscal or other significant national teams to assure HR system integration, resource optimization, and compliance with legal, regulatory, and operational standards. Partner with regional directors, medical center directors, subordinate and external HR directors, supervisors, leads, and partner offices to ensure HR services are delivered with the highest standards of legality, integrity, efficiency, and customer service. Qualifications: To meet the minimum qualification requirements for this position, you must show that you possess the Executive Core Qualifications (ECQ), and Technical Qualifications (TQ) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes over the 2-page limit will be disqualified. Please see "Required Documents" section below for all resume formatting requirements. 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. Do NOT submit a separate narrative statement specifically addressing the Executive Core Qualifications (ECQs) or the Technical Qualifications (TQs). TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualifications. TQ1: Demonstrated executive leadership in directing enterprise-wide human resources operations, workforce strategy, and organizational transformation within a large, complex organization. EXECUTIVE CORE QUALIFICATIONS (ECQs): In addition to the Technical Qualification Requirements 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. If your 2-page resume does not reflect demonstrated evidence of the ECQs and TQs, you may not receive further consideration for the position. There are five 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. Sub-Competencies: Knowledge of the American System of Government: Demonstrates understanding and appreciation of the American system of government, including the Constitution, the Bill of Rights, separation of powers, federalism, and the historical development of the American Nation. Commitment to the Rule of Law: Upholds the principles of the American Founding, including equality under the law and democratic self-government. Ensures the law is applied fairly and consistently. Civic-Mindedness: Stays up-to-date on important developments in American government and aligns organizational objectives and practices with presidential and public interests. Demonstrates a 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. Sub-Competencies: Fiscal Responsibility: Strategically manages, allocates and monitors financial resources. Aligns priorities and initiatives to justify budget proposals. Monitors expenditures, cuts unnecessary costs, and uses cost-benefit analysis to set priorities. Managing Resources: Manages resources efficiently and effectively based on current and projected organizational goals, skills, budget considerations, and staffing needs. Leveraging Technology: Explores emerging technology and potential applications. Incorporates technology to enhance efficiency and achieve results. Ensures access to and security of technology systems 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. Sub-Competencies: Technical Skill: Possesses the requisite technical knowledge and subject matter expertise to consistently produce timely, high-quality work. Is considered a strong contributor in his or her domain. Problem Solving: Engages in critical and data-driven thinking when diagnosing root causes and evaluating options. Identifies and promptly addresses the most pressing, high-priority problems. Agility and Resilience: Anticipates and adapts to change, new ideas, new information, and new conditions. Is committed to continuous improvement. Deals effectively with pressure and remains optimistic and persistent, even under adversity. 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. Sub-Competencies: Accountability: Ensures that employees are appropriately recruited, selected, appraised, trained, and retained. Takes swift action to address performance- or conduct-based deficiencies in employees supervised. Holds self and others accountable for measurable high-quality, timely, and cost-effective results. Developing Others: Recognizes and rewards outstanding achievement in others. Develops the ability of others to perform and contribute to the organization by providing opportunities to learn through formal and informal methods. Cultivates a dynamic environment in which employees are not afraid to make mistakes. Executive Judgement: Makes well-reasoned, timely, and effective decisions and considers short- and long-term implications. Communicates effectively with stakeholders across all organizational levels, sharing and guarding information where appropriate. 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. Sub-Competencies: Operational Mindset: Effectively translates strategies into actionable steps and processes. Partners effectively with stakeholders to drive adoption and addresses blockers to ensure successful implementation. Innovation: Applies creativity to improving products and processes, challenges convention, takes measured risks, and considers ways to simplify and remove unnecessary requirements. Strategic Thinking: Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization by evaluating conditions, resources, capabilities, constraints, and organizational goals and values. Note: If you are a member of the SES or have been certified through successful participation in an OPM approved SES Candidate Development Program (SESCDP), or have SES reinstatement eligibility, you should attach proof (e.g., SF-50, Certification by OPM's SES Qualifications Review Board (QRB)) of your eligibility for noncompetitive appointment to the SES. See "Required Documents" section for additional information. View the full announcement and apply on USAJOBS.gov.