Associate Director, Hiring and Personnel Operations, EM-0201-00

There is one position located in the Office of Human Resources of the Federal Deposit Insurance Corporation in either Washington, D.C., or one of the seven regional offices.

Salary reflects a pay cap for this position of $305,000.

Qualifications:

To meet the minimum qualifications, applicants must possess the leadership and technical experiences listed below. These qualifications would typically be gained through progressively responsible management or executive-level assignments.

Qualifying experience may be obtained in the private or public sector. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious/spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, skills, and abilities, and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

MINIMUM QUALIFICATIONS: All applicants must submit a resume that addresses each minimum qualification experience. Examples should be clear, concise, and emphasize your level of responsibilities; the scope and complexity of the programs, activities, or services you managed; program accomplishments; policy initiatives undertaken; level of contacts; the sensitivity and criticality of the issues you addressed; and the results of your actions. You should use action-oriented leadership words to describe your experience and accomplishments, and quantify your experience wherever possible to demonstrate your accomplishments (e.g., number of employees supervised). Leadership experiences identified must have been performed in an official supervisory role.

Leadership Experience 1: Experience in directing and coordinating the work of an organizational unit, to include assigning work; implementing changes to programs and priorities; and evaluating performance against goals; AND
Leadership Experience 2: Experience in managing employee performance and growth, including evaluating employee readiness for successive roles; recognizing accomplishments, providing feedback and development opportunities, and addressing performance/conduct issues; AND

Technical Experience 1: Experience managing and evaluating AT LEAST TWO (2) human resources functions to improve the effectiveness of recruitment/staffing, compensation, workforce planning, and classification programs, policies, and services, and payroll and processing; AND
Technical Experience 2: Experience in interpreting and applying human resources regulations, policies, and guidelines to provide advisory guidance that governs human resources activities.

Responsibilities:

• Oversees the effectiveness, integration, and continuous improvement of Hiring and Personnel Operations programs, ensuring alignment with corporate objectives, consistent service delivery, and efficient use of resources. Reviews program performance to eliminate duplication, strengthen operational coherence, and improve the delivery of recruitment, staffing, executive resources, strategic workforce planning, position management and classification, compensation, payroll, and processing services.
• Maintains active coordination with senior counterparts across Divisions/Offices (DO/s) to support consistent implementation of HR policies and practices. Represents OHR and Hiring and Personnel Operations in engagements with other regulatory agencies and industry organizations to communicate corporate HR direction, exchange program insights, and strengthen interagency relationships.
• Leads the development of short‑ and long‑term strategic plans for Hiring and Personnel Operations, ensuring alignment with office priorities, corporate workforce strategies, and overarching FDIC goals. Identifies operational and strategic gaps and sets the program direction that supports broader organizational outcomes and evolving needs.
• Supports the CHCO in setting strategic priorities and ensuring the coordinated planning, development, implementation, and oversight of corporate HR programs and policies. Directs and tracks program operations to ensure timely delivery of services, consistent interpretation of HR policies, and high‑quality operational support to D/Os. 
• Serves as a principal advisor to the CHCO on Hiring and Personnel Operations programs and issues. Provides guidance on operational priorities, emerging workforce needs, and the alignment of hiring practices with corporate strategies. Advises executive leadership across the organization on HR program impacts, operational considerations, and workforce planning factors.
• Supports the CHCO in the planning, development, implementation, and overall direction of comprehensive Corporate HR programs and policies. Assists the CHCO in overseeing and managing day-to-day operations and in maintaining the timely flow of work products, information, and services.
• Prepares and/or directs the preparation of executive‑level memoranda, reports, briefings, analyses, and presentations on Hiring Operations programs and operational issues.
• Leads sensitive or complex assignments on behalf of the CHCO. Serves as Acting CHCO in the absence of the incumbent, with full authority for decisions affecting corporate HR programs and operations; represents the CHCO and the organization at classified or sensitive briefings and meetings, as needed.
• Supports the CHCO in establishing OHR goals, objectives, and priorities. Assists in reviewing and analyzing new Federal and Corporate mandates, initiatives, policies, and requirements pertaining to HR and determining how best to implement them. Assists in determining staff, budget, and logistical resources needed to accomplish goals and objectives, and in presenting and justifying resource requests through the appropriate chain of approval.
• Exercises supervisory personnel management authority directly or indirectly through subordinate senior managers to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and evaluating work performance and providing feedback. Identifies training and developmental needs for staff and provides regular recognition of staff. Works in collaboration with the appropriate D/O staff to administer disciplinary action. Hears and resolves grievances or other disputes as appropriate. Approves/disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities. Leads efforts to mature the organization and management of work within the area of responsibility.

Salary : $280,000 - $305,000