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Summary The Office of Human Resource Management supports the people part of the FAA. We think our employees should have a work-life second to none. Responsibilities The Federal Aviation Administration (FAA) seeks a dynamic leader with substantial experience developing the direction of and implementing agency-wide compensation, work-life, performance management, awards, and employee engagement programs; Department-wide workers' compensation; and initiatives in alignment with the agency's corporate mission and strategic objectives. The Executive Director directs the framework and communications strategies to support these programs and ensures they are competitive, cost-effective, and comply with Federal laws and regulations. The Executive Director executes the duties and responsibilities of the position via a staff of approximately 45 employees including four (4) senior employees and the administration of a $2.6M budget. Specifically, the Executive Director, Total Rewards and Worklife: Formulates and articulates the strategic vision for the organization and utilizes technical personnel resources to efficiently and effectively accomplish the strategic plan. Leads the planning, development, and implementation of all facets of national programs, standards and initiatives for the FAA's compensation, performance management, awards, employee engagement, work-life (e.g., telework, childcare and leave programs), and workers' compensation programs. Serves as an expert consultant to senior leadership in support of compensation programs and provides expert analysis and information for the Workforce Council; (i.e., FAA's compensation committee). Administers and implements compensation policies, procedures, and programs for unionized and nonunionized employees, including pay, allowances and differentials, absence and leave, work schedules, and hours of duty. Provides executive leadership in the creation of a positive engagement culture. Develops an engagement strategy that includes designing, measuring, and evaluating proactive workplace practices that help attract and retain talent with skills and competencies necessary to execute the Office of Human Resource Management's mission and strategic objectives. Plans, directs, designs, and implements a corporate employee awards and recognition program. Ensures the effective administration of honorary awards programs, career service, and suggestion/incentive awards to reward, motivate, and recognize employees. Devises, controls, and administers performance management programs, systems, and activities for multiple personnel and pay systems. Ensures performance management systems support decision-making to include pay, promotion, development and reduction-n-force decisions. Directs the development and implementation of corporate, work-life programs that are innovative, meet the needs of FAA employees and family members, and are designed to foster employee engagement. Represents the Assistant Administrator for Human Resource Management and maintains liaison to other Federal agencies and human resources offices on covered programs; acts as an agency spokesperson to external stakeholders such as the Office of the Secretary of Transportation, Office of Management and Budget, Office of Personnel Management, and the Congress on matters pertaining to covered programs. Requirements Conditions of Employment We are not accepting applications from noncitizens. Qualifications As a basic requirement for entry into the FAA Executive System, you must provide evidence of progressively responsible leadership experience that is indicative of senior executive level management capability; and is directly related to the knowledge, skills and abilities outlined under the Leadership and Technical Requirements listed below. Leadership Requirements 1. Do you have experience in achieving operational results? If so, provide examples of ways you have exercised leadership to deliver significant results. Explain how you established goals, assessed outcomes, and improved products and services. Indicate how you identified and met customers' requirements and addressed the needs of stakeholders. Include examples of complex problems you solved or difficult obstacles that you overcame as a leader. Your description should include (1) the size and complexity of organizations you have led, (2) the scope of programs you have managed, and (3) the impact of your results on customers and other stakeholders. 2. Do you have experience leading people? If yes, describe the size of the organization and number and types of positions you have managed. Discuss ways that you have established and maintained positive work environments and prevented or eliminated discrimination or harassment. Describe ways that you have mentored and developed employees and built individual and team performance. Discuss how you have established and led teams to deliver products and services. Include in your description experience in leading others in a matrix environment across organizations. 3. Do you have experience building relationships? If yes, describe (1) the types of individuals with whom you routinely collaborate; and (2) the purpose and outcomes of the communication. Discuss your experience in communicating and cooperating with others to achieve goals. Provide examples of how you have built relationships to achieve consensus and how you were able to obtain the cooperation of others with competing priorities and perspectives. Describe how you effectively communicate information within and outside of your organization. 4. Do you have experience leading strategic change? If yes, describe examples of strategic changes that you led for your organization; describe the entities that the change affected (agency, industry, organizational components). Discuss obstacles you encountered and how you overcame them to the benefit of the agency. Include in your description ways that you applied long-range vision, developed strategies, and applied innovative ideas and techniques. Technical Requirements 1. Experience administering and evaluating compensation policies, procedures, and programs, for unionized and nonunionized employees, including pay, allowances and differentials, absence and leave, work schedules, and hours of duty to optimize resources, and enhance agency effectiveness. 2. Experience overseeing performance management systems, work-life programs, awards, workers' compensation, and employee engagement programs for a large, complex organization. Education There is not a positive education requirement for this occupational series. Additional Information Position may be subject to a background investigation. A one-year probationary period may be required. Veterans preference does not apply to the FAA Executive System. 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. 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. This is not a bargaining unit position. Links to Important Information: Locality Pay , COLA