Other Agencies and Independent Organizations
This position is located in the Chief Operating Officer Organization, Office of Human Resources of the Federal Deposit Insurance Corporation in Washington, D.C. Salary reflects a pay cap for this position of $315,000.
- Plans, develops, negotiates, administers, and evaluates human resources (HR) management policies, procedures, and programs for the Corporation. Principal programs include recruitment and placement, position management and classification, workforce planning, compensation, employee benefits, performance management, work-life, and human resource management systems development and administration. Serves as a consultant and advisor to senior management on human resource management matters. Ensures that FDIC's human resources goals address aligning human resources with current and projected workload priorities; maintains and develops a highly skilled workforce; and continues to advance goals and strategies that demonstrate commitment to a fair work environment. Provides leadership and direction to assigned staff, which encompasses the full range of managerial responsibilities. Monitors and evaluates program effectiveness with a view toward efficient accomplishment of objectives, avoidance of duplication of effort, maximum utilization of funds and personnel, and successful interaction with related programs or operations of other organizational elements within the Corporation. Ensures that human resource management programs are consistent with corporate policy and applicable laws, rules and regulations. Establishes objectives and goals in support of the FDIC's strategic plan, and the HR strategic plan. Develops short- and long-term plans; establishes priorities for the organization. Represents the FDIC on external councils and committees, such as the Small Agency Human Resources Council and serves as the FDIC Chair of the Human Capital Leadership Council (HCLC) in order to engage senior leadership across FDIC in workforce strategy and policy decisions. 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 Human Resources and Legal staff to administer disciplinary actions. Hears and resolves grievances or other disputes as appropriate. Makes or reviews personnel decisions regarding hiring, promotions, adverse actions, etc. Approves/disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities.
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