Summary This position is located in the Human Capital Directorate, Chief Operating Officer. The position description number for this position is 058827. The salary range indicated reflects the locality pay adjustments for the Washington, D.C., Metropolitan area. This is a supervisory, non-bargaining unit position. Relocation expenses will not be authorized for the person(s) selected under this vacancy announcement. Responsibilities Responsible for the leadership, planning, direction, and management of the Library's Human Capital Directorate. Has overall responsibility, as well as delegated authority, for the oversight and administration of broad, emerging, and/or critical agency programs or operations related to human resources. Determines and develops HCD goals; determines resource needs, allocation, and use; and assess organizational efficiency, effectiveness, and responsiveness of HCD to the Library's service and infrastructure units and to the public. Directs the full range of human resources activities, including workforce planning and design, position management and classification, compensation and benefits, recruitment and staffing, employee relations, performance management, and employee assistance programs. Ensures that workforce planning and work design programs promote the maximum utilization of the competencies of all staff. Develops, conceives, plans, and implements policies and guidelines affecting broad, emerging, and/or critical agency programs related to acquiring, developing, and retaining staff to meet the human capital needs of the Library of Congress. Oversees the Library's human capital planning and human resources strategic planning focused on supporting the Library's overall strategic goals and initiatives. Translates new legislation into program goals, actions, and policies, interpreting the impact of new legislative requirements on agency human resources programs. Recognized as an agency authority in formulating new human resources policies and program objectives that have a broad or long-range impact on workforce planning and development. Provides management and consulting services to top executives of the agency on human capital management, change management and internal business process improvements to improve the effectiveness of major agency human resources operations and functions. Develops and implements new, innovative, and responsive human resources programs, processes, and systems that will serve the Library in the 21st century, including those that will improve organizational performance; address customer requirements and competitive pressures with maximum flexibility; improve accountability by focusing on results, service, quality, and customer satisfaction; establish a standard of excellence based on competencies rather than tenure; ensure a fair, nondiscriminatory workplace; create flexible compensation packages; and use work-life programs, such as, child care and elder care, to give employees greater flexibility to balance work and family demands. Performs the human resource management functions relative to the staff supervised. Establishes performance expectations for staff members, which are clearly communicated. Provides informal feedback and periodically evaluates staff on organizational performance. Resolves informal complaints and grievances. Takes personnel actions as necessary. Provides advice and counsel to staff members and subordinate managers related to work and policy matters. Effects disciplinary measures. Reviews and approves or disapproves leave requests. Assures that organization staff at all levels is trained and fully comply with the provisions of the safety regulations. The executive is responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to ensure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or disability. Specifically, incumbent initiates nondiscriminatory practices and affirmative action for the area under his/her direction in the following: (1) merit promotion of employees and recruitment and hiring of applicants; (2) fair treatment of all employees; (3) encouragement and recognition of employee achievements; (4) career development of employees; and (5) full utilization of their skills. Serves as the principal advisor to the Librarian and/or Principal Deputy Librarian on all issues pertaining to human resources management. Works with and secures cooperation of all service and infrastructure units for the design and implementation of the Library's human resources policies and programs. Establishes and maintains effective working relationships with various high-level individuals, including Members of Congress and their staff, other legislative and executive agencies, executives of major corporations, and distinguished members of the public, as appropriate. Establishes and maintains close and cooperative working relationships with The Library of Congress or department management and officials, government agencies, and other institutions with related interests, in order to advance the programs and objectives of The Library of Congress. Requirements Conditions of Employment See requirements listed below under Qualifications Required. Your resume is important to this application process. It will be reviewed to determine whether you possess the qualifications referenced above. All applicants are required to submit a resume that provides specific information (to include accomplishments, work experience and education/training) that clearly describes what you would bring to the position. The Supervisor leads his/her staff toward meeting the Library’s vision, mission, and goals by acting decisively, leveraging diversity and inclusiveness, demonstrating flexibility and resilience, fostering continuous improvement and innovation, and fostering integrity and honesty. To view the Library’s Supervisory Core Competencies click the following link: http://www.loc.gov/hr/employment/uploads/loc_supervisor_core_competencies.pdf. Conditions of Employment Library of Congress employees are prohibited from using illegal drugs, including marijuana. The Library is part of the Federal Government and abides by federal law, so regardless of individual state or District of Columbia laws, marijuana use is illegal, considered criminal activity, and can affect your employment at the Library. In addition, past drug use and activities (e.g., selling or distributing) may deem you ineligible for employment. Qualifications The competencies below are required for this position. Those marked with a double asterisk () are considered the most critical competencies for this position. A candidate's resume must show a proven record of accomplishment that clearly demonstrates he or she has: 1. Ability to lead and manage the operations of an office or agency: The successful candidate has the ability to lead and manage multiple administrative and/or operational programs of an agency or office. This includes the ability to accomplish strategic and organizational goals by ensuring the effective interaction and integration of processes; delegating and managing multiple tasks; and planning and organizing resources, people, and activities effectively and efficiently. This also includes the ability to take ownership of the organization’s work and results and to determine the most effective methods necessary to get things done. 2. Ability to solve problems and make decisions in a managerial capacity: The successful candidate has the ability to analyze complex information, identify solution criteria, identify implications of data and appropriate conclusions, generate alternative solutions to a question or problem, evaluate the consequences of choosing each alternative, and select the most appropriate alternative from a managerial perspective. 3. Ability to apply knowledge of federal human resources’ rules and regulations to manage human resources activities for a federal agency: The successful candidate has the ability to apply knowledge of and analyze issues related to federal human resources’ rules and regulations to manage the human resources activities for a federal agency including: 1) staffing and recruitment; 2) position management and classification; 3) workforce planning and design; 4) succession planning; 5) performance management, including professional development, employee discipline, and recognition; and 6) compensation and benefits. 4. Ability to supervise, manage and lead a diverse workforce: The successful candidate has the ability to supervise, manage and lead a diverse workforce by demonstrating proficiency in the following competencies: 1) assessing current/future staffing needs based on organizational goals; 2) developing/implementing short/long-term staffing plans; 3) recruiting/hiring, and taking action to remove employees; 4) delegating work/encouraging employee participation in decision making; 5) encouraging/leveraging diversity and inclusiveness; 6) coaching/promoting development of staff, including subordinate supervisors; 7) demonstrating fair/ethical treatment and managed conflicts in a positive manner; 8) managing performance by communicating expectations, giving constructive feedback, holding staff accountable, and taking corrective actions; 9) creating/fostering an environment encouraging a high standard of ethics; 10) demonstrating flexibility by adjusting priorities to meet demands; and 11) demonstrating commitment to consistent/high-quality customer service. 5. Ability to develop and maintain effective client relationships: The successful candidate has the ability to create an environment in which a positive and professional service orientation is evident to clients by anticipating and recognizing current and future client needs, effectively advocating for your clients' interest, and maintaining a professional and responsive organization. This includes understanding your clients' mission and fulfilling the clients' requirements. 6. Ability to communicate effectively other than in writing: The successful candidate has the ability to effectively express ideas and recommendations other than in writing in various settings to peers, staff, managers, supervisors, and external audiences to both provide and seek information. This includes actively listening to or understanding communicated information and answering questions thoughtfully and completely. Education Additional Information All initial appointments, permanent or indefinite, to the Library of Congress require completion of a one-year probationary period. In addition, all newly appointed Senior Level executives, from outside the Library as well as from within, must serve a one year probationary period in accordance with the Library of Congress Regulations (LCRs) 2017.2-1, Senior Level Executive System. The Library of Congress is an equal opportunity employer. All who meet the eligibility requirements are encouraged to apply. Applicants must submit a complete application package that is received by the closing date of this announcement. This agency provides reasonable accommodation to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please email [email protected]. The decision on granting reasonable accommodation will be determined on a case-by-case basis. The Library of Congress is the national library of the United States and is part of the Legislative Branch of the Federal government. As such, all positions are in the excepted service. Appointment/retention is subject to a favorable evaluation of an appropriate personnel security/suitability investigation. The Library of Congress may offer repayment for all or part of federally insured student loans. However, not all service units within the Library of Congress participates in the repayment of federally insured student loans. Therefore, determination to repay a federally insured student loan is subject to approval by the appropriate service unit. The selected applicant will be required to file a financial disclosure statement with the House of Representatives, U.S. Congress, in accordance with the provisions of Public Law 95-521, the Ethics in Government Act of 1978. For more information regarding eligibility requirements, please see the Library of Congress Merit Selection Plan, Section 8.5, at: Senior Level Merit Selection Plan.