Chief Human Resources Officer

Salary Range:  201,792.00 - 201,792.00

Closing Date:  10/28/2024

Job Summary: 

The Office of the Chief Administrative Officer (CAO) at the U.S. House of Representatives has an exciting opportunity for an experienced human resource executive to lead a dynamic and award-winning organization as the Chief Human Resources Officer (CHRO). The CAO provides operations support services and business solutions to the community of 10,000 House Members, Officers and staff.

Thus, the individual hired into this pivotal role will lead the comprehensive human resources needs for 800 CAO employees who work in a variety of functional areas, including information technology, finance, budget management, human resources, payroll, childcare, food and vending, procurement, logistics, and administrative counsel.

Specifically, the CHRO is responsible for the strategic and operational programming of the Human Resources business unit (approx. 25 employees). Programs under this portfolio include, but are not limited to recruiting, hiring, onboarding, performance management, leave management, employee relations, labor relations, diversity and inclusion, workforce planning, succession planning, employee engagement, career development, internal communications, privacy, safety, and personnel security. The CHRO also provides direction, coordination, guidance, and recommendations to the CAO, members of the senior management team, and other House officials and staff regarding sensitive and confidential human resources related issues. 

The incumbent’s pay grade and compensation level are determined based on applicable professional experience, job knowledge, past performance, proven leadership and management skills, assigned level of responsibility, and size and scope of unit, in comparison to local market rates of pay for equivalent criteria within the applicable discipline.

The position has day-to-day supervisory/managerial responsibilities.

Essential/Primary Responsibilities:

The CHRO’s responsibilities align and support the five elements of the CAO’s leadership competency model: Coalition Building, Decision Making, Leading People, Results Orientation, and Strategic Planning

Coalition Building

·         Provides coordination, guidance, and recommendations to the CAO, senior management, and other officials on sensitive, confidential, strategic, and operational HR matters

·         Collaborates with Business Unit Chiefs in other functional areas (e.g., Information Technology, Finance, Acquisitions, and Logistics) to advance business operations through HR initiatives, programs, and organizational development activities

Decision Making

·         Takes a strategic and data driven view when making decisions to include impacts, risks, challenges, and opportunities

·         Decides on and clearly communicates expectations to resolve complex challenges or situations.

·         Demonstrates consistency in decision making that reflects objective criteria, situational considerations, and organizational needs

Leading People

·         Provides high-level leadership to the HR business unit, ensuring that HR programs and practices align with the organization’s strategic goals and institutional requirements established by the House of Representatives

·         Advises the CAO and senior management team on key HR trends, risks, and issues, identifying opportunities and potential impediments to the CAO organization’s objectives

·         Provides executive management to HR staff, including hiring recommendations, performance evaluations, timely feedback on individual performance plans, and employee engagement activities

·         Supports day-to-day management and supervision of subordinate managers and staff, offering coaching and mentoring as needed

·         Addresses employee concerns in a timely and effective manner

Results Orientation

·         Drives awareness and engagement with HR programs and services across the organization

·         Oversees the management of new and ongoing HR projects and programs, ensuring effective implementation, tracking, measurement, and quality control

·         Monitors HR projects and initiatives, analyzing information to inform decision-making and providing recommendations for improvements and modifications

·         Oversees the development and implementation of internal workplace policies, standards, and training programs to ensure compliance and best practices

·         Assigns, oversees, and monitors special projects and initiatives, ensuring thorough after-action reviews and necessary program enhancements

Strategic Planning

·         Leads the development, implementation, and monitoring of the HR strategic plan, ensuring it aligns with the overarching strategy and direction of the CAO organization

·         Plans, secures approval for, and implements comprehensive long-term strategies, goals, and operational needs for the HR function

·         Works closely with key stakeholders in other CAO business units to develop Congressional testimony, drafts budget formulation documents, and creates regular reports that highlight accomplishments and outline future initiatives

Additional Duties

·         Performs other official duties as assigned by the CAO

Qualifications:

Experience and/or Education Required:

·         Bachelor’s degree in a discipline related to the position or an equivalent level of professional work experience required. 

·         Advanced degree in a discipline related to the position or an equivalent level of professional work experience preferred.

·         Minimum 12 years of experience in professional, executive level Human Resources management and Human Resources development.  

·         Minimum 12 years of experience in progressive managerial/supervisory positions including effective use of employee performance plans and evaluations, coaching and mentoring techniques, and addressing employee conflicts and disciplinary actions.

·         Proven experience at the executive leadership level developing and motivating high-functioning teams.

** Continued employment is contingent upon satisfactorily completing a criminal history records check (or other applicable security clearance) and a pre-employment drug-test (pre-identified position only).