Chief, Organizational Design and Compensation, CM-0201-00

Summary

There is one position located in the Chief Operating Officer Organization (COOO), Office of Human Resources (OHR), Hiring Operations of the Federal Deposit Insurance Corporation in Washington, D.C., or one of the seven regional offices. Salary reflects a pay cap for this position of $277,500.

Duties

• Leads the creation of a standardized, collaborative framework for proactive position management and workforce structuring.
• This includes consistent engagement with Staffing, Divisions, and Offices to enable strategic organizational planning, reduce reactive personnel actions, and ensure accurate organizational charts.
• Ensures the team approaches all classification and organizational design challenges through a solution focused, collaborative lens, creating bridges across HR and operational lines.
• Plans and directs Corporation-wide programs/initiatives in classification, position management, and classification policy addressing highly complex and sensitive needs of the FDIC.
• Serves as management's technical advisor regarding position management, reorganizations, and classification policy for client organizations.
• Analyzes broad, complex, and sensitive issues requiring extreme care in problem resolution.
• Ensures FDIC-wide position classification accuracy and consistency in interpreting and applying classification standards.
• Advises others on accepted principles and analyzes and resolves contentious and complex position and organization structure issues.
• Oversees the preparation of position audits and classification appeal decisions.
• Drafts and responds to inquiries associated with human resources management policy and procedures received from FDIC employees or outside entities such as the Office of Personnel Management (OPM).
• Leads annual audit of assigned areas and creates a mechanism for spot-checking classification consistency and problem areas such as
• Act (FLSA), Bargaining
• Status (BUS), and position risk designations/security clearance requirements, etc., to ensure compliance with regulatory requirements.
• Provides expert leadership for the FDIC's compensation programs and is accountable for the administration of corporate-wide compensation programs for the FDIC covering employees, managers, and executives.
• This includes developing, implementing, administering, evaluating, and continuously enhancing agency wide human capital programs, policies, and procedures to ensure alignment with evolving business needs.
• Serves as a key advisor to the Assistant Director on best practices within assigned program areas, offering authoritative guidance and interpretations of FDIC policies and applicable federal regulations.
• Leads and oversees FDIC's workforce planning and analytics program, ensuring that all activities support corporate priorities, human capital strategies, and mission objectives.
• Directs the creation, implementation, and ongoing improvement of enterprise-wide workforce planning processes, tools, and methodologies.
• Ensures these frameworks are applied consistently yet flexibly across divisions and offices, enabling coherent and strategic workforce decision making.
• Integrates data analytics and storytelling to communicate insights and align compensation and workforce decisions with corporate goals.
• Provides strategic advice to the Assistant Director, Executives and other stakeholders on workforce planning issues, cultivates stakeholder engagement across the organization, and assesses the effectiveness of workforce action plans and strategic initiatives.
• Strengthens the FDIC's capacity to anticipate workforce needs, allocate resources effectively, and advance long term human capital goals.
• Promotes a forward looking, creative approach to workforce analytics, encouraging staff to identify emerging patterns, propose innovative solutions, and challenge outdated assumptions.
• Ensures workforce planning initiatives and action plans are routinely evaluated and improved, resulting in more accurate predictions, stronger talent pipelines, and measurable progress toward corporate human capital goals.
• Fulfills all supervisory responsibilities including, but not limited to, assigning and reviewing work products, assessing employee performance, providing counseling and coaching as necessary, reviewing and approving leave, training and travel requests.
• Manages performance and provides guidance and feedback to assist others in enhancing their knowledge, skills and abilities.
• Directs and coordinates training and development of staff.
• Supports FDIC and
• Opportunity principles by fostering a fair and discrimination‐free workplace and ensuring that workforce, development, performance, and personnel programs are carried out fairly and consistently in alignment with FDIC policy, legal requirements, and OHR's mission.

Requirements

2-page Resume Requirement: Please limit your résumé to 2 pages (minimum 10-point font). If more than 2 pages are submitted, only the first 2 pages will be reviewed to determine your eligibility/qualifications. Employment Conditions High Risk – Background Investigation (BI) required. Employee may be relocated to any duty location to meet management needs.

Education

There is no substitution of education for the experience for this position.

Benefits

In addition to the regular benefits offered by Federal agencies, the FDIC offers additional benefits to its employees. These benefits, some at minimal cost, are some of the best and most competitive in both the private and public sectors. To find out more, click here.

Required Documents

• Failure to provide all of the required documentation as stated in this vacancy announcement, may result in an ineligible determination or may affect your consideration status.
• Please review the following to determine your eligibility and which document(s) is required to complete your application: Your two (2) page resume showing all relevant work experience (paid and unpaid) including: duties performed; full name and address of
• The each employer; start and end dates (month/year); work schedule (part-time, full-time, number of hours if intermittent); salary; and any completed education and training (program title, subject area, number of hours completed, and completion date).
• FDIC EMPLOYEES: If you want to be considered non-competitively include a copy of your SF-50.
• The SF-50 must show the highest grade level or full performance level applicant has attained competitively on a permanent basis, and grade must be equivalent or higher than the grade for which applying.
• Multiple SF-50s may be necessary to determine your eligibility.