SVP CHIEF HUMAN CAPITAL OFFICER

QUALIFICATIONS REQUIREMENTS: Applicants will be assessed against the Executive Core Qualifications (ECQs) and the Mandatory Technical Qualifications (MTQs). To be considered minimally qualified for this position, candidates must have had responsible professional experience at a senior level (equivalent to the GS-15 in either the General Schedule (GS) or a comparable pay plan).

Typically, experience of this nature will have been gained at or above the GS-15 grade level in the Federal service or its equivalent with state or local government, the private sector, or non-governmental organizations. Failure to meet this basic qualification requirement and all executive and technical qualification factors automatically disqualifies an applicant.

Note: Current career SES members, former career SES members with reinstatement eligibility and OPM certified graduates of a SES CDP, who meet the professional/technical qualifications requirements will be considered for this position on a noncompetitive basis. Applicants for noncompetitive consideration are NOT REQUIRED to submit a supplemental statement addressing their ECQs.

However, they must submit a Standard Form 50, Notification of Personnel Action, to establish proof of eligibility for noncompetitive appointment and submit their most recent performance appraisal, resume, address the professional/technical qualifications and complete the online questionnaire. Applicants must submit written statements (narrative format ) describing accomplishments that would satisfy the ECQs. You must address each ECQ separately. You are required to respond to all ECQs.

If you fail to do so, you will be rated as 'ineligible.' Additional information on the ECQs is available at www.opm.gov/ses/recruitment/ecq.asp. Each accomplishment should be clear, concise, and emphasize your level of responsibilities, the scope and complexity of programs managed, and results of your actions. Please limit your written statements to two (2) pages per ECQ.

EXECUTIVE CORE QUALIFICATIONS (ECQs): The ECQs describe the leadership skills needed to succeed in Senior Level (SL) positions and are in addition to the Mandatory Technical Qualifications listed below. ECQ 1 - Commitment to the Rule of Law and the Principles of the American Founding: This core qualification requires a demonstrated knowledge of the American system of government, commitment to uphold the Constitution and the rule of law, and commitment to serve the American people.

ECQ 2 - Driving Efficiency: This core qualification involves the demonstrated ability to strategically and efficiently manage resources, budget effectively, cut wasteful spending, and pursue efficiency through process and technological upgrades. ECQ 3 - Merit and Competence: This core qualification involves the demonstrated knowledge, ability and technical competence to effectively and reliably produce work that is of exceptional quality.

ECQ 4 - Leading People: This core qualification involves the demonstrated ability to lead and inspire a group toward meeting the organization's vision, mission, and goals, and to drive a high-performance, high-accountability culture. This includes, when necessary, the ability to lead people through change and to hold individuals accountable.

ECQ 5 - Achieving Results: This core qualification involves the demonstrated ability to achieve both individual and organizational results, and to align results to stated goals from superiors. MANDATORY TECHNICAL QUALIFICATIONS (MTQs): All applicants must submit written statements (narrative format) of accomplishments that would satisfy the technical qualifications. You must address each technical qualification separately. Please limit your written statements to one page per technical qualification.

Failure to meet any one of the technical qualifications requirements automatically disqualifies an applicant. MTQ 1 - Demonstrated experience as the senior human capital advisor to an agency head or comparable top executives. Giving authoritative advice on how policy, program, organizational, and budget decisions affect the workforce.

While representing the organization on human capital matters to external bodies such as the Office of Personnel Management (OPM), the Office of Management and Budget (OMB), or Congress, including preparing briefings, and responses to congressional or oversight inquiries. MTQ 2 - Expert knowledge of Title 5 and OPM laws, regulations, and policies, with experience directing HR programs across the full employee lifecycle.

Programs include recruitment and staffing, position classification and position management, pay and employee benefits/retirement, performance management and executive resources, employee and labor relations, learning and development, and HR policy and accountability. Also includes interpreting new legislation and regulatory requirements and putting compliant agency policies and procedures in place.

MTQ 3 - Demonstrated experience leading agency-wide workforce and succession planning, position management, organizational assessments, and change management initiatives. The candidate should have used HR data and statistical analysis to measure operational effectiveness, workload trends, and staffing needs, and to align human capital strategy with the agency's strategic plan and executive branch priorities such as the President's Management Agenda. MTQ 4 -.

Senior-level experience leading a multi-division HR organization through subordinate supervisors. This includes setting performance standards and holding managers accountable for results. It also includes formulating and executing the HR office's annual budget (staffing, agency-wide training, and HR contracts), overseeing the procurement of HR goods and services, and directing program evaluations and accountability reviews that lead to improved policies and processes.

For qualification determinations, your resume must contain the following for each work experience listed: Organization/Agency's Name Title Salary (series and grade, if applicable) Start and end dates (including the month and year) Number of hours you worked per week Relevant experience that supports your response to the specialized experience that is stated in the job announcement If your resume does not contain this information, your application may be marked as incomplete and you will not receive consideration for this position.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Part-time and/or unpaid experience related to this position will be considered to determine the total number of years and months of experience. Be sure to note the number of paid or unpaid hours worked each week. Foreign Education: If you are qualifying by education and/or you have education completed in a foreign college/university described above, it is your responsibility to provide transcripts and proof of U.S. accreditation for foreign study.

Please visit the following links for more information: http://www.naces.org http://www.fceatlanta.com Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Additional information on the qualification requirements is outlined here.

Time-in-grade requirements must be met by 12/10/2026, the closing date of the announcement.

The incumbent serves as the Senior Vice President of the Office of Human Capital (OHC) and the Chief Human Capital Officer ("CHCO") of the Export Import Bank of the United States ("EXIM" or "the agency"). The CHCO reports directly to the Chairman and has responsibility for human resources management throughout EXIM.

The CHCO provides leadership, direct supervision, and management support to a team of supervisors, professional and administrative staff; Develops and/or implements major planning, evaluation or monitoring of long/short range operational plans, resource requirements and/or budgets for OHC; Continually monitors and evaluates budget, fiscal, and administrative controls to manage OHC's programs and services. The CHCO enables creative solutions to meet the dynamic workplace environment and the objectives of management.

The CHCO consistently provides leadership, technical guidance, and advice to all EXIM employees on human resource policies, programs, regulations, and procedures.

Duties include, but are not limited to: Provides leadership, direct supervision, and management support to a team of supervisors, professional and administrative staff; Develops and/or implements major planning, evaluation or monitoring of long/short range operational plans, resource requirements and/or budgets for OHC; Continually monitors and evaluates budget, fiscal, and administrative controls to manage OHC's programs and services.

Provides leadership and oversight for human capital programs under OHC, which include but not limited to Training, Workforce and Employee Development, Recruitment, Staffing, Outreach, Employee Benefits, Retirement, Employee Relations & Labor Relations, Executive Resources & Performance Management, and Policy Accountability.

Establishes OHC performance standards; recommends and reviews studies and program reviews on OHC operations; and based on the results of studies and evaluations, directs improvements to existing policies and/or develops new operating policies, processes, and procedures. Provides expert advice to other senior level officials and managers at EXIM on human capital matters and implications, including aspects of policy and program formulation or proposed management decisions.

Advises senior level officials and managers at EXIM on emerging human resources management trends and issues and their effect on the organization and staff. Collaborates with EXIM leadership and staff, OPM, the Office of Management and Budget (OMB) and other key stakeholders to set direction and establish policy related to human resources management for the agency.

Utilizes and develops extensive knowledge of the human resources community of similar government institutions as a resource for information, assistance, and collaboration. Conducts continuous position management oversight to achieve full utilization of available staffing and other resources in both on-board and projected positions.