Branch Chief

The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance. The incumbent serves as a branch chief for the Division of Worklife and Engagement (DWE), Office of Human Resources (OHR). DWE develops human resources management programs and policies and provides enterprise-wide advice and technical assistance in the areas of worklife program administration, absence and leave program administration, workplace flexibilities, pay incentives, awards and recognition, and employee engagement. Major duties include but are not limited to the following: Serves as the expert for the agency on worklife and engagement programs and provides oversight, and customer service for a variety of programs and services supporting these areas. Develops, implements, and maintains Departmental worklife and engagement strategies aimed at improving program awareness and participation. Determines worklife and engagement program objectives and strategies; coordinates with other parts of the organization to accomplish goals. Plans, organizes, and conducts research and analysis on complex issues that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate solutions. Renders advice, and/or counsels subordinates on both work assignments and administrative matters. Monitors and evaluates the progress and outcomes of operational plans; anticipates potential threats or opportunities. Assesses and revises policies and procedures as needed to find ways to improve the quality, timeliness, and efficiency of work. Plans work to be accomplished by subordinates, sets and adjust short/long term priorities, and prepares schedules. Develops, modifies, interprets performance standards and holds employees responsible for the satisfactory completion of work assignments. Initiates action to correct performance or conduct problems. For GS-15: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-14, in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. To qualify for this GS-201-15, applicants must meet 5 of the following examples of specialized experience: Provide technical expertise and authoritative resources to ensure effective administration of the agency's worklife and engagement programs and services. Provide technical expertise and authoritative guidance on workplace flexibilities, including telework and remote work. Develop agency-wide guidance such as standard operating procedures, position papers, reports, and leadership briefings to establish consistent interpretation and implementation of worklife policies, procedures, and initiatives. Identify, develop, and implement training for managers, supervisors, and employees to enhance understanding, compliance, and effective engagement with worklife and employee engagement programs and policies. Serve as a Subject Matter Expert on work groups, advisory groups, or committees to contribute specialized knowledge and inform decision making related to worklife and engagement initiatives. Recommend options and solutions to resolve sensitive and controversial worklife related issues in support of informed leadership decisions and effective program outcomes.