SVP CHIEF HUMAN CAPITAL OFFICER

About the role

Announcement may be used to fill similar positions within 90 days of the closing date. As a condition of employment, the position is classified under Schedule Policy/Career within the excepted service. About this agency

What you will do

• 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.

Education

Does not allow substituting education for EXECUTIVE CORE QUALIFICATIONS (ECQs) or MANDATORY TECHNICAL QUALIFICATIONS (MTQs)

How you will be evaluated

You will be evaluated for this position based on how well you meet the qualifications above. Once the job opportunity announcement closes, a careful evaluation of your resume and ECQs/MTQs will be made to determine if you meet the job qualifications; and to the extent to which your application shows that you possess the competencies associated with this position.

If, after evaluating your resume and ECQs/MTQs, a determination is made that you have inflated your responses when compared to your background information, your category may be adjusted to more accurately reflect your skills and abilities. Please follow all instructions carefully. Errors or omissions may affect your eligibility.

The Senior Level (SL) system is for positions classified above GS-15 that do not meet the criteria for the Senior Executive Service (SES), nor do they involve the fundamental research and development responsibilities that are characteristic of the Scientific or Professional (ST) system.

Documents you must provide

• Your Resume (applicants are required to submit a resume with job title, series/grade (if federal employee), duties and accomplishments, employer's name, starting and ending dates of employment, number of hours worked per week, and annual salary).
• If your resume does not contain this information, your application may be marked as incomplete and you will not receive consideration for this position.
• Effective September 27, 2025, federal agencies will only accept resumes up to two pages in accordance with the Merit Hiring Plan.
• If you have not already done so, please update your resume under your profile before applying for any federal job.
• For additional details, visit click the following link.
• Responses to the MTQs/ECQs (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.) Copy of your most recent SF-50 which shows your position title, series, grade, step, salary, position occupied, and tenure to verify Time-in-Grade/competitive status.
• If you have previously held a higher grade and are applying based on that grade you must provide a copy of the SF-50 showing you held the higher grade and/or have promotion potential to the grade being advertised.
• Examples of appropriate SF50s include: Appointments, Reassignments, Within-grade/range increases or Promotion actions.
• NOTE: Pay adjustments and award SF-50s do not include the length of time in your current position, therefore, they are NOT acceptable SF-50's on their own.
• You may need to provide more than one SF-50.
• NOTE: If you are currently serving in a Schedule P/C position and previously held a competitive service appointment, you must submit a copy of your SF-50 that reflects your prior competitive service appointment/status.
• A recent Performance Evaluation Proof of Veteran's Preference - DD-214 (Member 4 Copy) if you are requesting a special appointment authority, such as VRA or VEOA, if applicable.
• If the DD-214 (Member 4 copy) is not available, other documentation listing the beginning and ending dates of active service and the type of discharge must be submitted to verify eligibility.
• Proof of severe disability if you are requesting special placement consideration, if applicable.
• Proof of eligibility for a military spouse appointment, such as a permanent change station military order, if applicable.
• Proof of eligibility for any other special appointing authority not specifically mentioned here, if applicable.
• Unofficial Transcripts, if the position has an education requirement or if you are using education to qualify.
• If selected for the position, you must provide an official transcript before appointment.
• Proof of U.S. accreditation for foreign study, if applicable.
• Submission of any required documents listed in vacancy announcement, if applicable.
• Please note that if you do not provide all required information/documents, as specified in this announcement, you may not be considered for this position (or may not receive the special consideration for which you may be eligible).

What to expect next

After all application packages have been received, we will review your application to ensure you meet the basic qualification requirements. We will evaluate each applicant who meets the basic qualifications on the information in the Occupational Questionnaire and may interview best-qualified applicants.

Additional information

Schedule Policy/Career (Schedule P/C) Employment Information: As a condition of employment, this position is designated under Schedule Policy/Career (Schedule P/C) in the excepted service. Employees serving in this position will be employed on an at-will basis. If applicable, employees may obtain competitive status after two years of service in this position.

Individuals serving in a Schedule P/C position are not eligible to appeal adverse actions related to performance, discipline, or other matters arising under chapters 23, 43, and 75 of title 5, United States Code, to the Merit Systems Protection Board (MSPB).

Additionally, allegations involving prohibited personnel practices will be addressed by the Office of General Counsel, rather than the Office of Special Counsel.

Current or Former Political Appointees: Pursuant to the Office of Personnel Management (OPM) oversight authority under section 1104(b)(2) of title 5, United States Code (U.S.C.) and section 5.2 of title 5, Code of Federal Regulations, OPM requires agencies to seek their approval prior to appointing any current or former political appointee to a permanent position (without time limits) in the civil service.

A former or recent political appointee is someone who held a political appointment covered by OPM's policy within the previous 5-year period. OPM's oversight in this area safeguards merit system principles as well as fair and open competition free from political influence.

If you are currently employed, or have been employed within the last 5 years, you must disclose this information.

Failure to disclose this information could result in disciplinary action including removal from Federal Service.

Please visit the following link for the types of political appointments: Noncompetitive Appointment Authorities: The following links contain information on the eligibility requirements to be considered under a noncompetitive appointing authority: Primary Appointing Authorities for Career and Career-Conditional Appointments Hiring Authorities for Veterans People with Disabilities Selective Service: If you are a male applicant born after December 31, 1959, you must certify that you have registered with the Selective Service System, or are exempt from having to do so under the Selective Service Law.

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 notify the agency. The decision on granting reasonable accommodation will be made on a case-by-case basis.

Ethical Standards/Financial Disclosure: EXIM is committed to the highest ethical standards. As an employee, you will be covered by the criminal conflict of interest statutes and the Standards of Ethical Conduct for Employees of the Executive Branch.

You will be required to complete new employee ethics training within 3 months of your appointment.

If this position is subject to financial disclosure requirements (either public or confidential depending upon your position), you will be required to complete a new entrant financial disclosure report within 30 days of your appointment.