Director, Human Resources, IS-0201-14

Job Description

Job Description

Description

OPENING DATE: May 27, 2026
CLOSING DATE: June 26, 2026
SERIES/GRADE: 0201/14
TYPE OF POSITION: Trust Indefinite (Non-Federal)
DIVISION: Human Resource Department
LOCATION: Cambridge, MA
AREA OF CONSIDERATION: This position is open to all eligible candidates.

SAO is unable to provide sponsorship for this position.

What are Trust Fund Positions?

Trust Fund positions are unique to the Smithsonian. They are paid for from a variety of sources, including the Smithsonian endowment, revenue from our business activities, donations, grants and contracts. Trust employees are not part of the civil service, nor does trust fund employment lead to Federal status. The salary ranges for trust positions are generally the same as for federal positions and in many cases trust and federal employees work side by side. Trust employees have their own benefit program, which may include Health, Dental & Vision Insurance, Life Insurance, Transit/Commuter Benefits, Accidental Death and Dismemberment Insurance, Annual and Sick Leave, Family Friendly Leave, 403b Retirement Plan, Discounts for Smithsonian Memberships, Museum Stores and Restaurants, Credit Union, Flexible Spending Account (Health & Dependent Care). 

Conditions of Employment

• Pass Pre-employment Background Check and Subsequent Background Investigation, as required.
• Complete a Probationary Period if applicable. 
• Maintain a Bank Account for Direct Deposit/Electronic Transfer.
• The position is open to all candidates eligible to work in the United States.  Proof of eligibility to work in U.S. is not required to apply.
• Applicants must meet all qualification and eligibility requirements within 30 days of the closing date of this announcement. 

OVERVIEW

INTRODUCTION
The Smithsonian Astrophysical Observatory (SAO) is at the forefront, internationally, of the scientific exploration of the universe. SAO combines its resources with those of the Harvard College Observatory to form the Harvard-Smithsonian Center for Astrophysics (CfA). The CfA is the best-known astrophysics center in the world. Its programs range from ground-based astronomy and astrophysics research to space-based research, the engineering and development of major scientific instrumentation for space launch and use in large ground-based facilities, and research designed to improve science education. The research objectives of SAO are carried out primarily with the support of Government and Smithsonian Institution funds, with additional philanthropic support.  Government funds are in the form of Federal appropriations or the form of contracts and grants from other agencies. In contrast, Institution funds are available to SAO through grants from the Institution's Restricted Funds, Special Purpose Funds, Bureau Activities, Business Activities, and non-Federal contracts and grants. 

SUMMARY
The position provides direction to subordinate managers, supervisors, and technical specialists, exercising broad authority for the supervision and integration of complex human resources programs. The incumbent is responsible for overseeing both Federal and non-federal (Trust) hiring processes, ensuring consistency, efficiency, and compliance across categories of employment. The incumbent leads electronic initiatives and modernization efforts, driving the adoption of new HR systems, digital workflows, and process innovations to enhance efficiency, transparency, and the employee experience across the organization.

MAJOR DUTIES

1. Strategic Planning and Program Leadership

• Develop and implement human resources strategies aligned with SAO’s mission and Smithsonian priorities.
• Advises the Director, COO, and senior leadership on workforce planning, personnel matters, and organizational initiatives. 
• Provide regular reporting to the SAO executive on HR processes, metrics, and progress towards goals.
• Represent the Human Resources Department on SAO wide committees, working groups, and task forces, focused on improving HR policies and practices. 
• Represent SAO on Smithsonian task forces, committees, and study groups to improve HR policies and practices.
• Demonstrate authority in building and managing collegial and collaborative teams, with the Coaches, models, and provide training on strategies for building and managing collegial, collaborative teams to achieve organizational objectives.
• Coaches, models, and provides training on approaches for establishing and maintaining collegial relationships across the organization.
• Program improvements across multiple sites, ensuring compliance and consistency.
• Prepare and deliver reports on HR metrics, trends, and progress toward goals to inform senior leadership in support of strategic planning.
• Leads the effort to update HR operations by introducing electronic systems and digital tools to improve efficiency, accuracy, and enhance responsiveness and accessibility.

2. Program Administration and Policy Implementation

• Ensure compliance with federal law, Smithsonian policy, and SAO’s research mission by evaluating program effectiveness and developing internal procedures and guidance for equitable application of HR policies across all programs such as employee relations, performance management, training, and benefits.
• Provide oversight of workload distribution and ensure HR systems accuracy, consistent policy application, and functional database integrity across units.

3. Hiring, Classification, and Compensation

• Direct recruitment, selection, and onboarding for both Federal and non-Federal (Trust) position s across all SAO locations, including the oversight of position classification and compensation analysis to support pay equity, salary structures, and adjustments. 
• Provides oversight of including promotions, transfers, reassignments, and commendations, ensuring compliance. 
• Partner with hiring managers to provide smooth and efficient hiring, providing technical advice on staffing strategies for scientific and technical positions. 

4. Workforce Services and Support

• Supervise HR staff reviewing performance management, professional development, and HR operations; partners with the Smithsonian benefits office to ensure effective delivery of HR services. 
• Deliver training, briefings, and communications on HR policies for staff and supervisors.
• Support professional development, onboarding, and retention across all workforce categories, including administrative, management, technical, scientific, and education staff.
• Manage SAO’s visa program for employees, affiliates, and dependents, providing oversight for SAO’s immigration services. Serves as the Responsible Officer for the J-1 Visa Program, advice on complex permanent residency cases and applications for O-1 visas meant for individuals with extraordinary ability. 

5. Equal Employment Opportunity (EEO) and Labor Relations

• Develop and monitor equal opportunity practices and communicate EEO objectives to staff, ensuring nondiscriminatory practices in hiring, promotion, recognition, and employee development.
• Advise the Director, COO, and leadership on employee relations, disciplinary actions, grievance procedures, and third-party reviews.
• Participate in reduction-in-force (RIF) planning and employee transition support, including counseling, severance, and outplacement services; approve or recommend serious disciplinary actions, including removals.

5. Immigration and International Programs

• Manage visa processing for foreign national employees and affiliates, including H-1, J-1, O-1, TN-1, and permanent residency petitions. 
• Serve as the responsible officer of our J-1 program, ensuring alignment with the program goals, submitting annual reports, and overseeing day-to-day management of the program. 
• Serve as liaison with the Smithsonian’s Office of Global Affairs, U.S. Citizenship and Immigration Services, Department of Labor, and Department of State.
• Advise managers and employees on visa eligibility, restrictions, and compliance requirements.
• Ensure timely renewal of visas and monitor institutional compliance with federal regulations.

6. Risk Management and HR Technology/Analytics

• Ensure compliance with workplace safety standards, Smithsonian policies, and applicable employment regulations.
• Partner with supervisors and safety officers to identify and mitigate workplace risks.
• Oversee HR recordkeeping and ensure confidentiality, data security, and regulatory compliance.
• Lead implementation and management of HR technology systems to improve service delivery.
• Drive modernization and electronic initiatives, including integration of advanced HR platforms, employee self-service tools, and digital communications.
• Use workforce data and HR analytics to inform decision-making on staffing, retention, compensation, and organizational effectiveness.
• Engage with colleagues in the Smithsonian’s Office of General Counsel, Office of Human Resources, and the Office of Global Affairs to ensure SAO maintains compliance and engagement with Federal Laws, OPM policies, Smithsonian Directives, and other related policies and procedures. 

Other duties as assigned. 

QUALIFICATION REQUIREMENTS

Basic Requirements:
Candidates must possess at least one year of specialized experience at or above the grade 13 level in similar positions, such as demonstrated skill in implementing HR policies and procedures across multiple areas, such as staffing, classification, and employee relations, proficiency in applying federal position classification standards and guidance, and working knowledge of immigration law as it relates to employment and workforce management. 

Knowledge, Skills, and Abilities required :

• Mastery of HR principles, concepts, and regulations; deep knowledge across classification, staffing, employee relations, compensation, performance management, training, and HR systems.
• Expert knowledge of federal position classification, including application of OPM standards and guidance.
• In-depth understanding of or ability to learn research operations, with the ability to align HR policies and practices to support research goals.
• Advanced ability to assess and translate legislative changes into actionable HR strategies.
• Skill in coordinating multiple complex HR activities across geographically dispersed teams.
• Expert written and verbal communication skills, with the ability to explain, advocate, implement policies, and constructively resolve disputes
• Ability to stay abreast of changes in employment and immigration law and apply them effectively to SAO programs.
• Demonstrated authority in building and managing collegial, collaborative teams, with the ability to coach supervisors and provide institution-wide training.
• Expertise in establishing and sustaining collegial relationships across all organizational levels, with the ability to model effective practices and mentor supervisors.
• Expert knowledge of delegated examining procedures, principles, and merit system requirements to ensure compliance with Federal hiring laws and regulations, and the ability to advise on competitive hiring practices. 

Education completed outside the United States must be deemed equivalent to higher education programs of U.S. Institutions by an organization that specializes in the interpretation of foreign educational credentials. This documentation is the responsibility of the applicant and should be included as part of your application package.

 

Any false statement in your application may result in rejection of your application and may also result in termination after employment begins.

Join us in "Inspiring Generations through Knowledge and Discovery."

 
Resumes should include a description of your paid and non-paid work experience that is related to this job; starting and ending dates of job (month and year); and average number of hours worked per week.  

What To Expect Next: Once the vacancy announcement closes, a review of your resume will be compared against the qualification and experience requirements related to this job. After review of applicant resumes is complete, qualified candidates will be referred to the hiring manager.

 

Relocation expenses are not paid.

The Smithsonian Institution provides reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation should contact View email address on ziprecruiter.com. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.  To learn more, please review the Smithsonian’s Accommodation Procedures.

The Smithsonian Astrophysical Observatory is an equal opportunity employer. Please visit the SAO website at