Deputy Director, Office of Human Resources (OHR)

Deputy Director, Office of Human Resources (OHR) Overview Announcement number/Req ID: req793 Closing date: 9/3/2026 Pay scale & grade: CP 13- 13 Salary: 189,815.00 - 218,360.00PA Job series: 0201 Appointment type: Permanent Work schedule: Full-Time Locations 1 vacancies in the following location: Washington, DC20001 Relocation expenses reimbursed: No Telework eligible: False Duties Summary The United States Capitol Police (USCP) safeguards the Congress, Members of Congress, employees, visitors, and Congressional buildings and grounds from crime, disruption, and terrorism. We protect and secure Congress so it can fulfill its constitutional and legislative responsibilities in a safe, secure and open environment. Responsibilities Thisposition is located in the Office of Human Resources (OHR), Office of the Chief Administrative Officer, UnitedStates Capitol Police (USCP). The OHR is responsible for the strategic leadership, planning, administration, and coordination of all human capital and related systems, and responsibilities for the USCP. OHR also provides services as the Chief Human Resources Capital Officer that focuses on agency-wide human capital strategies. The Deputy Director reports directly to the Director, Office of Human Resources/Chief Human Capital Officer (OHR/CHCO), and shares fully with the Director in the overall management of OHR activities, providing broad human resources expertise across OHR programs. Responsible for managing and coordinating the day-to-day operations and information within the organization. Provides recommendations, project coordination and project assistance to the Director. Serves as the sole coordinator, acting under the auspices of the Director on special projects and proposals which at times have sensitive and confidential material. Utilizes thorough knowledge and understanding of the USCP mission, objectives, and program goals in advising the Director, Chief Administrative Officer, Chief of Police, and other program officials on the formulation of major plans and policies to ensure progressive human resources, organization and management policies, programs, and practices. The Deputy Director provides decision support to the Director, OHR and is intimately involved in broad program policy development and implementation of the HR policy both internally to OHR and the Department, and is instrumental in structuring and managing the program, budget, and personnel resource decision process. Provides authoritative and comprehensive advice and assistance to ensure the integration and validation of HR budget programs and institutionally managed requirements. Develops, prepares, analyzes, and validates short and long-term budget planning estimates in support of objectives and related work. In collaboration with the Director, OHR, and other key USCP managers, formulates performance measurement results and linkages as an essential part of the performance-based budget for the agency. The tour of duty for this position is the hours required to meet the needs of the Office. Hours are subject to change on short notice and may require working additional duty. Performs all other duties assigned. Travel required: 1 Occasional travel - You may be expected to travel for this position. Supervisory status: True Promotion potential: 13 Requirements You must be a U.S. citizen. This position requires a Top-Secret security clearance. Successful completion of a background investigation is required. Must complete a one-year probationary period. Qualifications In orderto qualify, you must meet the education and/or experience requirements described below. For the CP-13 level you must have one year (52 weeks) of specialized experience equivalent to at least the CP-12/GS-14 level managing and directing human resources functions and activities, including providing program leadership, direction, guidance, oversight, and advisory/consultation services as it relates to the following HR programs (at least 2): Compensation Management; Payroll and HR information systems; Human Resources Recruitment; Staffing and Placement; Employee and Labor Relations; Performance Management; Employee Benefits; and Employee Assistance. All eligibility requirements must be met by the closing date of the vacancy announcement. (Information on Qualification & Education is located at the following link: Education There is no education substitution for experience in this series and/or grade. Additional Information Additional Conditions of Employment with the USCP: As per the Congressional Accountability Act (CAA) and the Fair Chance to Compete for Jobs Act of 2019, criminal history information will only be collected following a qualifications review and after a tentative offer of employment has been made. A criminal history does not automatically exclude an applicant from employment with the USCP. Criminal History Check — Must successfully pass a comprehensive criminal history check of the past 10 years if offered employment. A criminal history check will be performed on applicants who accept an offer of employment. Credit Check — Must successfully pass a credit check. Applicants must not be in default or delinquent on any Federal guaranteed student loans. Applicants must demonstrate a competent financial history. Financial delinquency including collection accounts, liens, repossessions, or garnishments may be a basis for disqualification. Selective Service Registration — Male applicants must provide verification of registration with the Selective Service System or must verify exemption from the Selective Service System registration because of age or military status. Female applicants are exempt from Selective Service System registration. Check — Applicants' fingerprints will be submitted to the Federal Bureau of Investigation (FBI) for a check of their criminal history record. Background Investigation — Must successfully complete all components of the USCP full field background investigation. There are few automatic grounds for rejection in the USCP background investigation process. Issues of misconduct, such as illegal drug use, arrests, or convictions, may not be automatically disqualifying. However, deliberate misstatements, omissions, or intentionally withholding required information at any phase of the hiring process will result in a candidate's disqualification regardless of the nature or reason for the misstatement or omission. The primary reason candidates fail a background investigation is due to deliberately withholding or omitting material facts. Providing false and/or misleading information may be grounds for removal from the application and selection process. How You Will Be Evaluated Evaluation Factors: Please address all Knowledge, Skills and Abilities (KSAs) within the narrative responses so that your experience can be evaluated properly. We will review your resume, assessment questionnaire, and supporting documentation to determine if you meet the minimum requirements for this job. If you meet the minimum requirements for this job, we will evaluate your application materials to assess the quality, depth, and complexity of your qualifications, accomplishments, experience, and education as they relate to the requirements listed in this vacancy announcement. Failure to successfully pass a full field background investigation and all segments of the pre-employment evaluation process will result in disqualification from further consideration under this vacancy announcement. Security clearance: 3 Drug test required: No Required Documents The following documents are required and must be received by the closing date of this announcement: 1. Your resume: Page limit is two (2) pages and should include a description of related job duties as well as dates of employment (mm/yy). Margins cannot be smaller than .5 all around and the font no smaller than 11-point. 2. Other supporting documents: - Veterans Preference Documentation, if applicable. - College transcript(s), if qualifying based on education, or other documentation to prove possession of the basic requirements for this position. Next Steps After a review of your application materials is made, you will be notified of your eligibility status. If you are referred to the hiring official, you will receive further notification. If further evaluation or interviews are required, you will be contacted. Please note that if you are not selected for this position, the USCP may not be able to provide specific feedback or disclose the reasons for your disqualification, due to confidentiality and legal considerations related to the hiring process. Equal Employment Opportunity Policy: The United States Capitol Police is an equal opportunity employer. All applicants will be considered without discrimination based on national origin, race, religion, sex (including marital or parental status), disability, age, or any other basis prohibited by applicable law. #J-18808-Ljbffr U.S. Capitol Police