Deputy Associate Director, Center for Employment and Compensation

JobSummary

Under the general direction of the Associate Director for Workforce Policy and Innovation (WPI), the Deputy Associate Director, Center for Employment and Compensation (DAD EC), serves as a senior executive responsible for leading and directing Governmentwide human capital policy in the areas of hiring, recruitment strategy, pay administration, leave, and workforce flexibilities.

LowGrade

00

HighGrade

00

PromotionPotential

None

SubAgencyName

Workforce Policy and Innovation

OrganizationCodes

OT/OM00

Relocation

False

HiringPath

• ses
• public

MCOTags

TotalOpenings

1

AgencyMarketingStatement

Empowering Government Through People and Innovation: At the U.S. Office of Personnel Management (OPM), we lead and serve the federal government by delivering enterprise human capital solutions that build a trusted and effective civilian workforce. Guided by the administration's vision for a modern government, we are committed to: Transforming Federal Talent Systems: Modernizing hiring, pay, and benefits to attract and retain top talent across the federal workforce. Leading with Data and Technology: Establishing enterprise-wide human capital IT and data systems that support evidence-based decision-making and reduce fragmentation. Enhancing Customer Experience: Improving how OPM communicates and delivers services to agencies, ensuring responsiveness to emerging workforce needs. Strengthening Organizational Capacity: Building internal capabilities and partnerships to position OPM as the federal government's premier human capital leader. Through these strategic goals, OPM is delivering on the President's Management Agenda by fostering a government that works for everyone-powered by people, driven by data, and committed to service.

TravelCode

1

ApplyOnlineUrl

https://apply.usastaffing.gov/Application/Apply

DetailStatusUrl

https://apply.usastaffing.gov/Application/ApplicationStatus

MajorDuties

• As the Deputy Associate Director, Center for Employment and Compensation, you will be part of Workforce Policy and Innovation. The DAD EC provides executive leadership in the design, development, and promulgation of regulations, policies, and programs governing how Federal agencies recruit, examine, hire, compensate, and support the Federal workforce. The incumbent exercises broad authority and accountability for establishing Governmentwide frameworks that directly affect Federal agencies, employees, applicants, payroll providers, Shared Service Centers, and key interagency governance bodies. The work shapes workforce policy impacting millions of employees and applicants across the Executive Branch. If selected, you will be responsible for: Enterprise Hiring Policy and Talent Strategy Serving as the Governmentwide executive responsible for the strategic direction, development, and promulgation of Federal hiring policy across competitive and excepted service authorities. Provides enterprise leadership to modernize hiring frameworks, strengthen merit system implementation, and ensure legally sound, efficient, and effective recruitment and appointment practices. Overseeing policy governing recruitment, examination, probationary periods, and workforce restructuring authorities. Reviews and adjudicates agency requests for delegated authorities, variations, and waivers, ensuring consistency with statute, regulation, and Administration priorities. Drives Governmentwide hiring reform initiatives to improve efficiency, transparency, and the overall candidate experience. Leading the development and implementation of strategic recruitment and outreach frameworks to attract high-quality talent into Federal service. Provides executive oversight of initiatives supporting priority talent pipelines, including veterans, military spouses, individuals with disabilities, and early career professionals. Collaborates with agencies to strengthen employer branding, workforce marketing, and outreach effectiveness in alignment with Governmentwide priorities and Presidential directives. Compensation, Pay Administration and Workforce Flexibilities Providing executive oversight of Governmentwide pay administration policy and regulatory frameworks. Directs policy governing pay setting, annual adjustments, pay retention, premium pay, debt collection offset, furlough-related compensation, and related statutory authorities. Ensures that compensation policies are fiscally responsible, legally compliant, and strategically aligned to agencies' ability to attract and retain a high-performing workforce. Overseeing policy development and implementation for pay flexibilities and incentive authorities, ensuring appropriate use of recruitment, relocation, and retention incentives and other compensation tools that support mission-critical workforce needs. Directing Governmentwide policy for leave administration, work schedules, telework and remote work, and related workforce flexibilities. Ensures that leave and workplace policies promote mission continuity, employee well-being, operational resilience, and compliance with statutory and regulatory requirements. Providing executive leadership for emergency-related workforce policies, including Governmentwide dismissal and closure procedures, evacuation payments, and administrative leave authorities, ensuring timely, consistent, and mission-aligned implementation across agencies. Governance, Oversight and Interagency Leadership Providing authoritative policy interpretation and technical direction to agencies, payroll providers, and shared service centers to ensure consistent implementation of Governmentwide regulations and guidance. Establishes oversight mechanisms to monitor compliance, evaluate effectiveness, and identify opportunities for regulatory improvement or reform. Representing the agency in interagency, Executive Branch, and external forums on matters related to hiring policy, compensation, leave, and workforce flexibilities. Advises senior leadership on legislative proposals, regulatory changes, and policy modernization efforts affecting Federal human capital management. Ensuring all policies and programs under the organization's purview uphold merit system principles, support Administration priorities, and advance a high-performing, accountable Federal workforce.

Education

This position does not have an education requirement.

Requirements

Must be a U.S. Citizen or National Subject to a 1-year supervisory probationary period (unless already completed). Complete a Declaration for Federal Employment to determine your suitability for Federal employment, at the time requested by the agency If you are a male applicant born after December 31, 1959, certify that you have registered with the Selective Service System or are exempt from having to do so. File a Public Financial Disclosure Report OGE-278e within 30 days of appointment and annually from then on. You may be required to obtain and maintain an interim and/or final security clearance prior to entrance on duty. Failure to obtain and maintain the required level of clearance may result in the withdrawal of a job offer or removal. This is not a remote position, selectee will be required to report to the duty station on a regular basis. Telework may be authorized. There are three key documents that contain important information about your rights and obligations. Please read and retain these documents: Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, FD-258 Privacy Act Statement - FBI (this is the same statement used when your fingerprints are submitted as part of your background investigation), and SEAD-3-Reporting-U.pdf (dni.gov), (applicable to those who hold a sensitive position or have eligibility for access to classified information)

Evaluations

Once the application process is complete, a review of your resume and supporting documentation will be conducted. If you meet minimum qualifications, your Application Package will be further reviewed to determine if you possess the Executive Core Qualifications (ECQs) and Technical Qualifications (TQs) listed above. ECQs and TQs must be thoroughly addressed within your two (2) page resume. Separate narratives will not be accepted or reviewed. Highly Qualified applicants may undergo one or more interviews and may be referred to the selecting official for further consideration. Upon selection, if not already a member of the SES serving under a career appointment, the individual selected must have his/her executive qualifications certified by the U.S. Office of Personnel Management's SES Qualifications Review Board (QRB) before appointment to this position. The selected individual's application will be forwarded to the OPM for review and certification by the QRB, unless the selectee provides evidence of their noncompetitive status (i.e., a current SES, OPM QRB certified SESCDP graduate, or SES reinstatement eligible). Upon QRB certification, the selected individual will be required to serve a one-year probationary period. For more information regarding the SES, go to Hiring and Talent Development for the Senior Executive Service.

HowToApply

To apply for this position, you must complete the online application and submit the documentation specified in the Required Documents section below. The complete application package must be submitted by 11:59 PM (EST) on 04/27/2026 to receive consideration. To begin, click Apply to access the online application. You will need to be logged into your USAJOBS account to apply. If you do not have a USAJOBS account, you will need to create one before beginning the application. Follow the prompts to select and upload your résumé and/or other required documents to be included with your application package. You will have the opportunity to upload additional documents to include in your application before it is submitted. Your uploaded documents may take several hours to clear the virus scan process. After acknowledging you have reviewed your application package, complete the "Include Personal Information" section as you deem appropriate and click to continue with the application process. You will be taken to the online application which you must complete in order to apply for the position. Complete the online application, verify the required documentation is included with your application package, and submit the application. It is applicant's responsibility to verify that information entered and uploaded, (i.e., resume and other required documents) is complete, accurate, and submitted by the closing date. Human Resources will not modify or change any part of your application. Application packages will NOT be accepted via mail. Due to security processes, mail delivery takes approximately 2-3 weeks to process at which time the vacancy announcement will be closed, and no further consideration will be given to additional application packages.

WhatToExpectNext

To verify the status of your application, sign in to your USAJOBS account (https://www.usajobs.gov/), all of your applications will appear on the Welcome screen. The Application Status will appear along with the date your application was last updated. For information on what each Application Status means, visit: https://help.usajobs.gov/how-to. Once your online application is submitted you will receive a confirmation notification by email. Your application will be evaluated by the Human Resources Office to determine your eligibility for the position. After the evaluation is complete, you will receive another notification regarding the status of your application.

RequiredDocuments

A complete application includes items described below. Please note that if you do not provide all required information, 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). Please carefully review the following list to determine what documentation you need to submit. Some documents may not apply to all applicants. 1. RESUME: All applicants are required to submit a resume limited to two (2) pages (i.e., 1 page that is double-sided or 2 pages that are one-sided each) showing all relevant experience. Applicants seeking initial career appointment to the Senior Executive Service (SES) must include evidence of the ECQs and TQs. PLEASE DO NOT USE USAJOBS RESUME BUILDER. Your resume should also include the following: Vacancy Number: 12932099 Full name, mailing and email addresses, day and evening telephone numbers Educational information, including the name, city and state of colleges or universities you attended, as well as the type of degree received. Information about your paid and non-paid work experiences related to this position including: job title, duties and accomplishments, employer's name and address, duration of employment, and salary You may also include information about honors, awards, and special accomplishment. 2. VACANCY QUESTION/ASSESSMENT QUESTIONNAIRE RESPONSES: Responses are automatically submitted through USA Jobs when you apply to this vacancy. 3. ADDITIONAL REQUIRED DOCUMENTS: Applicants are required to submit the following supporting documentation if applicable: CURRENT OR FORMER SES MEBERS: Must provide your SES appointment SF-50 (Notification of Personnel Action), and an SF-50 showing current career SES status or career SES reinstatement eligibility. SES CANDIDATE DEVELOPMENT PROGRAM (SESCDP) GRADUATES: Verification of successful completion of an OPM-approved SESCDP and OPM SES QRB certification. CURRENT FEDERAL CIVIL SERVICE EMPLOYEE: Must provide a copy of your Notification of Personnel Action, Standard Form 50 (SF-50) or equivalent personnel action form reflecting you are a current Federal Civil Service employee. STRONGLY RECOMMENDED: Most recent performance evaluation.

Benefits

BenefitsUrl

https://www.opm.gov/healthcare-insurance/Guide-Me/New-Prospective-Employees/

OtherInformation

Recruitment or relocation incentives may be authorized. Relocation expenses (Permanent Change in Station costs) will not be paid. Actual salary for Senior Executive Service positions may vary depending on the scope and the complexity of the qualifications and current compensation of the selectee. Veteran's Preference does not apply to the Senior Executive Service. Mobility: Organizational and geographical mobility is essential in developing and managing SES leaders. Individuals selected for SES positions members may be subject to reassignment across geographical, organizational, and functional lines, and may be required to sign a Reassignment Rights and Obligation Agreement. Equal Employment Opportunity (EEO) Policy Statement: http://www.eeoc.gov/federal/index.cfm Employment Information Resources - Resource Center: https://help.usajobs.gov/how-to Males born after 12-31-1959 must be registered or exempt from Selective Service (see https://www.sss.gov/RegVer/wfRegistration.aspx) OPM must authorize any employment offers made to current or former (within the last 5 years) political Schedule A, Schedule C, or Non-career SES employees in the executive branch. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, or Noncareer SES employee in the executive branch, you must disclose that to the Human Resources Office.

KeyRequirements

WithinArea

False

CommuteDistance

0

ServiceType

03

AnnouncementClosingType

01

AgencyContactEmail

jobs@opm.gov

AgencyContactPhone

202-606-9321

SecurityClearance

Secret

DrugTestRequired

False

PositionSensitivitiy

NCS/High Risk

AdjudicationType

• Credentialing
• National security