Federal Reserve Board of Governors
Manager, FRB Human Resources (Finance)
Managers perform the following responsibilities with regular guidance.
Functional Job Responsibilities:
Managers perform the following responsibilities with limited guidance:
Position Requirements:
A bachelor's degree in human resources, business administration, or other related field and a minimum of 7 years of related experience, or a master's degree in human resources, business administration, or other related field and 6 years of related experience.
Managers are capable of fully performing in these competencies:
Knowledge of Federal Reserve Systems: The ability to understand the Board & System as a whole and assess how developments in it may impact RBOPS.
Advocates for the Section/Division/Board: The ability to be an effective advocate.
Manages Programs and Projects: The ability to manage programs and projects to successful completion.
Manages Human Capital: The ability to effectively manage and develop their employees.
Decision Quality: The ability to make sound decisions using strong analysis and good judgement.
Learning Agility: The ability to build adaptability in self and others.
Drive for Excellence: The ability to deliver results by motivating staff and building high-performing teams.
Perspective and Strategic Agility: The ability to align teams and build plans to deliver on future needs.
Collaborative Relationships: The ability to encourage collaboration and build trust with self and others.
Effective Communication: The ability to persuasively convey information and build communication capability in others.
Remarks:
The manager of the Federal Reserve Bank Human Resources program leads a team of three members in support of the Board in carrying out its oversight responsibility of Reserve Banks' human resource management and operations. The manager is expected to manage ambiguity, respond to urgent and highly sensitive matters, and provide strategic perspectives and holistic solutions. The manager is also expected to proactively manage team and stakeholder expectations and provides guidance on data analytics and workforce strategies. The manager serves as the Board representative on appropriate committees and working groups and articulates Board policy and perspectives to ensure policy considerations are satisfied in System decisions. The manager participates as a liaison to System workgroups focused on a range of HR topics, including compensation, benefits, performance management, succession planning, job architecture, and human capital management technologies. Advanced degree in human resources, business, or a related field, preferred.
The manager collaborates with other members of RBOPS leadership to set strategy, goals, and direction for section and division. Fosters staff development and builds team capabilities and an environment in which staff are motivated and productive. Sets clear expectations, effectively delegates assignments, and provides timely feedback on the staff's performance.
Some travel is required.
Writing sample may be required.
This role is located in Washington DC and will require on-site presence.