Deputy Director, Human Resources

There is only one city in the country that can say it is the Nation’s Capital – Washington, D.C. Given that distinction, the Metropolitan Police Department is the premiere law enforcement organization in the city. We receive over 22 million visitors a year, have almost 700,000 residents, and 21,000 private business. The Department consists of more than 4,200 members: approximately 3,550 sworn members and over 650 civilian employees. We are one of the most diverse and highly trained departments in the country. We have the honor of safeguarding and protecting not only our nation’s residents, but also people from all over the world.

The Metropolitan Police Department (MPD) offers an attractive benefits package. The benefits package includes competitive compensation, health insurance, prescription drug coverage, dental, vision, short and long term disability and life insurance, as well a strong retirement benefit and saving options. Employees are also eligible for our employer contributed 401a plan after one year of employment. Additional perks such as discounts on wireless carriers, gym memberships, amusement park tickets and much more! Additional information can be found at: DCHR Benefits

This position is located in the Metropolitan Police Department (MPD), Organizational Culture and Wellness Bureau (OCWB), Human Resource Management Division (HRMD). The incumbent serves as a Human Resources Advisor performing critical HR functions that support both operation and administration objectives, with full technical responsibility for managing, administering, and executing the development, implementation, and operation of all programs, policies, and procedures to support the MPD and HRMD, ensuring the effective execution of personnel policies, strategic workforce planning, and HR program administration. The position is instrumental in providing technical advice concerning full life cycle HR operations approaches and strategy as well as guidance and direction on all aspects of work performance.

The incumbent will be responsible for the following:

• Works alongside the Director and oversees the HR operations for MPD, ensuring the execution of personnel actions, recruitment, hiring, onboarding, and workforce planning in accordance with federal and District policies. Directs subordinate managers, supervisors and leads in the delivery of HR services to agency employees.
• Serves as a key Advisor to the Director, senior staff and managers and provides strategic workforce planning and assistance to supervisors and employees on personnel management HR regulations, policies and laws. Manages the establishment and implementation of a comprehensive HR framework of policies, procedures, and business practices to guide the execution of the HR Operational programs.
• Advises senior leadership on complex HR matters, including classification, compensation, labor relations, and performance management.
• Develops and implements workforce analytics and reporting mechanisms to drive data-driven decision-making within HRMD.
• Manages directly and through a subordinate supervisor, a team of professional, technical and administrative staff performing the HR functions.
• Makes decisions on work problems of non-supervisory employees rated by subordinate supervisors and direct reports. Provides advice and counsel to staff and recommends awards for bonuses for subordinate employees, as well as changes in position classification.
• Evaluates and serves as the reviewing official on evaluations on non-supervisory employees rated by subordinate managers/supervisors. Recommends approval of requests for personnel actions, such as appointments and promotions.
• Handles and resolves high-level personnel issues, and complaints from employees, disciplinary actions, responds to public records requests and identifies and addresses developmental/training needs of employees and advises on corrective actions, grievances, and employee relations and performance improvement related matters.
• Interviews and selects candidates for both supervisory and non-supervisory positions and recommends approval for selections for subordinate positions.
• Oversees the compliance with all EEO laws, regulations, and guidelines; reviews EEO metrics, trends, and progress; and uses data to drive decision-making and strategy adjustments.
• Works with the D.C. Department of Human Resources (DCHR) entities as necessary, coordinating HR functions including monitoring, reporting and responding to special issues/problems, proper classification of positions to the appropriate grade, series, and pay plan, benefits and retirement administration, recruitment and placement of personnel for/within the MPD and ensures that employees have the necessary tools and training to perform duties. Recommends necessary changes in position classification, subject to approval by the Executive Office of the Chief of Police (EOCOP).
• Works with the Director of Human Resources to oversee budget planning and resource allocation for HRMD operations and collaborates with the Office of the Chief Financial Officer (OCFO) in the identification, distribution, allocation, and control of FTEs throughout the agency. Establishes a viable agency position control system to maximize available manpower allocations and plan for unique human resource needs. Works with OCFO in agency personnel budget preparation and changes regarding existing personnel costs and changes in positions.
• Oversees periodic reviews of workload and workflow processes to evaluate new and existing HR programs. Proposes and implements recommendations to enhance efficiency and optimize the work environment. Identifies and eliminates or reduces productivity barriers, fosters team collaboration, and refines business practices.
• Provides HRMD representation at meetings, hearings, contract negotiations, presentations, proceedings, and committees, as appropriate. Assists subordinates, as necessary, in the delivery of human resources services to agency employees and makes decisions on work issues/problems presented by subordinates.
• Conducts projects and studies with other bureau/division managers. Analyzes and evaluates new and existing programs in terms of meeting the agency’s human resource management needs to comply with legal and governmental requirements.
• Reviews applicant backgrounds and make determinations on behalf of the Director as assigned.
• Keeps abreast of human capital developments and trends.
• Performs other related duties as assigned.

Licensures, Certifications and other requirements

Possession of a SPHR, PHR, SHRM-SCP, SHRM-CP, IPMA-CP, IPMA-CS, or equivalent professional human resources certification is preferred.

Education

High School Diploma or its equivalent is required. Bachelor's degree or higher is preferred.

Work Experience

Applicants must have at least one (1) year of specialized experience equivalent to at least the MS-13 grade level, or its non-District equivalent, gained from public or private sector. Specialized experience for this position includes, but is not limited to: experience performing the operational work of and/or providing oversight for HR programs in the areas of classification, recruitment and staffing, employee relations, EEO, performance, and awards; experience developing, interpreting and/or advising senior management on human resources policies and administration related to classification, recruitment, staffing, personnel action processing and employee benefits; experience providing input to the strategic planning of human capital resources for an organization; experience providing advice, guidance, and assistance to managers and employees to ensure compliance with policies and the appropriate human resources laws, rules or regulations; and experience supervising others.

Work Environment

Work location is in an office environment. Work is sedentary and may require walking and standing in conjunction with travel and attendance at meeting and conferences away from the work site and carrying light items, such as laptops, papers, books, small parts, and driving an automobile.

Other Significant Factors

This position is deemed as “Security Sensitive” pursuant to Chapter 4 of the D.C. Personnel Regulations, in addition to the general suitability screening and criminal background check (pre-employment and periodic), individuals may be subject to the following checks and tests: (select the appropriate designation, if applicable)
a. Traffic record check (as applicable);
b. Pre-employment drug and alcohol test (as applicable);
c. Consumer credit check (as applicable);
d. Reasonable suspicion drug and alcohol test;
e. Random drug and alcohol test;
f. Return to duty or follow-up drug and alcohol test; and
g. Post-accident or incident drug and alcohol test.

A background investigation, to include a criminal, traffic and credit check are required for positions with the Metropolitan Police Department.

The incumbent is required to possess and maintain a valid motor vehicle operator’s permit.

This position is “At Will”. At will employment applies to the Management Supervisory Service (MSS). All positions and appointments in the MSS serve at the pleasure of the appointing authority and may be terminated at any time with or without cause. This position is not in a collective bargaining unit.

If the position you are applying for is in the Career, Management Supervisory, or Educational Service at an annual salary of one hundred fifty thousand dollars ($150,000) or more, you must establish residency in the District of Columbia within one hundred eighty (180) days of the effective date of the appointment and continue to maintain residency within the District of Columbia throughout the duration of the appointment.

The District of Columbia Government is an Equal Opportunity Employer: all qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, genetic information, disability. Sexual harassment is a form of sex discrimination, which is also prohibited. In addition, harassment based on any of the above-protected categories is prohibited.

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