Summary
The Office of the Deputy Assistant Attorney General for Human Capital (DAAG/HC) provides Departmental oversight of human capital and related services, including the Office of Human Capital, which provides enterprise human capital services; the Resolution Management Staff, which leads the equal employment opportunity program; and the Museum and Library Staff, which supports the Department's legal reference and research needs.
Duties
The Deputy Assistant Attorney General-Human Capital (CHCO) operates under the authority and direction of the Assistant Attorney General for Administration (AAG/A), Justice Management Division (JMD), and is responsible for Departmental Human Capital Management (OHC), Museum and Library Staff (LS), Resolution Management Staff (RMS), as well as administrative support functions. The DAAG-OHC serves as the Department's Chief Human Capital Officer and in that capacity is responsible for ensuring that the Department has a strategic approach for attracting, maintaining, and developing the human capital needed to carry out the mission of the Department of Justice. More specifically, the DAAG-OHC (CHCO): Provides strategic leadership for DOJ's human capital enterprise, ensuring workforce policies, programs, investments, and strategies are aligned with the Department's mission, strategic priorities, budget, and evolving workforce needs. Advises the Attorney General, Deputy Attorney General, AAG/A, and senior Department leadership on workforce strategy, talent management, organizational effectiveness, employee development, performance, and other critical human capital matters. Leads the development and execution of DOJ's Department-wide human capital strategy, including workforce plans, policies, governance structures, performance measures, and accountability mechanisms. Oversees workforce planning and talent strategies to ensure DOJ has the leadership, skills, competencies, and organizational capacity needed to meet both current and emerging mission requirements. Provides executive oversight of major human capital programs, including recruitment and staffing, succession planning, leadership development, performance management, employee engagement and retention, organizational design, labor and employee relations, and workforce development. Establishes Department-wide human capital policies and standards and ensures programs and practices comply with applicable laws, regulations, merit system principles, OPM requirements, Executive Orders, and Department policy. Uses workforce data, analytics, evaluations, and performance measures to identify trends and risks, assess program effectiveness, and drive improvements in workforce performance, organizational capability, efficiency, and mission readiness. Leads executive oversight of assigned DOJ organizations, setting strategic priorities, performance expectations, resource objectives, and management direction while holding senior executives accountable for results, compliance, and effective stewardship. Represents the Department on Government-wide human capital matters, serving as DOJ's senior liaison with OPM, OMB, the Chief Human Capital Officers Council, other federal agencies, and interagency and external stakeholders. Identifies emerging workforce challenges and leads enterprise-wide solutions, addressing organizational barriers, human capital risks, modernization needs, and opportunities to strengthen DOJ's workforce and overall mission effectiveness. Leads Resolution Management Staff (RMS) in EEO and workplace programs by developing policy, ensuring regulatory compliance, advising leadership and stakeholders, and monitoring program effectiveness. Oversees EEO complaint processing, reasonable accommodations, veterans programs, complaint adjudication, and sexual misconduct response, including investigations, corrective actions, dispute resolution, training, and compliance monitoring. Provides oversight over the Director, Library Staff (LS) ensuring Department-wide legal and general reference, research, acquisitions, cataloging, and digitization services; manages access to extensive legal and non-legal print and electronic resources; and supports the research and information needs of DOJ Offices, Boards, and Divisions.
Requirements
Conditions of Employment: You must be a United States Citizen or National. Veterans' preference is not applicable to the Senior Executive Service. Selective Service registration is required for males born on, or after, December 31st, 1959. Those not registered should have an approved exemption on file. You will be required to complete a pre-employment security investigation and background check for the security level designated for this position. You will be required to undergo a drug screening and obtain favorable results prior to being appointed. You may be subject to a one-year probationary period effective from the date in which you are appointed. This position requires you to submit a Public Financial Disclosure Report (OGE 278) upon entry, and annually thereafter in accordance with DOJ and Federal ethics guidelines. You must meet all minimum qualifications to be deemed eligible. Only experience obtained by closing date of this announcement will be considered. As a basic requirement for entry into the SES, applicants must provide evidence of progressively responsible leadership experience that is indicative of senior executive level management capability and directly related to the skills and abilities outlined under the Mandatory Technical Qualifications and Executive Core Qualifications.
Education
In accordance with the Office of Personnel Management (OPM) Qualification Standards for the 0201 occupational series, there is no specific educational requirement for the position.
How you will be evaluated
Only experience obtained by the 11:59pm EST on the closing date (10/21/2026) of this announcement will be considered. Once this announcement closes the following will occur: A review of your resume, clear evidence of the 5 ECQs and MTQs, and supporting documentation will be conducted by the HR Specialist. Applicants deemed minimally qualified will be referred to an Executive Resources Board (ERB) to further evaluate applications. The ERB will further evaluate applications to determine the best qualified applicants for referral to the hiring official. Best qualified applicants will be referred to the hiring official and may be invited to participate in a structured interview. Interviews may be in a virtual setting or in person at DOJ offices. The selectee will receive a tentative offer from the agency; however, before an agency can appoint a new Senior Executive Service member, the selected individual will be subject to further evaluation through a Structured Interview by the Office of Personnel Management (OPM) Qualifications Review Board (QRB) as required by law. OPM must review the executive qualifications of each new career appointee to the Senior Executive Service (SES) prior to appointment. NOTE: You MUST address all MTQs as required above, but do not need to address the ECQs if you: Are currently serving under a career SES appointment; Are eligible for reinstatement into the SES; or Have successfully completed a SES Candidate Development Program and been certified by Office of Personnel Management (OPM). Proof of Qualifications Review Board (QRB) certification must be provided in your application.