Chief Human Resources Officer, Immediate Office (2022-179; Closing Opened Until Filled)

Human Resources Washington, District Of Columbia


POSITION TITLE: The Chief Human Resource Officer

Office of the Attorney General for the District of Columbia

Immediate Office, Human Resources Section
400 Sixth Street, N.W.
Washington, D.C. 20001

REMOTE WORK STATUS:  A hybrid remote telework/in-office schedule option is available.


The Office of the Attorney General for the District of Columbia (OAG) is committed to providing the highest quality legal and programmatic services to the district and its residents while ensuring the health and safety of employees, customers, clients, volunteers, contractors, and other visitors.

The District of Columbia Office of the Attorney General values the safety of our employees, our residents, and our visitors. In support of these values, OAG employees must be fully vaccinated against COVID-19, except when vaccination is not medically advised or violates sincerely held religious beliefs. The selected candidate must submit proof that you are fully vaccinated against COVID-19 to your initial HR representative, or you must request an exemption from your representative.

Positions in the Management Supervisory Service ("MSS") serve at the pleasure of the appointing authority and may be terminated at any time with or without cause.  This position is not covered under a collective bargaining agreement.



OPENING DATENovember 10, 2022  

CLOSING DATE: This Position Will Remain Opened Until Filled

SALARY RANGE:  $140,958 -- $197,337

This range is within the Management Supervisory Services salary schedule from Grade 16. The salary range is based on a multitude of factors including applicable rules, regulations, and guidelines. 


TYPE OF APPOINTMENT:  Management Supervisory Services – Regular Appointment 

COLLECTIVE BARGAINING UNIT:  This position is not in the collective bargaining unit.

AREA OF CONSIDERATION:   Open to the Public

DESCRIPTION OF DUTIES: The Office of the Attorney General for the District of Columbia is in search of a Chief Human Resources Officer. This position will report directly to the Chief Operating Officer (“COO”) and will be responsible for effectively managing the Human Resources functions for the agency and providing advisory services to the COO and executive leadership.

The Chief Human Resources Officer is responsible for:

  • Participates as a member of the agency's senior management team as an advisor in the human resources administration of the agency. Serves as the agency's principal point of contact for human resources inquiries and administrative issues. Conducts human resource strategic planning and partners with management to attract and recruit highly qualified candidates for the agency that result in a well-qualified and diverse workforce
  • Working with DCHR, Compensation & Classification Administration, as applicable, ensures that positions are assigned to the appropriate grade and pay scale. Works collaboratively with the COO, Chief Administrative Officer, and the Office of the Chief Financial Officer in the identification, distribution, allocation, and control of NTEs/FTEs throughout the agency.
  • Advises, guides, and counsels management in accomplishing organizational and operational goals and identifying and resolving human resource issues. Provides human resources policy guidance, technical expertise, and consultation to other managers and staff within the agency. Renders decisions in the interpretation of the human resources regulations to agency management and employees. Recommends human resource policy or operations changes, consistent with federal and District human resource laws, rules, regulations, priorities, objectives, and any new mandates to the agency head, and monitors implementation when approved. Recommends and facilitates revisions to OAG Personnel rules, as applicable
  • Coordinates the human resources functions including establishing a monitoring and reporting system and responding to high visibility/highly impactful concerns. Conducts periodic workload and workflow process analyses; proposes and implements recommendations to improve and enhance output in addition to improving the working environment and employee engagement. Finds and implements ways to eliminate or reduce barriers to effective production, promote team building and professional skills training, or improve business practices and perform related supervisory responsibilities, as required.
  • Works with DCHR entities, as appropriate/necessary, to ensure accurate benefits and retirement administration, position classification, recruitment, position management, and placement of personnel for/within the agency. Oversees the maintenance of department employee personnel files or the Official Personnel Folders.
  • Ensures controls are in place to identify staff development and training needs relative to the mission and function of the agency and that agency employees receive the necessary comprehensive skills training. Oversees OAG’s employee performance evaluation program.
  • Supports managers and supervisors in the areas of employee relations/labor relations and related personnel policies and procedures by working with OAG’s Counsel and the Office of Labor Relations and Collective Bargaining in negotiating competitive compensation and benefits through collective bargaining and by providing early intervention strategies for workplace disputes. May serve as OAG’s agency human resources representative at meetings, hearings, contract negotiations, presentations, proceedings, and committees. Acts as the agency's principal technical authority on grievances
  • Monitors and evaluates HR program effectiveness with a view towards the efficient accomplishment of objectives, avoidance of duplication of effort, maximum utilization of funds and personnel, and successful interaction with related programs. Analyzes and evaluates new and existing programs in terms of meeting the agency's human resource management needs, in order to comply with legal and governmental requirements.
  • Recommends changes to OAG human resources policies, regulations, and rules as appropriate. Where appropriate, takes lead on developing any new HR policies, procedures, regulations, and rules.
  • Develops equal employment opportunity and diversity action plans in consultation with the Office of Human Rights and oversees OAG’s Equal Employment Opportunity program.
  • Directs subordinate managers and supervisors in the delivery of human resources services to agency employees. Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities.
  • Creates, evaluates, revises, and maintains Standard Operating Procedures and internal HR policies in close collaboration with the COO.
  • Performs other related duties as assigned.

QUALIFICATIONS:  Bachelor’s degree required; Masters’ degree in business management, Finance, HR, or related field desired. The candidate should have also had at least 10 years of progressive human resources experience with at least 5 years of direct experience in a senior HR leadership role. Familiarity with DC personnel regulations and direct experience with DC government HR preferred. PHR/SPHR certification is preferred.

** Excellent communication, coaching, and interpersonal skills;
** Prior Union experience is highly desired
** Highly organized, strong attention to detail, and consistent follow-through;
** Demonstrated organizational and strategic leadership with a customer service mindset;
** Mastery of writing skills, analytical ability, and decision making skills, with proven positive outcomes;
** High level of professionalism and ability to consistently maintain confidentiality;
** Ability to thrive in a dynamic, fast-paced environment working independently with minimal supervision; and
** Ease in establishing relationships and operating autonomously and diplomatically.

** Ability to create and maintain strong team cohesion, good morale, and a thriving working environment.

** Ability to operationalize improvements from feedback from supervisors, managers, and staff.

SUBSTITUTION OF EDUCATION:  A substitution of education for required experience will be allowed as defined in OPM’s Qualification Standards. However, to receive credit, applicants must submit official proof of educational attainment at the time of application.

SUBMISSION OF RANKING FACTORS: The following ranking factors will be used in the evaluation process. All applicants MUST respond to the ranking factors by submitting responses in the relevant area provided in Jobvite. Please describe specific achievements, experience, education, training, etc., that demonstrate the degree to which you possess the job-related knowledge, skills, and abilities described in the ranking factors. The information given in response to the ranking factors should be complete and accurate to the best of your knowledge.


Ranking Factor #1: Ability to be a self-starter with strong analytical, problem-solving, and strategic thinking skills.

Ranking Factor #2: Excellent project management and organizational skills with the ability to manage multiple workstreams,  competing priorities, and deadlines effectively; keen attention to detail; and ability to adapt to a fast-paced environment with changing priorities.

Ranking Factor #3: Significant experience with and knowledge of the Human Resources discipline, including federal employment and labor laws and DC personnel regulations, laws,  and policies in the District Personnel Manual (DPM). Comprehensive working knowledge of all aspects of HR including but not limited to compensation and benefits, employee relations, training, HR Information systems, talent acquisition/recruitment, employee and labor relations, organizational development, and performance management.

Ranking Factor #4: Demonstrated experience assessing HR operations and programs to determine areas of opportunities for improvement as well as proposing solutions to increase effectiveness.

Ranking Factor #5: Strong relationship and team builder and effective communicator with experience leading diverse work teams, developing an organization-wide strategy for program excellence, and engaging with executive-level staff. 

ELIGIBILITY: The selected candidate will be subject to a general background investigation, including reference checks.

HOW TO APPLY:  Interested candidates must apply online by 11:59 pm of the closing date. All applications must include the completed questionnaire, along with a cover letter, resume, a list of three professional references including supervisors, and a writing sample. Please ensure that all required documents are included prior to submitting the application. Applications missing all required documents will not be considered.

This position is being re-advertised to increase the applicant pool. Applicants that applied previously do not need to re-apply.

HOW TO APPLY: Candidates should apply via Jobvite by 11:59 pm of the closing date indicated above.


GENERAL SUITABILITY SCREENING: The selected candidate will be subject to a background investigation including reference checks.

  Candidates who are eligible for the District of Columbia’s Displaced Employee Program (DEP) and Agency Reemployment Priority Placement Program (ARPP) will be given priority consideration for this position if found qualified.

EMPLOYMENT BENEFITS:  Selectee will be eligible for health and life insurance, annual (vacation), and sick leave and will be covered under the District of Columbia government’s retirement plan. However, if the selectee was previously employed in the District of Columbia’s government under an appointment for which he/she was eligible for Civil Service Retirement (CSR), contributions to CSR will resume upon re-employment.

RESIDENCY PREFERENCE AMENDMENT ACT OF 1998:   A person applying for a position in the Career Service, Education Service, Management Supervisory Service, an attorney position in the Legal Service (series 905) other than in the Senior Executive Attorney Service (SEAS), or an attorney in the Excepted Service (series 905) who is a bona fide District resident AT THE TIME OF APPLICATION for the position, maybe awarded a 10-point residency preference over non-District residents’ applications unless the person declines the preference points.  If selected, the person shall be required to present no less than 8 proofs of bona fide District residency and maintain such residency for 7 consecutive years from the effective date of the appointment.  Failure to maintain bona fide District residency for the 7-year period will result in forfeiture of employment.

VETERANS’ PREFERENCE:  Applicants claiming Veterans’ preference must submit official proof at the time of application.

DRUG-FREE WORKPLACE:  Pursuant to the requirements of the Drug-Free Workplace Act of 1998, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after the conviction of or a plea of guilty to a violation of any criminal drug statute occurring in the workplace.

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, political affiliation, physical disability, matriculation, genetic information, credit information, or status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking.

NOTICE OF NON-DISCRIMINATION: In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 etseq., (Act) the District of Columbia does not discriminate on the basis of actual or perceived race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, familial status, family responsibilities, matriculation, political affiliation, disability, genetic information, source of income, or place of residence or business. Sexual harassment is a form of sex discrimination that is also prohibited by the Act. In addition, harassment based on any of the above-protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action.


Important: Your COMPLETE application is important to OAG hiring process. Please ensure that you have read through the requisition in its entirety. Any REQUIRED document/s i.e. Resume, Cover Letter, DC2000RP, and/or KSAs as applicable, are included BEFORE you SUBMIT the application. You will NOT be able to re-submit. Thank you.