WHAT IS HUMAN CAPTIAL OFFICE? A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions Position(s) are to be filled in following area(s): HCO - Office of Executive Services (OES) This job (or announcement) is open to current permanent IRS competitive service employees in HCO - Human Capital Office business units. REVIEW THE ADDITIONAL INFORMATION BELOW FOR FURTHER DETAILS
General Manager Duties: As a Senior Manager you will: Exercise delegated managerial authority to oversee the overall planning, directing and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational unit or lower organizational levels.
Approve multi year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manage the overall work to enhance achievement of the goals and objectives. Oversee the revision of long range plans, goals and objectives for the work directed. Manage the development of policy changes in response to changes in levels of appropriations or other legislated changes.
Manage organizational changes throughout the organization directed or major change to the structure and content of the program or program segments directed. Exercise discretionary authority to approve the allocation and distribution of funds in the organizations budget. The following are the job specific duties of this position. You will have the opportunity to learn to perform these duties and receive training to help you grow in this position.
Plans, organizes, directs, and evaluates the operations of the Executive Services, ensuring executive human capital programs are administered efficiently, consistently, and in compliance with applicable statutes, regulations, executive orders, Office of Personnel Management guidance, Treasury directives, and IRS policies.
Establishes strategic goals, operating priorities, and long-range objectives that support IRS workforce strategies, executive leadership priorities, and organizational mission requirements. Develops operational plans, establishes performance expectations, and allocates financial, human capital, and organizational resources to accomplish program objectives while maintaining effective stewardship of government resources.
Provides leadership to professional staff responsible for administering enterprise executive resources programs. Establishes priorities, balances workloads, monitors organizational performance, evaluates program accomplishments, and reallocates resources to address changing mission requirements and emerging executive workforce needs.
Ensures organizational activities are integrated across Human Capital and other IRS organizations to promote consistent application of executive personnel policies and effective service delivery. Provides direction and oversight for the Servicewide administration of executive resources programs supporting the Senior Executive Service and other executive personnel systems.
Directs the planning, implementation, coordination, and evaluation of executive staffing activities, Executive Resources Board operations, Qualifications Review Board submissions, executive recruitment, executive onboarding, executive mobility, executive performance management, executive development, succession planning, executive personnel actions, and related executive human capital initiatives.
Serves as the principal executive advisor on executive human capital matters affecting Servicewide executive workforce management.
Provides authoritative advice and recommendations to IRS executives, Human Capital leadership, Treasury officials, and Office of Personnel Management representatives regarding executive staffing strategies, executive personnel policies, succession planning, organizational effectiveness, executive development, and other complex executive resources issues requiring senior-level consideration.
Directs strategic studies, workforce analyses, and program evaluations involving executive staffing trends, executive workforce demographics, succession planning, organizational capability, executive development outcomes, workforce risks, and emerging executive human capital issues.
Evaluates complex qualitative and quantitative data to identify organizational trends, assess program effectiveness, STANDARD POSITION DESCRIPTIONS (SPD): PD26860 Visit the IRS SPD Library to access the position descriptions.
A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements.
You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. Click here (Section 3, Explanation of Terms) or here for Foreign Education Credentialing instructions.
We recommend choosing an evaluator from a member organization of one of the following national associations of credential evaluation services: National Association of Credential Evaluation Services (NACES) or Association of International Credentials Evaluators (AICE).
As a current employee, you know the great benefits we offer. Should you have any questions about benefits, please contact the Employee Resource Center (ERC) at 1-866-743-5748 option #1 for ERC.
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This position is with Internal Revenue Service, Department of the Treasury.
The posted pay range is $125776 – $197200/yr.
This position is eligible for telework.
Applications close on 2026-10-01.
This is a Tour of Duty: Day Shift, Monday-Friday 8:30am-4:30pm, 40 hours per week position.
This position is open under the 'Fed Transition' hiring path.
Source: USAJOBS.gov — U.S. Federal Government
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