Office of the Chief Human Capital Officer

Division of Staffing Operations (DSO)

Implements and administers recruitment and staffing for all offices agencywide. Employs technology to improve the efficiency and effectiveness of staffing operations, including electronic government recruitment and staffing systems.

Staffing and Recruitment Branch I and II (SRB1 and SRB2)

Implements human capital recruitment, staffing, and hiring policies for all offices agencywide. Provides guidance and recommendations to hiring managers and executive leadership concerning all operational aspects of human capital hiring and personnel processing. Assists managers and supervisors in applying human capital hiring strategies to solve workforce planning issues and close skills gaps.

Employs technology to improve the efficiency and effectiveness of operations, including electronic government recruitment and staffing systems (e.g., USAStaffing, USAJobs). Supervises the Processing and Quality Control Team (HQPQCT) to process HQ personnel actions. Interfaces with our payroll provider (Department of the Interior) and functions as a central processing unit to facilitate internal HR quality control efforts. Oversees and facilitates New Employee Orientation.

Division of Strategic Workforce Planning, Policy, and Leadership Development (DSWPPD)

Develops and implements human capital policies and operating procedures in a consistent manner throughout the agency. Provides program direction and liaison in support of human resources operations. Provides management advice and recommendations concerning all operational aspects of human capital management. Assists managers and supervisors in applying human capital strategies to solve workforce planning issues and close skills gaps. Provides strategic advisory services, guidance, information products, and support services for NRC managers and employees. Implements and administers a full range of human capital policies, programs, and services including employment, position management and evaluation, benefits, employee relations, strategic workforce planning, and performance management. Supports equal employment opportunity in the implementation of human capital policies and programs.

Strategic Workforce Planning and Talent Development Branch (SWPTDB)

Oversees OCHCO’s strategic workforce planning, policy, and non-technical training programs and processes.

Responsible for the strategic workforce planning process that includes proactive talent management through data-driven forecasting to predict future workforce supply and demand. By integrating human capital and operational data, the unit delivers the predictive insights necessary to target recruitment toward identified capacity gaps, steer reskilling and upskilling initiatives, and ensure the workforce remains aligned with evolving organizational requirements for long-term effectiveness.

Develops and publishes the Human Capital Operating Plan (HCOP). Participates in agency-wide Performance Management processes to integrate with Office's plans.

Provides a variety of programs for NRC staff development, including leadership development and training for the Senior Executive Service Candidate Development Program (SESCDP) to support a talent pipeline for senior executive positions. For new employees, the branch provides the NRC Ambassador and NRC Connect programs to help them acclimate to the agency. Ensures activities align with the agency Strategic Plan.

Maintains, oversees, and implements the NRC’s professional training in the areas of leadership, project management and staff retirement. The Branch supports the implementation of the NRC's learning management system and the Training Support Help Desk function. The Branch manages the Professional Development Center facility and the NRC's centralized agency-level external training program.

HC Policy, Employee Relations, and Accountability Branch (HCPER)

Provides leadership and oversight for agency-wide human capital programs that ensure compliance, fairness, and operational effectiveness. Responsible for developing, implementing, and maintaining policies that align with federal regulations, merit system principles, and agency objectives. A critical component of this responsibility is ensuring accountability for all human resources policies and programs, including adherence to requirements established by the Office of Personnel Management (OPM) and other federal oversight entities. This accountability function ensures that agency policies are consistently applied, evaluated, and updated to meet statutory and regulatory standards.

Manages employee relations activities across the agency, providing expert guidance and support to supervisors and managers on a wide range of workplace issues. These include disciplinary and adverse actions, administrative grievance procedures, prevention of harassment, and general conduct and performance matters. Fosters a work environment that is both compliant and conducive to organizational success.

Responsible for administering the agency's reasonable accommodation program. It ensures that accommodation requests are processed promptly and effectively in compliance with the Rehabilitation Act, the Americans with Disabilities Act, and related federal requirements. Provides consultation and technical assistance to managers, supervisors, and employees throughout the process, and develops training to promote awareness and understanding of reasonable accommodation obligations. Works closely with internal and external stakeholders to implement accommodations that enable employees to perform essential job functions while supporting organizational needs.

Supports supervisors in addressing performance and accountability issues. The central focus is on assisting supervisors in developing strategies and plans to address poor performance. This includes working collaboratively to identify performance deficiencies, outline improvement steps, and ensure compliance with due process requirements. The goal is to help supervisors resolve performance challenges effectively and fairly, while maintaining organizational standards.

Through these integrated functions: policy development and accountability, employee relations, reasonable accommodations, and performance improvement, the branch ensures that the agency maintains a workforce that is efficient, equitable, and aligned with its mission. Collaborates extensively with internal offices such as the Office of the Executive Director for Operations, Office of the Inspector General, Office of the General Counsel, Office of Small Business and Civil Rights, and regional offices, as well as external organizations such as OPM, to ensure that all programs meet government-wide standards and reflect best practices in human capital management.

Benefits, Classification, and Outreach Branch (BCOB)

Manages all benefits and worklife activities and programs for the offices. Develops, coordinates and implements benefit policies, such as health insurance, life insurance, Thrift Savings Plan, retirement estimates, counseling and processing, and worker's compensation. Oversees the policy and implementation of the agency’s various awards programs (e.g., performance awards, agency group awards, length of service awards, etc.), other employee recognition programs, employee performance management, and the implementation of the agency’s telework program.

Implements human capital policies and strategies for position classification, position management, and advisory services. Oversees outreach and targeted recruitment efforts (e.g., ADVANCE Act hiring authorities, student hiring, veterans hiring, etc.) to secure a highly qualified workforce that meets current and future agency needs, while identifying and tracking critical skill needs. Serves as the principal advisor to NRC staff on strategic recruitment, outreach activities, and special hiring authorities. Responsible for developing and implementing a comprehensive, integrated, and strategic approach to human resources initiatives, including identifying best practices and making recommendations to improve hiring metrics to meet agency goals consistent with merit system principles and applicable law. Serves as the liaison for all collaborative and reporting efforts related to strategic recruitment and outreach associated with agencywide hiring efforts. Writes and maintains operating guidance.

Division of Facilities and Security (DFS)

Oversees four branches and six teams responsible for NRC facility and security operations, personnel security, infrastructure, space and property management at Headquarters, regional offices and the Technical Training Center (TTC). Ensures occupant safety and the secure handling of classified information for employees, contractors, and licensees. Employees are multidisciplinary specialists in engineering, business administration, architecture, personnel and physical security, and logistics and property management.

Facilities Management Branch (FMB)

Manages the daily, sustainable, safe, and efficient operations of buildings. Responsible for infrastructure maintenance and administrative services such as fleet vehicle management, parking, and transit subsidy programs to support NRC operations at Headquarters, TTC, and the regional offices. Operates with three teams, the Facility Operations Team, Operations Team A, and Operations Team B.

Personnel Security Branch (PSB)

Manages the NRC Personnel Security Program ensuring that individuals granted access to classified or safeguards information, and sensitive facilities meet the highest standards of trustworthiness and reliability. Manages personnel vetting, adjudication, access authorization, drug testing, and continuous evaluation in compliance with federal regulations and security directives such as 10 CFR Parts 10, 11, and 25, Management Directive 12.3, and national security directives under ODNI’s Trusted Workforce 2.0.

Project Management and Logistics Branch (PMLB)

Manages the planning, design, tracking, and optimization of physical space to maximize space utilization to support the NRC mission and employees. Oversees major construction projects, move management, property management, and warehouse management responsibilities. Operates with one team, the Property and Logistics Team, that ensures compliance with various federal regulations such as the Federal Property and Administrative Act of 1949, Federal Management Regulations (41 CFR 102), Federal Property Management Regulations (41 CFR 101), NRC Management Directive 13.1, physical inventories in accordance with 41 CFR §109-1.5110, etc.

Security Management and Operations Branch (SMOB)

Manages facility and physical security operations to ensure the safety and security of agency personnel, assets, and sensitive information at Headquarters, TTC, and regional facilities. Prevents unauthorized access, mitigates security risks, responds to security incidents, and manages the insider threat program. Operates with two teams – the Security Operations Team and the Regional Security Team.