USPSC Diversity, Equity and Inclusion Team Lead

SOLICITATION NO.: 720FDA20B00084
ISSUANCE DATE: November 11, 2020

CLOSING DATE AND TIME FOR RECEIPT OF OFFERS: This solicitation is open and
continuous until July 14, 2021. The following are the closing dates for each review period:
December 2, 2020, 12:00 P.M. Eastern Time
March 22, 2021, 12:00 P.M. Eastern Time
July 14, 2021, 12:00 P.M. Eastern Time

Offerors not selected during a previous review period must reapply in order to be considered
for positions available in subsequent review periods. A review period may be cancelled at
HBMO’s discretion.

POINT OF CONTACT: HBMO Recruitment Team, [email protected]

DUTIES AND RESPONSIBILITIES

Management
 Ensure the Diversity, Equity and Inclusion (DEI) Team is fulfilling the team’s mandate to develop and implement a continuous diversity, equity, and inclusion strategy in line with and in support of USAID’s Diversity and Inclusion Strategic Plan, ultimately leading to a diverse, equitable and inclusive workplace.
 Manage the activities of the DEI Team and provide training, guidance, and support to team members as needed.
 Conduct quality assurance on team work products, ensuring that written communications and presentations are clear, concise, accurate and error-free.
 Proactively problem-solve and mitigate risks before they arise.
 Create and maintain a collaborative and effective team environment while setting the tone and example for open communication and regular coordination; a work environment conducive to mutual respect; clear expectations for performance; and clear delegations of roles, responsibilities, and authority.
 Ensure the DEI Team management and supervision structure is in place; hiring staff; developing solicitations; ensure performance evaluations, staff development plans, and training are in place for the entire team; and effectively address performance issues of DEI Team staff, as needed.
 Create a culture of civility and respect whereby both managers and employees are expected to behave professionally at all times.
 Set workload and direct assignments for DEI staff.

Representation
 Represent BHA’s DEI program to BHA senior leadership and to relevant groups across USAID in written and oral forms, including drafting of memos, oral presentations, written policies, and advocacy documents.
 Represent BHA staff’s interests and reflect the Agency’s guidance and efforts back to BHA via participation in relevant DEI groups across USAID.
 Serve as BHA’s official liaison and representative with relevant USAID groups, including relevant Employee Resource Groups, USAID’s Office of Civil Rights and Diversity, Executive Diversity Council, Staff Care, Employee and Labor Relations and Action Alliance for Preventing Sexual Misconduct.
 Engage with public and private sector think-tanks, policy groups, and other external experts on diversity, equity and inclusion to continually identify, evolve and institutionalize learning and best practices. Work with these entities to identify opportunities for BHA leadership to engage on these topics.

Technical
 Develop a comprehensive DEI strategy, objectives, metrics and multi-pronged implementation plan for BHA that spans all offices and addresses all hiring-mechanisms and staff levels.
 Ensure BHA’s DEI strategy directly links to and supports the implementation of USAID’s Diversity and Inclusion Strategic Plan.
 Lead implementation of DEI initiatives for BHA by working with BHA and HBMO leadership and staff at all levels and across all hiring-mechanisms within the organization, including by sharing best practices, tools, training, and open conversations.
 Convene and lead a BHA Diversity, Equity and Inclusion Advisory Council with representation from across all BHA offices to ensure all DEI solutions, policies, and strategies are applied corporately across BHA; to maintain a standardized communication, feedback, and information platform within BHA; and to ensure cross-Bureau engagement and input on DEI matters.
 Support BHA staff to understand and fulfill their responsibilities to adhere to USAID’s policies, laws, and executive orders that prohibit Equal Employment Opportunity (EEO) and non-EEO infringements as well as the agency’s zero tolerance for sexual misconduct, including harassment, exploitation and abuse of any kind, including coordination with USAID offices and units regarding these policies.
 In conjunction with and in support of relevant HBMO Human Resources and Administrative Management Services (HRAMS) Division teams, inform and/or develop and maintain key corporate strategies and policies on DEI matters including but not limited to the areas of recruitment, retention, training, performance management, and workforce planning.
 Advise leadership across BHA to ensure that DEI principles, policies and strategies are embedded in and inform every aspect of the organization, including human resource management processes.
 Support BHA leadership to ensure the Agency’s anti-discriminatory policies are implemented.
 Work with BHA leadership to identify and address structural barriers to DEI in the organization.
 Work with HBMO and BHA leadership to identify and address equity issues across hiring mechanisms.
 Review BHA and USAID’s suite of DEI training and identify opportunities for strengthening BHA’s corporate training strategy.
 Inform the development and implementation of training for staff at all levels across the bureau in DEI topics such as bystander intervention, unconscious bias, and talking about organizational diversity; and serve as subject matter expert as needed in the development and delivery of associated training
 Develop a DEI metrics strategy to transparently measure BHA’s progress toward DEI goals, including establishing baseline data.
 Regularly report on goals and progress to BHA leadership and staff at all levels to help encourage accountability for change across the organization.
 Promote a culture of everyday inclusion throughout the bureau by developing change agents that champion DEI initiatives at all levels of BHA staff.
 Coordinate and convene BHA’s Diversity, Equity and Inclusion Advisory Council along with other employee networks or resource groups that identify and implement solutions related to DEI.
 Become certified and serve as an Agreement Officer’s Representative/Contracting Officer’s Representative (AOR/COR), as assigned. The AOR/COR provides financial and programmatic oversight of all aspects of managing the agreement or contract; this includes but is not limited to reviewing invoices, requests for approvals, program/project deliverables (i.e. work plans, annual reports, month status reports), travel requests, key personnel requests, and financial/budget reports. They are responsible for drafting and submitting the annual contractor performance evaluation in Contract/Assistance Performance Assessment Review System (CPARS/APARS). They prepare and review contract/assistance modifications documentation and assist the Contracting/Agreement Officer to ensure performance is compliant with the terms and conditions of the contract/agreement, the FAR, and USAID policy. AOR/CORs are responsible for all related requirements set forth in the COR designation letter and the AOR designation letter.

EDUCATION/EXPERIENCE REQUIRED FOR THIS POSITION
(Determines basic eligibility for the position. Offerors who do not meet all of the education and experience factors are considered NOT qualified for the position.)

Bachelor’s degree with significant study in or pertinent to the specialized field (including, but not limited to: human resources, diversity programs, organizational studies, business administration, communications, social work, public policy, or a related field) plus a minimum of nine (9) years of progressively responsible professional experience working in human resources, diversity programming, organizational change, business administration, social work, or public policy with a minimum of four (4) years on diversity, equity and inclusion efforts. A minimum of one (1) year of previously managing staff required.

OR

Master’s degree with significant study in or pertinent to the specialized field (including, but not limited to: human resources, diversity programs, organizational studies, business administration, communications, social work, public policy, or a related field) plus a minimum of seven (7) years of progressively responsible professional experience working in human resources, diversity programming, organizational change, business administration, social work, or public policy with a minimum of four (4) years on diversity and inclusion efforts. A minimum of one (1) year of previously managing staff required.