CBP Office of Human Resources Management is looking for dynamic Product Owners (GS-13) to shape the future of HR Information Technology solutions. In this role you'll lead product strategy, define requirements, and work closely with stakeholders to ensure high-impact solutions align with business needs.
Key responsibilities:
Define product vision & roadmap to align with organization goals
Drive HR business process improvement to enhance service delivery
Define, refine, and prioritize requirements to deliver high-value solutions
Collaborate with HR, IT, and external partners to share best practices and drive sustainable outcomes
Create and deliver executive level briefings, distilling complex information into clear, actionable insights for decision-making
Stay tuned for the full announcement - this is your chance to make a big impact! To send an inquiry of interest, please send an email with your resume to: missionoperationsrecruitment@cbp.dhs.gov
We will send a notification to all interested parties once the job announcement is advertised to the public.
More details about this opportunity:
Requirements
Conditions of Employment
You must be a U.S. Citizen to apply for this position
Males born after 12/31/1959 must be registered with Selective Service
Primary U.S. residency for at least three of the last five years (additional details below)
You may be required to pass a background investigation
CBP follows the DHS Drug-Free Workplace Plan for drug testing procedures
The position is located within the U.S. Department of Homeland Security (DHS), U.S. Customs and Border Protection (CBP), Enterprise Services (ES), Office of Human Resources Management (HRM), Planning, Program Analysis, and Evaluation Directorate (PPAE). The incumbent of this position will lead business-driven projects through execution of standard product management principles for the delivery of HR software solutions. Specifically, the incumbent will be responsible for defining and executing the product vision and strategy ensuring alignment with stakeholder needs and organizational goals, defining and prioritizing functional requirements, and leveraging emerging technologies to solve complex business challenges and delivering high-value solutions.
In this role the incumbent will work with cross-functional stakeholders, including HRM staff, IT teams, and external vendors. They will collaborate closely with these groups to align the product vision and roadmap with the broader organizational objectives. A portion of this time is also dedicated to the following:
Planning and monitoring the progress of ongoing projects using tools like Smartsheet and Jira. This involves refining project plans, identifying risks, and developing contingency plans to address potential issues. In this time, they also prepare executive-level briefings and reports, compiling data on product progress, key performance indicators (KPIs), and project risks. These reports are presented to Senior Management to secure approvals, align strategies, and manage expectations.
Leading the discovery and analysis of process improvements - the incumbent identifies inefficiencies and gaps in HR business processes and recommends solutions that directly impact operational effectiveness. This requires independent judgment in deciding which processes to prioritize for improvement, determining the most effective solutions, and guiding stakeholders through implementation. These decisions have significant impact on the efficiency and performance of HR operations.
Defining and refining business requirements - the incumbent independently analyzes business needs and translates them into functional and non-functional requirements for solution development. This involves critical judgment in determining how to best meet organizational goals within the constraints of technical feasibility and resources. The ability to balance competing priorities and develop requirements that align with business objectives is a matter of significance, as these requirements guide the entire development process.
3. Evaluating policy and legislative impact - the incumbent assesses how current, new, or modified legislation, policies, and directives affect business processes and HR solutions. These evaluations require independent judgment in determining compliance, identifying necessary system adjustments, and advising leadership on how to address risks or align processes with regulatory requirements. The ability to interpret complex regulations and apply them to HR systems has a significant impact on the organization's ability to remain compliant and efficient.
Providing executive-level briefings and reports - the incumbent prepares and delivers reports that influence senior leadership's decision-making regarding HR systems and project priorities. The information and recommendations provided by the incumbent directly affect resource allocation, project funding, and strategic initiatives, making this a high-stakes responsibility that involves judgment on matters of significance.