Job Summary:

Serves as Senior Vice President SVP Chief Human Resources HR official with responsibility for Navy Exchange Service Commands NEXCOM strategy for its people and aligns HR activities services policies and programs in support of all the business lines of NEXCOM to enable successful mission execution and accomplishment. Reports to the Chief Executive Officer CEO.

Duties And Responsibilities

  • The scope of the NEXCOM Enterprise operations is a worldwide network of exchanges, lodges, distribution centers, and administrative offices on over 100 Naval Installations employing 12,000+ non-appropriated fund (NAF) civilian employees (associates) and at overseas locations, including about 1,500 non-U.S. associates employed at host nation locations. In addition, NEXCOM supports approximately 40 Appropriated Fund (APF) associates. NEXCOM is unique in that it blends private sector business practices as an entity within the Department of Navy.
  • Provides executive leadership and guidance in all matters of HR related to NEXCOM-managed programs and HR functional areas, including labor management, associate relations, organizational development and training, workforce diversity, HR information technology, performance management, compensation, benefits and rewards, talent acquisition, and succession planning.
  • Leads enterprise HR team of 120+ associates located at headquarters and in NEXCOM’s markets worldwide. Ensures talent pool for succession planning; builds a developmental strategy to raise HR capability across the organization; establishes performance standards and completes performance appraisals of direct reports; ensures maintenance of favorable working conditions and relationships.
  • Serves as an integral member of NEXCOM’s Executive Committee (EXCOM), which establishes strategic goals and tactical plans designed to support the short and long-term achievement of the corporate mission. Aligns HR programs to support the execution of strategic business goals and operational objectives. Champions people and HR concerns to the NEXCOM Chief Executive Officer and EXCOM. Provides CEO and peer counseling.
  • Receives very broad direction from the Chief Executive Officer (CEO) concerning policy and operational concepts that have a major impact on the mission, organization, and operations. Interprets organizational goals and direction and creates HR strategic and tactical plans to support objectives.
  • Builds extensive networks throughout the Department of Defense (DoD), Department of Navy (DoN), Naval Supply Systems Command (NAVSUP), and NEXCOM to influence government policies and regulations that affect people issues. Pushes to ensure regulations provide flexibility in operating within a retail and hospitality environment. Leads transformational organizational initiatives for all people-oriented functions. Provides strong organizational assessment capability to ensure the short and long-term success of the business. Develops long-term strategy to ensure culture is contemporary, compassionate, and aligns with organizational values.
  • Establishes a climate of outstanding customer service, engagement, and satisfaction throughout the Enterprise. Motivates subordinates through recognition of the importance and worth of Navy patrons and fellow associates to create an organization whose mission is passionately ingrained into its culture. Champions continuous process improvement throughout the people function to ensure efficiency and competitiveness.
  • Promotes associate relations environment of compassion and fairness. Creates systems to monitor macro trends on associate concerns, ensure resolution and reduce financial exposure. Creates proactive associate relations through surveys, progressive recognition programs, awards, and communications. Builds broad communication systems to ensure the associate base is knowledgeable and committed to organizational initiatives.
  • Working through subordinates, ensures compliance with all Office of Personnel Management (OPM), Equal Employment Opportunity Commission (EEOC), DoD, DoN/ and NAVSUP reporting requirements and all DoD Directives, Instructions, and Publications that pertain to HR issues of the NAFs and Military Exchanges.
  • Oversees development and implementation of compensation and benefits programs, including self-insured and HMO medical plans, other insured benefits products, and defined contribution and 401k retirement products.
  • Provides strategy and oversight of HR information technology-based systems development and implementation, including PeopleSoft, automated hiring system, learning management system, and benefits administration systems. Able to envision and promote the value of technology to improve the associate experience. Drives technological change to speed processes, enhance data-based decisions and expand associate knowledge.
  • Acquires and uses metrics and business data analysis to challenge status quo and current thinking, facilitating organizational change, long-term forecasts, and strategic planning initiatives. Builds meaningful reports and dashboards to track key HR metrics and evaluate progress.
  • Develops and manages the annual operating budget and other financial metrics of the HR Department.
  • Chair of the Command’s 401(k) Plan committee. Chair of the Compensation Committee.

Performs other related duties as assigned.

Annual filing of Executive Branch Personnel Confidential Financial Disclosure Report, SF 278, is a requirement of this position.

Must be U.S. citizens able to obtain and maintain a Top Secret security clearance.

Successful completion of a pre-employment drug test is required. A tentative offer of employment will be rescinded if the applicant fails to report to the scheduled drug test appointment. Incumbents of drug testing designated positions will be subject to random testing. Drug test results will be provided to NEXCOM.

Primary Location

United States-Virginia-Virginia Beach




Human Resources


Full-Time (35 + hours)

Unposting Date

Mar 31, 2023, 10:59:00 PM


Basic requirements for entry into this NF-06 (non-appropriated fund) position (SES equivalent) include the following:

Basic requirements for entry into this NF-06 (non-appropriated fund) position (SES equivalent) include the following:

Applicants must provide evidence of progressively responsible leadership experience that is indicative of senior executive-level managerial capability directly related to the skills and abilities outlined under Technical and Executive Core Qualifications. Typically, experience of this nature will have been gained at or above the NF-05 level, GS-15 grade level in the civil service, or equivalent senior executive positions with state or local government, the private sector, and non-governmental organizations.

A four-year bachelor’s degree in a relevant field or a combination of college education and experience will be used in determining basic qualification requirements.

Demonstrated in-depth knowledge of, and significant leadership experience in, human resource management. At a minimum, successful candidates will have a comprehensive background and knowledge in a majority of the following HR areas: labor management and employee relations, training, and organizational development, EEO and workforce diversity, HRIS and HR metrics, performance management, compensation, total rewards (including benefits), as well as, staffing and career management programs. Ideally, candidates should have DoD HR NAF policy knowledge and have led measurable improvements in one or more HR areas.

Demonstrated progressive leadership skills and experience managing programs for large and complex (e.g., geographically dispersed/ multi-functional) organizations. Ideally, candidates should have retail, hospitality, or services industry and government experience.

Demonstrated ability to create a strategic HR vision and plan that supports the mission and vision of the organization. Driving HR team leadership in the development and implementation of departmental strategic plans in coordination with the organization’s business strategy.

Demonstrated ability to lead teams in developing and implementing departmental strategic plans in coordination with the organization’s business strategic plan and constructing performance objectives to support the plan.


Successful Candidates Will Possess The Following Competencies


  • Leading Change.
  • Leading People.
  • Results-Driven.
  • Business Acumen.
  • Building Coalitions.

Technical Qualifications

  • Extensive knowledge of employment-related laws and regulations
  • Knowledge of and demonstrated experience with the rollout, implementation, and leveraging of varied human resource technologies
  • Leveraging industry trends to provide dexterity within a global organization and navigate disruption (market, economy, workforce)
  • Ability to demonstrate consistent successful transformational leadership and drive strategic vision through the use of the four core elements of agility (foresight, learning, adaptability, and resilience)
  • Ability to assess and leverage workforce capacity to drive business performance (business acumen, strategic planning, understanding profit, and loss)
  • Ability to lead, facilitate and persuade transactional synergies through the life cycle of organizational merger/acquisition/consolidation planning strategies
  • Ability to engage in all levels of communication. Demonstrates effective, persuasive, and articulate communication skills at all levels of the organization, including but not limited to CEO, peers, and external SES on important and controversial issues; builds a compelling case for change management.)

Must be a U.S. citizen able to obtain top-secret clearance.

This position’s incumbent must file a Standard Form 278 annually – Executive Branch Personnel Public Financial Disclosure Report.

Successful completion of a pre-employment drug test is required. A tentative offer of employment will be rescinded if the applicant fails to report to the scheduled drug test appointment. Incumbents of drug-testing designated positions will be subject to random testing. Drug test results will be provided to the employing activity/command.

To apply: Submit the following materials by the closing date of this announcement ( 03/17/23 ). Submit only the material requested by this announcement. Applications received after the closing date will not be considered.

  • Resume (including vacancy announcement number, your full name, contact information, job titles, employers’ names and addresses, dates of employment assignments including month and year, job-related training courses, special skills, certificates and licenses, honors, awards, and publications.)

Resumes MUST BE submitted directly via the automated application.

As indicated below, all successful candidates who have demonstrated experience at the senior level will be invited to participate in the next steps of the process, which include providing written responses to the Technical and Executive Core Qualifications.

A total of 15 years of experience consisting of the following:

GENERAL EXPERIENCE: 3 years of responsible experience, which enabled the applicant the ability to gain a good knowledge of systems, methods, and administrative machinery for accomplishing work; the ability to analyze problems, apply sound judgment in assessing practical implications of alternative solutions, and resolving the problems presented; and the ability to communicate effectively with others, both orally and in writing.

OR SUBSTITUTION OF EDUCATION FOR EXPERIENCE: 1 year of academic study above the high school level may be substituted for 9 months of experience, up to a maximum of a 4-year bachelor’s degree for 3 years of general experience.

SPECIALIZED EXPERIENCE: 12 years of progressively responsible experience in leadership management of human resources at the senior level providing knowledge of HR policies and programs; formulating and recommending people management policies; planning and establishing programs to carryout HR management functions; Assigning responsibilities and exercising management over HR activities; building and maintaining corporate relationships with employee organization; training, and organizational development; improving program effectiveness and driving for results. Developing and managing HR strategies for field and headquarters-based organizations. Leading and influencing top management on all people’s recommendations and decisions.

TO INCLUDE: 4 years experience as the HR Generalist leader (senior director level or equivalent) of a major multi-site, multi-state enterprise, including development & implementation of enterprise-wide intervention; leadership of a large cadre of professional-level HR staff.

AND 2 years of experience as a leader (senior director level or equivalent) of senior HR generalist positions with a business partnership orientation and key customer relationship at a corporate or division headquarter level.

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