Supervisory Human Resources Specialist
Technical Consultation, Advisory and Program Management:
Incumbent will serve as a key member in various VISN committees and activities working directly with leadership to develop an HR strategy that closely supports and facilitates meeting local organizational goals. As a member of the facility-level Strategic Planning Committee, examines the forecasting data to project managerial strategies, organizational processes, competencies, and human resources interventions necessary to create the required cultures to support new and establish VHA initiatives. Advises leadership and provides responses to proposed legislation, policies, and standards of higher authority regarding human resources issues. Talent Acquisition and Management:
Assists with the development of the comprehensive workforce analyses and strategies that drive a cohesive and focused HR organization. Responsible for assisting with developing, communicating, and coordinating HR strategies, policies, and initiatives with the units and corporate organizations. In collaboration with the Senior Strategic Business Partner recommends and implements workforce analytics for the facility and VISN. This includes assisting with the planning, directing and conducting studies to determine the right size and composition for the workforce while assessing risks to ensure the facility is able to effectively deliver on the mission.Coordinates and collaborates with executives and managers to develop implementation strategies to accomplish goals identified in talent and workforce management plans. Succession Planning:
Supports the succession planning process and coordinates expert services in performing analyses of the workforce to identify succession plan priorities. Employee Relations and Performance Management:
Establishes trust and credibility with leaders and acts as a valuable sounding board on organizational and talent issues. Actively undertakes coaching conversations to challenge leaders' current thinking to get to optimal outcomes. Actively maintains working knowledge of facility and VISN strategy and goals, identifies opportunities to enhance the unit's capabilities and structure as it relates to performance and conduct. Proactively provides guidance and advice to mangers and leaders on employee engagement. Collaboratively drives complex employee relations issues for field-based employees such as employee complaints, harassment allegations, and work performance issues while ensuring legal compliance, leveraging employee abilities and managing risks. Assists with local fact finding and investigations. Conducts exit interview, analyzes trends in turnover, separations and grievances to determine support or actions needed to adjust unfavorable trends. Labor Relations:
Addresses and resolves difficult and complex problems that have a direct impact on the Department mission. Works with leadership, staff and operational officials, employee groups, etc., to develop and explore labor relations alternatives to improve policies, techniques, and procedures. Analyzes, evaluates, and develops major aspects of agency-wide labor relations programs that require isolating and defining unknown conditions, resolving critical problems, and developing new concepts and methodologies; and resolving issues of sensitivity and potential controversy that may promote advances in principal human resources program plans, goals, objectives, and milestones. Compensation:
Works collaboratively with the all levels of leadership and the Compensation Center of Excellence (CCoE), by establishing strategy for the utilization of Special Salary Rates, Nurse Pay Schedules, Physician, Dentist, and Podiatrist Pay, Student Loan Repayment Program (SLRP), Education Debt Reduction Program (EDRP), Recruitment, Relocation, and Retention (3Rs) incentives, and any associated facility-wide advisory boards. Reviews and consults with the CCOE on valid wage evaluations. Monitors and recommends action on all pay limitation areas. Expert Management Consultation:
Provides expert management consultative service to the SSBP and local leadership involving the full spectrum of HR functions (e.g., recruitment and placement, employee performance, and conduct issues) on highly complex VISN-wide or equivalent issues. People and Culture:
Provides consultation and advice on ways to address process, structure, culture and people challenges or opportunities with initiatives that are aligned with the HCM policies and strategies. Work Schedule:
Monday to Friday, from 8:
00AM to 4:
30PM Telework:
Telework available (According to agency policy) Virtual:
This is not a virtual position. Physical Requirements:
The work is primarily sedentary, although some slight physical effort may be required. Relocation/Recruitment Incentives:
Not Authorized Financial Disclosure Report:
Not required To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 08/27/2020. Time-In-Grade Requirement:
Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note:
Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. You may qualify based on your experience as described below and you will be rated on the following Competencies for this position:
Specialized
Experience:
You must have one (1) year of specialized experience equivalent to at least the next lower grade GS-12 in the normal line of progression for the occupation in the organization. Examples of specialized experience would include:
Practical knowledge of, and skill in applying, a wide range of significant HR principles, concepts, and practices, as well as seasoned consultative skills sufficient to provide management consultative service involving a wide spectrum of HR functions (e.g., recruitment and placement, position classification, employee performance and conduct issues, employee and labor relations, education and training, benefits, etc.); to performance key role in rendering expert advisory service and/or authoritative policy interpretations on VISN-wide or equivalent issues (e.g., reengineering and improving HR processes);to serve as a recognized as an authoritative advisor to other senior HR staff and program managers; to develop appropriate interventions for management on significant HR issues and concerns; to apply new developments to problems not susceptible to treatment by accepted methods; to collaborate with and lead management in employing change management process concepts and techniques such as strategic planning and workforce development; to develop strategic goals for change (e.g., conduct organizational needs assessments, determine organizational readiness for change, market organizational awareness, and lead change initiatives); to conduct survey focus groups, group facilitation, and other techniques and methods necessary for organizational assessment and change; to lead special projects or studies of considerable scope and depth critical to the resolution of operating issues and problems; and to interpret complex legislative, regulatory, and policy guidance to prepare study recommendations for management. Understanding of the facility and partner organization's mission, including its legal mandate, customers, products, services, and measures; strategic goals and objectives; culture; business processes; and external and internal environmental factors sufficient to serve as a SHRS and authoritative HR advisor to program managers in the assigned unit. Creating and presenting new insights and innovative approaches in making or supporting organizational improvements sufficient to serve as a SHRS tailoring HR programs and services to support the organization and improving organizational efficiency and effectiveness. Communication, both verbally and in writing, to develop and deliver briefings, project papers, status/staff reports, and correspondence in order to foster understanding and acceptance of findings and recommendations and present, explain, and defend controversial policies and to persuade facility program managers and other decision-making officials with widely differing goals and interests to follow a recommended course of action consistent with established policies, objectives, and regulations. Apply consensus building, negotiating, coalition building, and conflict resolution techniques sufficient to establish and maintain effective relationships and to interact appropriately in highly charged emotional situations for the purpose of influencing managers or other officials to accept and implement findings and recommendations for justifying and resolving matters involving significant or controversial issues. CommunicationCustomer ServiceTechnical CompetenceWorkforce Planning Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Note:
A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https:
//www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.
Estimated Salary: $20 to $28 per hour based on qualifications.
Incumbent will serve as a key member in various VISN committees and activities working directly with leadership to develop an HR strategy that closely supports and facilitates meeting local organizational goals. As a member of the facility-level Strategic Planning Committee, examines the forecasting data to project managerial strategies, organizational processes, competencies, and human resources interventions necessary to create the required cultures to support new and establish VHA initiatives. Advises leadership and provides responses to proposed legislation, policies, and standards of higher authority regarding human resources issues. Talent Acquisition and Management:
Assists with the development of the comprehensive workforce analyses and strategies that drive a cohesive and focused HR organization. Responsible for assisting with developing, communicating, and coordinating HR strategies, policies, and initiatives with the units and corporate organizations. In collaboration with the Senior Strategic Business Partner recommends and implements workforce analytics for the facility and VISN. This includes assisting with the planning, directing and conducting studies to determine the right size and composition for the workforce while assessing risks to ensure the facility is able to effectively deliver on the mission.Coordinates and collaborates with executives and managers to develop implementation strategies to accomplish goals identified in talent and workforce management plans. Succession Planning:
Supports the succession planning process and coordinates expert services in performing analyses of the workforce to identify succession plan priorities. Employee Relations and Performance Management:
Establishes trust and credibility with leaders and acts as a valuable sounding board on organizational and talent issues. Actively undertakes coaching conversations to challenge leaders' current thinking to get to optimal outcomes. Actively maintains working knowledge of facility and VISN strategy and goals, identifies opportunities to enhance the unit's capabilities and structure as it relates to performance and conduct. Proactively provides guidance and advice to mangers and leaders on employee engagement. Collaboratively drives complex employee relations issues for field-based employees such as employee complaints, harassment allegations, and work performance issues while ensuring legal compliance, leveraging employee abilities and managing risks. Assists with local fact finding and investigations. Conducts exit interview, analyzes trends in turnover, separations and grievances to determine support or actions needed to adjust unfavorable trends. Labor Relations:
Addresses and resolves difficult and complex problems that have a direct impact on the Department mission. Works with leadership, staff and operational officials, employee groups, etc., to develop and explore labor relations alternatives to improve policies, techniques, and procedures. Analyzes, evaluates, and develops major aspects of agency-wide labor relations programs that require isolating and defining unknown conditions, resolving critical problems, and developing new concepts and methodologies; and resolving issues of sensitivity and potential controversy that may promote advances in principal human resources program plans, goals, objectives, and milestones. Compensation:
Works collaboratively with the all levels of leadership and the Compensation Center of Excellence (CCoE), by establishing strategy for the utilization of Special Salary Rates, Nurse Pay Schedules, Physician, Dentist, and Podiatrist Pay, Student Loan Repayment Program (SLRP), Education Debt Reduction Program (EDRP), Recruitment, Relocation, and Retention (3Rs) incentives, and any associated facility-wide advisory boards. Reviews and consults with the CCOE on valid wage evaluations. Monitors and recommends action on all pay limitation areas. Expert Management Consultation:
Provides expert management consultative service to the SSBP and local leadership involving the full spectrum of HR functions (e.g., recruitment and placement, employee performance, and conduct issues) on highly complex VISN-wide or equivalent issues. People and Culture:
Provides consultation and advice on ways to address process, structure, culture and people challenges or opportunities with initiatives that are aligned with the HCM policies and strategies. Work Schedule:
Monday to Friday, from 8:
00AM to 4:
30PM Telework:
Telework available (According to agency policy) Virtual:
This is not a virtual position. Physical Requirements:
The work is primarily sedentary, although some slight physical effort may be required. Relocation/Recruitment Incentives:
Not Authorized Financial Disclosure Report:
Not required To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 08/27/2020. Time-In-Grade Requirement:
Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note:
Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. You may qualify based on your experience as described below and you will be rated on the following Competencies for this position:
Specialized
Experience:
You must have one (1) year of specialized experience equivalent to at least the next lower grade GS-12 in the normal line of progression for the occupation in the organization. Examples of specialized experience would include:
Practical knowledge of, and skill in applying, a wide range of significant HR principles, concepts, and practices, as well as seasoned consultative skills sufficient to provide management consultative service involving a wide spectrum of HR functions (e.g., recruitment and placement, position classification, employee performance and conduct issues, employee and labor relations, education and training, benefits, etc.); to performance key role in rendering expert advisory service and/or authoritative policy interpretations on VISN-wide or equivalent issues (e.g., reengineering and improving HR processes);to serve as a recognized as an authoritative advisor to other senior HR staff and program managers; to develop appropriate interventions for management on significant HR issues and concerns; to apply new developments to problems not susceptible to treatment by accepted methods; to collaborate with and lead management in employing change management process concepts and techniques such as strategic planning and workforce development; to develop strategic goals for change (e.g., conduct organizational needs assessments, determine organizational readiness for change, market organizational awareness, and lead change initiatives); to conduct survey focus groups, group facilitation, and other techniques and methods necessary for organizational assessment and change; to lead special projects or studies of considerable scope and depth critical to the resolution of operating issues and problems; and to interpret complex legislative, regulatory, and policy guidance to prepare study recommendations for management. Understanding of the facility and partner organization's mission, including its legal mandate, customers, products, services, and measures; strategic goals and objectives; culture; business processes; and external and internal environmental factors sufficient to serve as a SHRS and authoritative HR advisor to program managers in the assigned unit. Creating and presenting new insights and innovative approaches in making or supporting organizational improvements sufficient to serve as a SHRS tailoring HR programs and services to support the organization and improving organizational efficiency and effectiveness. Communication, both verbally and in writing, to develop and deliver briefings, project papers, status/staff reports, and correspondence in order to foster understanding and acceptance of findings and recommendations and present, explain, and defend controversial policies and to persuade facility program managers and other decision-making officials with widely differing goals and interests to follow a recommended course of action consistent with established policies, objectives, and regulations. Apply consensus building, negotiating, coalition building, and conflict resolution techniques sufficient to establish and maintain effective relationships and to interact appropriately in highly charged emotional situations for the purpose of influencing managers or other officials to accept and implement findings and recommendations for justifying and resolving matters involving significant or controversial issues. CommunicationCustomer ServiceTechnical CompetenceWorkforce Planning Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Note:
A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https:
//www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.
- Department:
0201 Human Resources Management - Salary Range:
$78,681 to $102,288 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
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