Summary This announcement is to solicit applicants for a detail/temporary promotion to the position of Supervisory Human Resources Specialist (CCOE), GS-0201-13 within VISN 21 Human Resources Management service. This detail/temporary promotion is not to exceed 120 days but may be extended as needed. Responsibilities The purpose of this position is to provide HR Services including leadership consulting and advisory functions in compensation. The work will include an emphasis on providing leaders and employees with quality customer service, program accountability, and problem resolution. Major duties for the position include but not limited to: Network Compensation Program Management (75%) Serves as a Subject Matter Expert (SME) and senior consultant and advisor resolving conflicting interpretations, applying complex laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees on the full range of pay administration policies, principles and practices, including pay administration policy, salaries and wages, special rates, pay benefits, non-foreign area cost-of-living allowances, compensation decisions, and computation of interest on back pay systems, to include but not limited to locality pay, special rates, back pay, pay limitations, premium pay, grade and pay retention, severance pay, and cost-of- living allowances (COLA). Ensures senior management officials receive compliant, accurate advice that avoids unnecessary costs, settles claims against the Government, and fosters an understanding of statutory compensation entitlements, regulations, and court decisions. Ensures valid wage evaluations are conducted, ensuring the integrity of comparable data from reliable sources are utilized as evidentiary support of establishment/update/continuance of compensation considerations. Ensures compliance on all pay limitation areas. Supervision (25%) Provides technical and administrative supervision to the Network Compensation staff (HR Specialists in the area of Compensation). Develops work plans, competency plans, and evaluates employee performance. Plans and assigns work to be accomplished by the unit, sets short and long- term priorities based on the difficulty level and requirements of the assignment and the capabilities of the employee; Other related duties as assigned. VA offers a comprehensive total rewards package: HR Specialist Total Rewards Work Schedule: Full-time; Monday - Friday; Must work VISN 21 core hours; Subject to change to meet the needs of the Agency Compressed/Flexible: 9/80 alternative work schedule available; ten hour shifts not authorized Telework: Ad-hoc telework authorized Virtual: This is a virtual position Position Description/PD#: Supervisory Human Resources Specialist (CCOE) - Detail/Temporary Promotion/PD99992S Relocation/Recruitment Incentives: Not Authorized Critical Skills Incentive (CSI): Not Approved Permanent Change of Station (PCS): Not Authorized Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required. Requirements Conditions of Employment You must be a U.S. Citizen to apply for this job Selective Service Registration is required for males born after 12/31/1959 Subject to background/security investigation Selected applicants will be required to complete an online onboarding process. Acceptable form(s) of identification will be required to complete pre-employment requirements (https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents). Effective May 7, 2025, driver's licenses or state-issued dentification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment. Participation in the seasonal influenza vaccination program is a requirement for all Department of Veterans Affairs Health Care Personnel (HCP As a condition of employment for accepting this position, you will be required to serve a 1-year probationary or 2-year trial period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service. Upon completion of your probationary or trial period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest. Qualifications To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 04/23/2026. 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. The BASIC REQUIREMENT for the HR Specialist GS-0201 series is presumed met if found qualified at the GS-0201-7 level and above. To qualify for this position at the GS-13 level, you must meet one of the following listed Criteria: Criteria 1- Graduate Degree and Specialized Experience: Successful completion of a graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes: knowledge of pay administration policies, principles, and practices under Title 5, United States Code, and other statutes and legal authorities as applicable sufficient to interpret and apply laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees; knowledge of pay, premium pay, regulations, principles, and practices sufficient to serve as a consultant in providing advice and guidance to managers and employees; advise on setting and adjusting pay for new and continuing employees, implementing pay schedule adjustments pertaining to General Schedule, Federal Wage System, locality pay and/or other geographic pay. ~OR~ Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-12 grade level in federal service that demonstrates HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes: knowledge of the full range of pay administration policies, principles, and practices under title 5, United States Code, and other statutes and legal authorities as applicable sufficient to interpret and apply laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees; knowledge of the full range of pay administration policies, principles, and practices under title 5, United States Code, and other statutes and legal authorities as applicable sufficient to interpret and apply laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees; knowledge of the full range of pay, premium pay, regulations, principles, and practices sufficient to serve as a consultant in providing advice and guidance to managers and employees; advise on setting and adjusting pay for new and continuing employees, implementing pay schedule adjustments pertaining to General Schedule, Federal Wage System, locality pay and/or other geographic pay, special salary rates, pay limitations, allowances, differentials, premium pay, Fair Labor Standards Act overtime pay, grade and pay retention, severance pay, recruitment and retention flexibilities, back pay and settlement of claims, and application of single agency compensation authorities where applicable. Impact of Time-in-Grade Restrictions: Unless excluded from coverage under 5 C.F.R. Part 300, Subpart F, current (and some former) Federal Grade employees must meet time-in-grade requirements to qualify for the grade level through Criteria 1: graduate degree and specialized experience. Education Qualifying education for the GS-0201 series includes courses and programs in HR, HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and/or humanities. A transcript must be submitted with your application if you are basing all or part of your qualifications on education. Reference: For more information on this qualification standard, please visit https://www.va.gov/ohrm/QualificationStandards/. Additional Information This job opportunity announcement may be used to fill additional vacancies. If you are unable to apply online or need an alternate method to submit documents, please reach out to the Agency Contact listed in this Job Opportunity Announcement. Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer. For more information about the Act and the complaint process, visit Human Resources and Administration/Operations, Security, and Preparedness (HRA/OSP) at The Fair Chance Act.
