Summary This temporary not-to-exceed one year opportunity is to serve as an a key advisor and consultant to both field and administration-level senior leaders. If the selectee is not eligible for temporary promotion, action will be processed as a Detail. The duty location is listed as Kansas City, MO - Current HROC 4 employees will be reporting to their current duty station. Responsibilities Not to Exceed: This is a Temporary Promotion/Detail Not to Exceed One (1) Year, it may be terminated at any time. It may be extended or converted to permanent without further competition. You may be returned at any time to the position from which you were temporarily promoted/detailed, or to a different position of equivalent grade and pay. The return is not subject to reduction-in-force (5 CFR part 351), performance-based reduction in grade and removal (5 CFR part 432), adverse (5 CFR part 752), or agency administrative grievance procedures (5 CFR part 771) action. This position serves as Deputy Human Resources Officer (DCHRO) and has delegated appointing authority and responsibility to assist the HRO to manage and direct the HR program. Duties include but are not limited to: Advocates and influences the acceptance and administration of sound human resources (HR) management concepts, practices, and personnel innovations in day-today operations and acts as a consultant and partner with management. Develops information and prepares special or recurring reports and studies related to the total human resources program or specific HR areas for the HRO and executive management. Meets with local, regional, and national union representatives on a regular basis to advance positions, clarify issues, discuss HR policies, and to resolve complaints Responsible for Employee and Labor Management (Performance Management, Awards, Drug-Free Workplace, Investigations); Position Classification (Appeals, Desk Audits, Position Reviews); Compensation (Special Salary Surveys, Recruitment, Relocation and Retention, Executive Recruitment); Recruitment and Placement (Appointment @types, Orientation, Onboarding, Veterans employment); OWCP Case Management, HR Training and Development (Workforce Planning, Employee Engagement); Position Management; Employee Background, Adjudication and Security issues; HR quality assurance; information systems; and Worklife Benefits (health, life, long-term care, Telework, Flexible Spending). Provides extensive advice, guidance and technical assistance to management officials on a variety of complex R&P activities via coordinating, coaching, facilitating, consensus building, and planning techniques. Provides leadership relative to disciplinary and adverse actions, grievances, appeals, unfair labor practices, contract violations, whistleblower protection, etc. to enable managers and supervisors to properly plan, develop, organize, and manage work and teams. Plans for and conducts analytical reviews of operations. Reviews reports resulting from consistency reviews and other studies to assess classification accuracy and determine the need for corrective action. Provides technical advice and guidance on all aspects of position management and classification such as interpretation and application of classification standards. Oversight, development, and administration of innovative HR compensation, pay, and salary options and tailors them to the requirements of complex, technologically oriented healthcare facilities with diverse work forces that encompass a wide variety of occupations and grade levels. Provides solid credible advice/instructions to supervisors and senior staff and provides guidance and assistance on special salary, recruitment and retention, etc. regulations, policies, and laws. Participates in the development of plans with top-level managers and key operating officials to address needs by appropriately applying pay flexibilities. Advises on regulatory and legal requirements of options and ensures compliance reviews are conducted and any deficiencies addressed. Provides advisory services to program managers on significant issues, such as establishing criteria, formulating projects, or researching or analyzing a variety of unusual conditions, problems, or questions. Evaluates the HR employee relations program and reviews and analyzes the effects of proposed and actual changes to employee relations policies and guidelines. Provides extensive advice, guidance and technical assistance to management officials on a variety of complex R&P activities via coordinating, coaching, facilitating, consensus building, and planning techniques. Work Schedule: Monday - Friday, 7:30 am CST - 4:00 pm CST Telework: This position may be authorized for telework. Telework eligibility will be discussed during the interview process. Virtual: Current HROC 4 staff with an out-based duty location will continue to report to their current approved duty location upon selection. Position Description/PD#: Assistant Human Resources Officer/PD99766S Relocation/Recruitment Incentives: Not authorized 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 identification 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, 07/31/2026. 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-14 position you must have served 52 weeks at the GS-13. 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. 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-14 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-12 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: Progressively responsible managerial/administrative experience planning, directing, coordinating, and providing internal evaluation of a health care system's Human Resources Management Program; Serving as advisor and consultant to executive leadership; formulating and implementing human resources polices involving recruitment, staffing and placement, position management and classification, pay administration, employee and labor relations, employee training and development, employee recognition programs, employee health programs; and Providing advice/guidance to management/supervisors on human resource management principles, techniques and acceptable practices, as well as technical advice on propriety of statutory, regulatory and procedural requirements. ~OR~ Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-13 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: Progressively responsible managerial/administrative experience planning, directing, coordinating, and providing internal evaluation of a health care system's Human Resources Management Program; serving as advisor and consultant to executive leadership Formulating and implementing human resources polices involving recruitment, staffing and placement, position management and classification, pay administration, employee and labor relations, employee training and development, employee recognition programs, employee health programs Providing advice/guidance to management/supervisors on human resource management principles, techniques and acceptable practices, as well as technical advice on propriety of statutory, regulatory and procedural requirements 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. The Career Transition Assistance Plan (CTAP) provide eligible displaced VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy. To be well-qualified: applicants must possess experience that exceeds the minimum qualifications of the position including all selective factors, and who are proficient in most of the required competencies of the job. Information about CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/.
