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    Summary


    WHAT IS THE WAGE & INVESTMENT DIVISION: The Wage & Investment Division (W&I) serves about 122 million taxpayers who file upwards of 94 million returns each year. W&I provides high-quality taxpayer assistance, and enable taxpayers to transact and communicate electronically to file their returns and make payments.

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    Responsibilities

    WHAT DOES A LEAD HUMAN RESOURCES SPECIALIST DO? As a Lead Human Resource (HR) Specialist, the incumbent provides comprehensive and authoritative staff assistance in one or more HR disciplines or programs. In addition, the incumbent is responsible for accomplishing a variety of analytical studies or projects relating to substantive, mission oriented programs for the Internal Revenue Service. The studies or projects involve complex programs, systems or issues raised by employees, managers and investigative agencies and impact service-wide programs at multiple locations and Business units. The incumbent responds to external audiences (i.e. congressional offices, Senate etc.) on behalf of the Commissioner of the Internal Revenue Service concerning employee inquiries and/or complaints.

    As a Lead Human Resources Specialist you will:

    • Analyze, collect, interpret, and assess HR data (e.g. authorized staffing patterns, retirement, employee service, attrition) to forecast supply and demand, assess and address competency and skill needs, develop and design various recruitment strategies and incentives.
    • Provide expert advice and authoritative organizational design, position management and classification information to executives, top management and program directors at various levels of the Service and organization on a variety of highly complex, controversial and sensitive organizational, design and change management problems and issues.
    • Serve as a senior, lead or principle team member in planning, organizing, and directing team efforts in conducting major evaluations of mission critical organizational programs, and studies and policies.
    • Research, identify, and develop criteria and procedures to conduct program evaluations and to measure program accomplishments. Provide technical training and oversight, direction, and guidance to lower graded team members.
    • Provide personnel and position classification/management and management analysis theories, methods, practices, laws, policies and precedents to a variety of complex studies and assignments.
    • Interpret capacity data such as headcount, competencies, performance, vacancy and attrition rates, retirement eligibility in critical roles and the internal pipeline.
    • Interpret WFP profile (diversity) and trend data, leverage stakeholders, data partners such as Finance, Planning, HRIS and Training.
    • Combine quantitative and qualitative HR processes/data into useful workforce planning tools and profiles. 

      WHERE CAN I FIND OUT MORE ABOUT OTHER IRS CAREERS? If you want to find out more about IRS careers, visit us on the web at www.jobs.irs.gov.

    Travel Required

    Occasional travel - 1 to 5 nights per month

    Supervisory status

    No

    Promotion Potential

    14

This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/551530800. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.