The Human Resources Manager reports to the Administrative Officer and is responsible for leading all EAC human resources functions including recruitment, employee relations, compensation, benefits, training, as well as the administration of human resources policies, procedures, and programs.
Summary
The Human Resources Manager reports to the Administrative Officer and is responsible for leading all EAC human resources functions including recruitment, employee relations, compensation, benefits, training, as well as the administration of human resources policies, procedures, and programs.
This job requires a Public Trust Background Investigation. A diverse staff, the U.S. Election Assistance Commission will honor your experience, perspectives, and unique identity. Together, our agency strives to create and maintain a working and learning environment that is inclusive, equitable and welcoming.
As a key advisor to division directors on human resources matters, this manager assists to ensure that the EAC is resourced to effectively meet current and future workforce demands. Working collaboratively with Administrative Services staff and all divisions, the Human Resources Manager recommends and implements strategies and programs to meet and advance a variety of agency-wide needs.
The incumbent will assume an integral and critical role in making recommendations on planning and decision-making processes in addition to assuring that merit system principles are observed in executing human resources management actions. The incumbent will mentor and advise management of the tools necessary to properly plan, develop, organize, manage, and evaluate mission-oriented programs. This requires:
Significant sensitivity to the mission and goals of the agency;
knowledge to identify human resources management issues, problems, and opportunities potentially affecting the accomplishment of these goals; and expertise with a wide spectrum of functional specializations and their interrelationships.
Major Duties
The incumbent provides expertise for EAC on matters related to human resources, including, but not limited to:
Performing staffing and recruitment and placement activities for a variety of positions in the excepted service.
Developing recruitment strategies to address specific resource or program needs. Assists managers in conducting job analysis by analyzing the knowledge, skills and abilities (KSAs) required to perform stated work requirements.
Verifying applicant eligibility, qualifications, and ratings. Guides managers in developing and selecting appropriate criteria for evaluating job candidates; explains determinations to supervisors, managers, and job applicants; informs applicants of hiring decisions; and coordinates release dates or other required staffing actions.
Advising management on performance management, awards, training and employee development, and compliance.
Providing policy and technical advice or consultation and assistance on all payroll and personnel systems to divisions at all levels of management on the full range of products and services for both internal systems and shared service systems hosted by the General Services Administration (GSA).
Preparing and tracks personnel actions for employees such as accessions, promotions, pay adjustments, reassignments, etc., ensuring compliance with applicable laws, regulations and guidelines. Develops various tracking databases to compare and monitor personnel actions and payroll activities.
Reviewing job descriptions for accuracy, making modifications as needed. Assesses the qualifications of applicants and works with managers throughout the interview process, arranging panels and documenting processes.
Researching and gathering personnel information from various credible resources to support decisions that are compliant and that leverage best practices in the field.
Serving as liaison between various entities (GSA, Office of Personnel Management, WMATA, etc.) in order to provide general advice and guidance to supervisors, managers, and employees in areas related to human capital management, performance management, employee relations, training and development, and benefits.
Evaluating position management within delegated authority to assist hiring managers on ways to improve structure, work distribution, and the use of employee skills.
Candidate must meet all qualifications prior to the closing date of this announcement.
Any individual who is currently holding, or has held within the previous 52 weeks, a General Schedule position under non-temporary appointment in the competitive or excepted service, must meet time-in-grade requirements (must have served 52 weeks at the next lower grade or equivalent in the Federal service). Time-in-grade requirements must be met by the closing date of this announcement. You MUST submit all SF-50s to show 52 weeks at the next lower grade to support time in grade. If you fail to do so, you may be found ineligible.
If you are a new employee or supervisor in the Federal government, you will be required to complete a one-year probationary period.
You may be required to complete training and obtain/maintain a government charge card with travel and/or purchase authority.
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.
Qualifications
Ideal Candidate
A strong HR generalist background with solid experience staffing and recruitment, performance management, benefits, and employee relations.
Excellent professional judgment and decision-making ability.
A strategic (sees the big picture) business partner who creates organizational/team synergy.
Exceptional interpersonal and communications
skills (verbal and written).
Ability to disagree and still maintain positive working relationships.
Ability to maintain good records and ensure privacy.
Strong problem solving skills.
Politically astuteness/awareness.
Ability to respond to issues quickly and make sound decisions and recommendations.
Commitment to goals of diversity and inclusion.
Strong integrity, honesty, confidentiality and demonstrated ability to effectively manage sensitive situations.
Exceptional conflict resolution skills.
Ability to mentor and train staff to conform with policy and procedures.
Demonstrated experience of 5 or more years of Human Resources experience in a supervisory capacity
HR Preferred Certification: Professional in Human Resources (PHR)
You will be rated on the following Competencies for this position:
Technical Competencies
The competencies listed below are typical for the Human Resources job function. Successful applicants will have experience in more than one functional area.
Classification.
Compensation.
Employee Benefits.
Employee Relations.
Federal Human Resource Management.
Labor Relations.
Performance Management for HR.
Recruitment.
Workforce Planning.
Non-technical Competencies
Communication.
Decision-Making.
Data Gathering and Analysis.
Training & Mentoring.
Federal compliance with all HR related matters.
Conflict Resolution.
Attention to Detail.
Information Security/Privacy.
Interpersonal Skills.
Policy & Procedures.
Excellent written and oral skills.
To qualify for this GS-13 equivalent position, you must possess the following minimum qualifications by close of the announcement:
SPECIALIZED EXPERIENCE:
At least one full year of specialized experience comparable in scope and responsibility to the GS-12 grade level in the Federal service (obtained in either the public or private sectors). This experience must include all of the following activities: experience providing information, advice, and policy guidance on complex staffing issues; experience creating and posting vacancy announcements using an automated system; experience reviewing applications for position qualifications; and experience submitting personnel action requests and advising on personnel actions. Successful candidates will also have experience researching, interpreting and applying appropriate Federal laws, regulations, policies and guidelines in at least one other human resources functional area (e.g., classification, employee relations, labor relations, including performance management, employee benefits, employee development, training and HR information systems). You must include hours per week worked.
Education
HR Preferred Certification: Professional in Human Resources (PHR)
Note: Only education or degrees recognized by the U.S. Department of Education from accredited colleges, universities, schools, or institutions may be used to qualify for Federal employment. You can verify your education here: https://ope.ed.gov/DAPIP/#/home. If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education. For further information, visit: https://www2.ed.gov/about/offices/list/ous/international/usnei/us/edlite-visitus-forrecog.html.
Additional information
You must submit all required information by the closing date. If materials are not received, your application will be evaluated solely on the information available and you may not receive full consideration or may not be considered eligible. The materials you send with your application will not be returned.
Send only those materials needed to evaluate your application.
If you use public transportation, part of your transportation costs may be subsidized.
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
All applicants MUST submit applications via email: resumes@eac.gov.
You MUST include the job title and announcement number in the subject line of the email. You do not need to submit your application package through the USAJOBS process.
Your application package must be received by the closing date of the announcement and must include the following:
A resume;
For current or former federal employees, you must submit a copy of your last Notification of Personnel Action (SF50) showing your position, title, series, grade and eligibility; and
A copy of your most recent performance appraisal. If you do not have a recent performance appraisal, please explain why you do not have one.
IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.
Narrative responses are not required at this time. If you are referred for consideration, you may be asked to submit additional job related information, which may include, but not limited to; responses to the knowledge, skills and abilities; completion of a work sample, and/or contact for an interview. Your resume and/or supporting documentation will be verified. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment.
Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
All applicants MUST submit applications via email: resumes@eac.gov.
You MUST include the job title and announcement number in the subject line of the email. You do not need to submit your application package through the USAJOBS process.
Your application package must be received by the closing date of the announcement and must include the following:
A resume;
For current or former federal employees, you must submit a copy of your last Notification of Personnel Action (SF50) showing your position, title, series, grade and eligibility; and
A copy of your most recent performance appraisal. If you do not have a recent performance appraisal, please explain why you do not have one.
IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.
Narrative responses are not required at this time. If you are referred for consideration, you may be asked to submit additional job related information, which may include, but not limited to; responses to the knowledge, skills and abilities; completion of a work sample, and/or contact for an interview. Your resume and/or supporting documentation will be verified. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment.
