Clarification from the agency

Open to U.S. Citizens/Nationals

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WHAT IS THE HUMAN CAPITIAL OFFICE DIVISION?

Through this shared announcement we're hiring Human Resource Specialists for various organizations across the Human Capital Office (HCO):

• Talent Acquisition (TA) provides optimal customer service through professional partnerships and innovation to identify, recruit, hire, and advance a competent, suitable, diverse, and inclusive workforce in support of the IRS mission.
• Human Resources Shared Services (HRSS) delivers bi-weekly pay checks through the timely and accurate processing of all personnel and payroll transactions, provides benefits, work-life and wellness programs to IRS employees and an outstanding customer experience through the Employee Resource Center.
• Labor/Employee Relations & Negotiations (LERN) provides labor relations policy and representation to IRS management in areas such as service wide negotiations strategy and national negotiations review and coordination of division specific and local negotiations, contract language interpretation, and collaboration efforts. Including outside employment, performance management, agency grievances, and customer support.
• Policy & Audits has oversight for the IRS HCO policy administration including developing service-wide human resources policies, conducting analytical research, providing authoritative advice and recommendations, and conducting HR program audits.
• Enterprise Talent Development provides innovative workforce planning, analysis and learning and development solutions that advance individual growth while optimizing organizational performance in service to the American taxpayer.

A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Typical duties will vary by organization and specialty area and may include, but are not limited to, the following:

Support of recruitment, selection, placement, job analysis, and workforce planning and analysis, for example, advising management officials on various types of appointments and their appropriate application in both the competitive and excepted services, advising on the procedural and regulatory requirements governing the merit promotion process, developing rating factors and crediting plans for vacancy announcements; and using a variety of standardized internal/external recruitment strategies to aid in strategic recruitment planning.

Support of employee guidance and consultation to agencies, employees, former employees, annuitants, survivors, and eligible family members regarding retirement, insurance, health benefits, and injury compensation, for example, counseling management, employees, and beneficiaries on program coverage, options, variances in coverage, and advantages and disadvantages of benefits and interpreting, applying, and explaining retirement and insurance laws and regulations to employees.

Support of human resource development programs and functions such as developing guidance and other informational and training materials for managers and employees, for example, conducting training needs surveys and analyze the information and data obtained in order to anticipate human resource development and training needs for specific categories of positions.

Support of performance management programs and/or employee awards programs, for example, reviewing and evaluating employee performance plans and information justifying employee award nominations.

Support of employee relations programs in matters related to conduct, performance, attendance, and dispute resolution and/or work involved in maintaining effective relationships with labor organizations that represent Federal employees, negotiating and administering labor agreements, and providing guidance and consultation to management on a variety of labor relations matters.

Support of position classification programs and functions, for example conducting desk audits, reviewing management requests for classification actions, interpreting and applying position classification standards to positions and determining the correct pay category, occupational series, title, and grade level and preparing evaluation reports.

Supporting of HR information system(s) and information technology concepts, practices, and procedures, for example, providing assistance in solving workforce issues and implementing organizational and procedural changes and providing technical assistance on the HR automated system's procedures and applications.

Conditions of employment

• Vacancies filledunder this public notice may have varying full working levels depending on the organization and specialty area. For jobs with promotion potential, promotions may occur after you have:
• • Met time-in-grade requirements;
  • Performed at an acceptable level of competence; and
  • Demonstrated your ability to perform work at the next higher grade level.
• Telework will vary based on the agency's telework policy and the position being filled.
• Telework Eligible Positions: Telework eligible positions do not guarantee telework. Employees must meet and sustain IRS telework eligibility requirements (e.g., reporting at least twice a pay period to your assigned Post of Duty (POD)) and supervisor's approval to participate in the IRS Telework Program. Employees must also be within a 200-mile radius of their official assigned post-of-duty (POD) while in a telework status. As a reminder - If you are selected for a position, you are responsible for reporting to your designated POD (location) on the negotiated start date or as directed by management.
• Must be a U.S. Citizen or National and provide proof of U.S. Citizenship. (Birth certificate showing birth in the U.S; Unexpired U.S. Passport; Certificate of Citizenship or Naturalization; or Report of Birth Abroad of a U.S. Citizen (Form FS-240))
• Undergo a review of prior performance/conduct and an income tax verification. Refer to "Get Your Tax Record" at http://www.irs.gov/(https://www.irs.gov/individuals/get-transcript) to check the status of your account, balance owed, payment history, make a payment, or review answers to tax questions. If you are not in compliance, you will be determined unsuitable for employment with IRS.
• Must successfully complete a background investigation, including a FBI criminal history record check (fingerprint check).
• Complete a Declaration for Federal Employment to determine your suitability for Federal employment, at the time requested by the agency.
• Go through a Personal Identity Verification (PIV) process that requires two forms of identification from the Form I-9. Federal law requires verification of the identity and employment eligibility of all new hires in the U.S. These documents must be unexpired original or certified copies.

Qualifications

Federal experience is not required. The experience may have been gained in the public sector, private sector or Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume.

Qualifications will be determined based on the particular knowledge, skills, and/or abilities required for the position you are selected for. In addition to meeting the qualification requirements below, if qualifying based on specialized experience, you must also meet the specialized experience requirements of the specialty area you are selected for, as outlined in the assessment questionnaire.

You must meet the following requirements by the closing date of this announcement OR time of referral:

SPECIALIZED EXPERIENCE:

GS-7 QUALIFICATIONS: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the GS-5 grade level in the Federal service. Specialized experience for this position is experience that provided you with knowledge of the basic principles and practices of the Human Resources (HR) specializations. This experience must have provided you with knowledge of HR laws, theories, principles, and practices with an understanding of the interrelationships of Human Resources programs and/or processes sufficient to provide customer service.
OR
You may qualify based on education as follows: At least one (1) academic year of graduate education in a field of study that demonstrates the knowledge, skills, and abilities necessary to do the work of this position such as: human resources, public administration, organizational psychology, or other administrative and management fields.
OR
Superior Academic Achievement may be met by having a bachelor's degree, with one of the following: A GPA of 2.95 or higher on a 4.0 scale for all completed undergraduate courses or those completed in the last 2 years of study, or a GPA of 3.45 or higher on a 4.0 scale for all courses in the major field of study or those courses in the major completed in the last 2 years of study, or rank in the upper one third of the class in the college, university, or major subdivision, or membership in a national honor society recognized by the Association of College Honor Societies. Note: Grade point averages should be rounded to one decimal point. For example, 2.95 is rounded to 3.0, and 2.94 is rounded to 2.9. If more than 10 percent of your undergraduate course work (credit hours) was taken on a pass/fail or similar basis, your claim must be based on class standing or membership in an Honor Society.
OR
You may qualify with a combination of qualifying graduate education and experience equivalent to that described above.

GS-9 QUALIFICATIONS: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the GS-7 grade level in the Federal service applying the basic principles and practices of the Human Resources (HR) specializations. This experience must include interpreting and applying HR laws, theories, principles, and practices with an understanding of the interrelationships of human resources programs and/or processes sufficient to provide customer service and integrated solutions to HR processes.
OR
You may qualify based on education as follows: A master's or equivalent graduate degree in a field of study that demonstrates the knowledge, skills, and abilities necessary to do the work of this position such as: human resources, public administration, organizational psychology, or other administrative and management fields.
OR
Two (2) full academic years of progressively higher-level graduate education leading to a graduate degree in a field of study that demonstrates the knowledge, skills, and abilities necessary to do the work of this position such as: human resources, public administration, organizational psychology, or other administrative and management fields.
OR
LL.B or JD in a field of study that demonstrates the knowledge, skills, and abilities necessary to do the work of this position such as: human resources, public administration, organizational psychology, or other administrative and management fields.
OR
You may qualify with a combination of qualifying graduate education and experience equivalent to that described above.

GS-11 QUALIFICATIONS: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the GS-9 grade level in the Federal service applying the principles and practices of the Human Resources (HR) specializations. Your experience must include interpreting and applying a wide range of HR concepts, methods, principles, and practices used in HR functions and processes; conducting analysis and using the results to make recommendations and support actions; and advising management officials on HR sources and strategies while adhering to HR regulations, organizational policies and directives, and/or contractual provisions governing the HR functions/processes.
OR
You may qualify based on education as follows: A Ph.D. or equivalent doctoral degree in field of study that demonstrates the knowledge, skills, and abilities necessary to do the work of this position such as: human resources, public administration, organizational psychology, or other administrative and management fields.
OR
Three (3) full years of progressively higher-level graduate education leading to a graduate degree in a field of study that demonstrates the knowledge, skills, and abilities necessary to do the work of this position such as: human resources, public administration, organizational psychology, or other administrative and management fields.
OR
LL.M. in a field of study that demonstrates the knowledge, skills, and abilities necessary to do the work of this position such as: human resources, public administration, organizational psychology, or other administrative and management fields.
OR
You may qualify with an equivalent combination of qualifying experience and education.

GS-12 QUALIFICATIONS: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the GS-11 grade level in the Federal service. Specialized experience for this position includes applying a wide range of human resources (HR) concepts, methods, principles, and practices used in HR functions/processes. Your experience must include experience identifying HR needs; conducting a variety of analysis and using the results to make recommendations and support actions; advising management officials on HR sources and strategies while adhering to Federal personnel regulations, agency policies and directives, and contractual provisions governing the HR functions/processes; interpreting and applying HR laws, theories, principles, and practices with an understanding of the interrelationships of human resources management programs sufficient to provide integrated solutions in at least one of the following areas: recruitment and placement, staffing, assessment and evaluation, position management and classification, compensation, labor-management, employee relations, negotiations, workers 'compensation, grievances, misconduct, performance management, human resources policy, benefits and/or training.

See "Education" section for GS-13 qualification requirements.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

This position will be filled through the Direct Hire Authority. Under this authority, competitive rating, ranking, and veterans' preference procedures do not apply. Your application will be considered based on education, training, and quality of your experience. For more information on Direct-Hire Authority visit: OPM Direct Hire Fact Sheet.

Your application must include your resume, responses to the online questions, and required supporting documents. Please be sure that your resume includes detailed information to support your qualifications for this position; failure to provide sufficient evidence in your resume may result in a "not qualified" determination.

Referral: Applicants who meet the basic qualification requirements may be referred to a selecting official for consideration. Candidates may be required to participate in a selection interview (telephonic and/or in person at the discretion of the Selecting Official in accordance with hiring practices). We will not reimburse costs related to the interview such as travel to and from the interview site.

If you are a displaced Federal employee (eligible for the Interagency Career Transition Assistance Plan (ICTAP), you must be found "well qualified" for the position. Well qualified is defined as: experience that exceeds the minimum qualifications of the position, demonstrated by meeting all the competencies for this position.