Clarification from the agency

The area of consideration for this position is: Current, Permanent, VISN 10 HRMS Employees.

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VA offers a comprehensive total rewards package: HR Specialist Total Rewards

Duties of the Assistant Human Resources Officer (SSBP) include, but are not limited to:

Technical Consultation, Advisory and Program Management:

• Supports leadership and organizational goals, which includes, but is not limited to: Resource Management Committee; Succession Planning; Emergency Management; Diversity and Inclusion; Activations Planning; Quality Management; Joint Commission Planning; Workforce Planning; and any others as applicable.
• Advises leadership and provides responses to proposed legislation, policies, and standards of higher authority regarding human resources issues.
• Ensures that the impacts of proposals are thoroughly considered by management officials and that VA views and needs are adequately represented.
• Produces comprehensive workforce analyses and strategies that drive a cohesive and focused HR organization. This position directly advises, communicates, and supports the execution of Human Capital Management (HCM) programs, products, and services into the organization.
• Recommends and implements workforce analytics for the facility and VISN. This includes planning, directing and conducting studies to determine the right size and composition for the workforce while assessing risks to ensure the facility is able to effectively deliver on the mission.
• Leads the succession planning process and coordinates expert services in performing analyses of the workforce to identify succession plan priorities.
• Partners in the development of succession planning options to address projected recruitment/retention challenges and maintain organizational knowledge.
• Coordinates with other Strategic Human Resources Business Partners to discuss, prioritize and address succession plan needs. This includes planning a strategic approach to ensuring a diverse workforce.
• Ensures leaders and managers assess results and build comprehensive action plans from employee performance appraisals, proficiencies, competencies and all employee surveys.
• Collaboratively drives complex employee relations issues for field-based employees such as employee complaints, harassment allegations, and work performance issues while ensuring legal compliance, leveraging employee abilities and managing risks. Assists with local fact finding and investigations.
• Conducts exit interview, analyzes trends in turnover, separations and grievances to determine support or actions needed to adjust unfavorable trends.
• Works with leadership, staff and operational officials, employee groups, etc., to develop and explore labor relations alternatives to improve policies, techniques, and procedures.
• Analyzes, evaluates, and develops major aspects of agency-wide labor relations programs that require isolating and defining unknown conditions, resolving critical problems, and developing new concepts and methodologies; and resolving issues of sensitivity and potential controversy that may promote advances in principal human resources program plans, goals, objectives, and milestones.
• Works collaboratively with the all levels of leadership and the Compensation Center of Excellence (CCoE), by establishing strategy for the utilization of Special Salary Rates, Nurse Pay Schedules, Physician, Dentist, and Podiatrist Pay, Student Loan Repayment Program (SLRP), Education Debt Reduction Program (EDRP), Recruitment, Relocation, and Retention (3Rs) incentives, etc.
• Reviews and consults with the CCOE on valid wage evaluations, ensuring the integrity of comparable data from reliable sources are utilized as evidentiary support of establishment/update/continuance of compensation considerations.
• Assesses the needs and strategic objectives and analyzes trends and priorities for the future, to focus on implementation strategies to accomplish long-term outcomes and annual goals identified in the organization's balanced scorecard and workforce development plan.

Supervisory Duties:

• Plans and establishes work schedules, hours of duty, etc.
• Assigns work to staff and provides technical and policy direction to their efforts.
• Reviews completed work of the staff and provides feedback.
• Determines unit's goals and objectives.
• Evaluates the work performance of subordinate staff members and recommends appropriate awards to enhance effective performance or acts to deal with inadequate performance, through counseling, training, coaching and other means.
• Effects minor disciplinary measures, i.e., warnings and reprimands, etc.

Work Schedule: Monday - Friday, 8:00am - 4:30pm
Compressed/Flexible: May be authorized
Telework: Telework eligibility will be discussed during the interview process.
Remote/Virtual: This is not a remote/virtual position.
Position Description/PD#: Assistant Human Resources Officer/PD99991S

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, 02/02/2026.

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: HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. Experience in training of employees, developing and maintaining HR management policies and strategies, renumeration of employees and the ongoing evaluation of employees in alignment to all Federal employment laws..

~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: HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. Experience in training of employees, developing and maintaining HR management policies and strategies, renumeration of employees and the ongoing evaluation of employees in alignment to all Federal employment laws. .

How you will be evaluated

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

You will be rated on the following Competencies for this position:

• Planning and Evaluating
• Technical Competence
• Decision Making
• Problem Solving
• Communications

Your experience must be fully documented on your resume and must include job title, duties, month and year start/end dates AND hours worked per week. A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

The Department of Veterans Affairs performs pre-employment reference checks as an assessment method used in the hiring process to verify information provided by a candidate (e.g., on resume or during interview or hiring process); gain additional knowledge regarding a candidate's abilities; and assist a hiring manager with making a final selection for a position.