Clarification from the agency

The detail is open to current, permanent employees of the Department of Veterans Affairs at the GS-13 grade level. Temporary promotions are not authorized.

These opportunities enable Senior HR Specialists across various functional areas to contribute to vital HR operations through targeted analytical, administrative, and technical tasks. Selectees will support key functions, including hiring, organizational change, employee relations, compliance, evaluation, and oversight, while ensuring accuracy and adherence to established standards. Successful candidates will utilize strong organizational, evaluative, and technical skills to promote efficient, effective, and mission-focused HR service delivery.

Work Schedule: Monday - Friday, 8:00 am - 4:30 pm; or as negotiated.
Compressed/Flexible: Available at the supervisor's discretion
Telework: Yes, as determined by agency policy
Relocation/Recruitment Incentives: Not Authorized
Financial Disclosure Report: Not required
Travel: Up to 25% travel may be required (paid by funds transfer, but subject to availability
Physical Requirements: The work is primarily sedentary, though some minimal physical effort may be required.

Upon selection, the detail will begin immediately.

Conditions of employment

• You must be a U.S. Citizen to apply for this job
• Designated and/or random drug testing may be required
• Selective Service Registration is required for males born after 12/31/1959
• You may be required to serve a probationary period
• 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.

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 04/17/2026.

Human Resources Specialist (Organizational Change Management): This position serves as a key advisor on managing complex organizational changes that affect employee data and structure. Collaborate with clients, internal HR teams, and partner organizational units to ensure the accurate and compliant execution of restructuring efforts. Interpreting and advising on Federal regulations and policies, assessing current and proposed organizational structures, and applying new guidelines and best practices to operational needs. A senior subject-matter expert to leadership, analyzes HR-related challenges, develops solutions, and offers expert support to meet customer needs.

Human Resources Specialist (Human Resources Development): Manages organizational training and competency assessments to ensure development activities comply with legal and regulatory standards. Evaluates and enhances HR processes, devises alternative training strategies to address performance or process issues, and analyzes complex HR data to determine developmental needs. Creating training materials aligned with organizational directives, conducting training needs assessments, and fostering individual and organizational growth through targeted development programs. Interprets federal staffing laws, designs HR training programs, advises on complex HR matters, oversees training initiatives, and identifies and addresses gaps in organizational development.

Human Resources Specialist (Information Systems): Oversees the development, maintenance, and enhancement of HR information systems and related technologies. Managing HR portals and tools, analyzing system issues, and supporting strategic planning for system improvements. Assessing HR operations, recommending automation and process streamlining, and developing policies governing system use and access. Coordinating data flow during organizational changes, representing HR in system design and integration efforts, and providing data retrieval services and technical guidance. Evaluating new HR technologies, supporting major HR initiatives, ensuring data quality, monitoring system performance, resolving technical problems, preparing system guidance materials, overseeing user administration, and developing information products that support decision-making and program effectiveness.

Human Resources Specialist (QA): Provides expert interpretation and guidance on Federal regulations and policies across all human resources functions. A senior subject-matter expert to HR leadership and external partners, offering authoritative advice on operational and program issues, including merit promotion and delegated examining. Analyzing organizational and occupational data, preparing reports to identify root causes of HR challenges, and recommending improvements to policies, processes, and practices. Collaborates with staff to resolve complex issues and ensures consistent, accurate, and compliant application of HR principles across all HR functions.

Human Resources Specialist (Recruitment & Placement): The position provides expert guidance on staffing and placement laws, policies, and regulatory requirements. Analyzes staffing data, interprets complex federal hiring guidelines, and supports the development of standard operating procedures. Resolves challenging staffing issues, advises stakeholders on assessment and recruitment needs, and strengthens staffing processes and best practices. Ensures program compliance, offers guidance in areas with limited precedent, and mentors junior HR staff. Advises on complex staffing matters and contributes to effective staffing and placement practices.

Human Resources Specialist (Employee & Labor Relations): An expert advisor on conduct, performance, attendance, dispute resolution, and related case management. Provides comprehensive guidance to managers and employees, manages complex programs, conducts research, and oversees case development for disciplinary and adverse actions. Reviewing complaints, conducting fact-finding, preparing recommendations, and delivering expert consultation on matters under investigation. Helps represent the organization before administrative bodies and supports actions involving equal employment concerns, ethics reviews, and workplace accommodations. Ensures consistent policy application, resolves complex issues, and delivers high-level advisory services.

Human Resources Specialist (Technical Review): The position oversees and evaluates HR operations to ensure the accuracy and quality of HR products across the organization. Researching laws and regulations, developing policies and reference materials, and collaborating with staff at all levels to resolve complex HR issues. As a subject-matter expert, addresses complex operational and program challenges using a broad knowledge of HR functions and organizational goals. Reviewing and correcting personnel actions, conducting quality assurance checks, analyzing HR data, advising leadership on complex HR matters, and assisting in developing HR training materials.

Human Resources Specialist (Classification): The position serves as a senior expert in position classification and management, researching laws and regulations and developing policies, guidelines, and reference materials. Collaborates with staff at all organizational levels to resolve complex classification issues, improve procedures, and identify risks. Provides authoritative advice on organizational structure, succession planning, and classification for complex or unusual positions with limited precedent. Interpreting position management data, advising leadership on major organizational changes, enhancing HR workflows, and developing policies that shape organizational practices.

Human Resources Specialist (Human Capital Advisor): This position serves as a senior expert providing strategic guidance to leadership on complex human capital issues during organizational change. The incumbent troubleshoots across multiple HR disciplines, applying advanced knowledge of organizational structures, workforce programs, and evolving operational needs. Key responsibilities include establishing best practices, leading projects to assess current and future HR requirements, interpreting laws and policies with limited precedent, and recommending improvements to enhance workforce planning and organizational effectiveness. The role delivers high-level management advisory services, resolves complex HR challenges, supports succession planning, and develops procedures to strengthen HR processes.

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, religious, 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.

For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.

How you will be evaluated

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

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.