Summary

Management Planning and Analysis, Human Resources Management Liaison Service (HRMLS) serves as a combined strategic business partner to coordinate human resources operational activities, deliver employee support services, and provide consultative services to the MPA/HRA program/staff offices. HRMLS focuses on liaison activities related to position classification, recruitment and staffing, employee relations matters, employee benefits, performance management and recognition, HR analytics.

Duties

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• Provide liaison services to HRA executives, managers, supervisors and employees regarding human resources operational services to meet the HRA mission. These services include end-to-end activities aligned with all disciplines of human resources management (e.g., classification, position management, recruitment, and placement, onboarding (inclusive of NEO), employee benefits, performance management, recognition and rewards, employee relations, offboarding, HR analytics, and HRIT system implementations), collaboration efforts with the financial service center (e.g., pay and benefit entitlements), service delivery and records management from the servicing human resources offices, and other key stakeholders responsible for employee life cycle services.
• Works with management officials to prepare the respective documentation required to execute a human resources activity. Supports organizational compliance in accordance with federal human capital management laws, rules, regulations, VA directives and policies, organization operating procedures, and within apportioned budget authority. Serves as expert practitioners for the overall management of human resources services for all HRA.
• Performs complex strategic planning to align operational activities with transformational efforts designed to improve service delivery or enhance operating procedures. This includes HRIT system deployments, organizational redesigns, VA policy changes, etc.
• Responsible for monitoring implementation of plans, policies, procedures, and guidance designed to aid in organizational human resource management improvements; provide means of measuring process improvements; and achieve improvements in organization efficiency.
• Conducts routine meetings with program offices to discuss the service level agreement, current and future priorities, etc. in alignment with the organizational mission. Conducts biweekly meetings with servicing HR Office to discuss pending, upcoming actions/initiatives. Represents the office, as needed, in meetings, workshops, and conferences. The incumbents provide HRA customers timely, accurate, and meaningful information which may be in the form of written briefings and reports and/ or oral presentations.
• Responsible for maintaining effective and efficient lines of communication with HRA leadership, managers, employees, and external customers for all approved actions/strategic projects to ensure progress of all activities remain on schedule, phasing of work is appropriately managed to mitigate adverse impacts on daily operations, significant problems and propose alternatives/recommendations are communicated and effective resolutions and enacted, and comprehensive planning is accomplished and implemented. In exercising these responsibilities, the incumbent is expected to make appropriate administrative decisions independently and inform management officials on all aspects of the progress.
• Other duties may be assigned.

Work Schedule: Monday - Friday, 8:00am - 4:30pm

Compressed/Flexible: May be available

Telework: Yes, on an ad hoc basis as determined by the agency policy

Virtual: This is not a virtual position.

Position Description/PD#: PD39530-A

Relocation/Recruitment Incentives: Not Authorized

Financial Disclosure Report: Not required

Requirements

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Conditions of employment

• You must be a U.S. Citizen to apply for this job
• To be considered for this position, you must complete all required steps in the process. In addition to the application and questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the job.
• 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 identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment.

As a condition of employment for accepting this position, you may be required to serve a one year probationary period or two 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;
• whether your continued employment would advance the efficiency of the Federal service.

Upon completion of your one year probationary period or two year 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, 08/17/2026.

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-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.

Note: Time-In-Grade requirements also apply to some former Federal employees applying for reinstatement, as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. See the Required Document section below for more information regarding the SF-50s needed to verify time-in-grade.

You may qualify based on your experience as described below:

Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-12 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to:

• Develop Standard Operating Procedures (SOPs) and guidance, facilitate training, improve business management processes, and provide comprehensive technical support while evaluating new or improved business and management practices for organizational use.
• Serving in at least two Human Resources specialty areas, such as recruitment and staffing, employee benefits, position management and classification, employee relations, performance management, and HR analytics and system support
• Interpret laws and regulations while ensuring organizational compliance. Applying business operations principles to maintain adherence to federal human capital management laws, regulations, policies, and operating procedures.
• Analyze HR data to identify trends, support decision-making, and strengthen workforce and business operations.
• Provide guidance on HR management concepts, principles, and practices used to evaluate and improve HR processes, translate functional requirements into technical solutions, and support the delivery and maintenance of HR systems and workflow operations.

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.

Note: Resume must include job title and employer name, number of hours worked per week, start and end dates (including month and year), list of duties and responsibilities for each position held. In addition, if the experience was a federal position, you must list series and grade for each position held. Failure to include this information may result in an ineligible rating. A full year of work is considered to be 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.

Physical Requirements: The work is primarily sedentary with some walking, standing, and carrying of light objects required.

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/.

The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced Federal/VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy.

To be found well qualified, applicants must meet the following qualifications: At least one year of coordinating projects and activities, applying policies and procedures, analyze information to identify issues or trends, prepare clear reports and recommendations, and communicate effectively with managers and stakeholders. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/.

Local Commuting Area: The local commuting area for this position is defined as a radius of 50 miles from 810 Vermont Ave NW, Washington DC 20420. This includes all locations that fall within a 50-mile driving distance from 810 Vermont Ave NW, Washington DC 20420.

Education

There is no educational substitution at this grade level.

Additional information

Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer. For more information about the Act and the complaint process, visit Human Resources and Administration (HRA) at The Fair Chance Act.

Special Employment Consideration: VA encourages persons with disabilities to apply, including those eligible for hiring under 5 CFR [redacted](u), Schedule A, Appointment of persons with disabilities [i.e., intellectual disabilities, severe physical disabilities, or psychiatric disabilities], and/or Disabled Veterans with a compensable service-connected disability of 30% or more. Contact the Agency Contact for information on how to apply under this appointment authority via the Selective Placement Coordinator.

Placement Policy: The posting of this announcement does not obligate management to fill a vacancy or vacancies by promotion. The position may be filled by reassignment, change to lower grade, transfer, appointment, or reinstatement. Management may use any one or any combination of these methods to fill the position.

It is the policy of the VA to not deny employment to those that have faced financial hardships or periods of unemployment.

This job opportunity announcement may be used to fill additional vacancies.

Veterans and Transitioning Service Members: Please visit the VA for Vets site for career-search tools for Veterans seeking employment at VA, career development services for our existing Veterans, and coaching and reintegration support for military service members.

For more information on the "Who may apply" eligibility requirements, please refer to the OHRM Status Candidates and Other Candidate Definitions document.