Section Chief

There is one vacancy available. The position may be located in any of the following cities: Washington, DC; Atlanta, GA; Boston, MA; New York City, NY; Chicago, IL; Dallas, TX; Philadelphia, PA; or San Francisco, CA. For detailed office locations, please visit: DOL offices. This position is in the Division of Compensation and Processing (DCP) within the Office of Human Resources (OHR), OASAM. The employee serves as a section chief and first-line supervisor, responsible for planning, directing, organizing, and overseeing the work of assigned staff performing duties that include, but are not limited to, the following: 30 Lead a section of the division by planning and organizing the work of HR staff, setting and adjusting short and long term priorities, providing advice and technical direction to staff, and monitoring performance. 30 Apply knowledge of HR systems, forms, action codes, and personnel action processing to interpret HR regulations, use technical processing methods, and ensure accurate and compliant personnel actions across multiple hiring and pay systems. 30 Analyze technical HR problems and propose resolutions, workflow improvements, or corrective measures that improve the quality and compliance of personnel action processing. 30 Plan and execute audits of personnel actions to identify error trends, evaluate workflow effectiveness, and use findings to develop targeted training and corrective strategies for HR staff. 30 Lead the planning, execution, and monitoring of department-wide projects by establishing milestones, directing team activities, assessing progress, and recommending new policies or procedures that improve program efficiency and effectiveness. 30 Interpret applicable regulations to respond to customer inquiries on personnel action processing and provide solutions that support accurate, timely, and customer focused HR service. 30 Provide training, coaching, and support to HR staff, supervisors, and employees to build understanding of HR processes, resolve issues, and improve the quality and responsiveness of services. 30 Review personnel action data, identify discrepancies, and coordinate with customers to obtain required information, ensuring records are complete, accurate, and aligned with service expectations. 30 Prepare written documents such as training materials, job aids, reports, policy recommendations and briefing materials that convey technical HR information. 30 Represent the agency and division in meetings, briefings, and conferences by presenting program information, summarizing assessments, and communicating recommendations to stakeholders. 30 Must be at least 16 years old. 30 Must be a U.S. Citizen. 30 Candidate required to obtain the necessary security/investigation level. 30 Requires a probationary period if the requirement has not been met. 30 Subject to financial disclosure requirements. 30 Requires a supervisory probationary period if the requirement has not been met. For GS-14: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-13, in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. To qualify for this GS-201-14, applicants must meet 3 of the following examples of specialized experience: 30 Experience leading a team of HR professionals by planning, organizing, and assigning work; balancing workload based on organizational priorities; adjusting long and short-term goals; and ensuring the timely, quality completion of HR program requirements. This includes monitoring staff performance, providing technical guidance, and directing resource allocation to meet mission needs. 30 Experience providing oversight of personnel action processing functions by applying expert knowledge of HR systems, action codes, and the Guide to Personnel Recordkeeping to ensure accuracy, regulatory compliance, and data integrity. This includes reviewing and validating personnel action data, resolving processing issues, conducting audits, identifying error trends, and implementing corrective actions or workflow improvements. 30 Experience interpreting federal HR laws, OPM and agency guidance, and program specific regulations to advise stakeholders; resolve complex HR processing issues; and develop solutions for ambiguous or unclear regulatory scenarios. This includes conducting research and analysis, preparing policy recommendations, and advising customers and staff on proper HR procedures. 30 Experience delivering training, coaching, and technical instruction to HR staff, supervisors, and employees on HR processes, personnel action requirements, and system usage. This includes preparing clear written materials (e. g., job aids, guides, reports), communicating tactfully with diverse stakeholders, presenting program information, and collaborating to address customer needs and improve HR service delivery. There is no substitute of education for specialized experience to qualify for this grade level. For more information, click Telework Position Information. Based on agency needs, additional positions may be filled using this vacancy. DOL may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits. Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.