Summary

This position serves as VBA's Supervisory Human Resources Specialist for the Department of Veterans Affairs (VA), Veterans Benefits Administration (VBA), Office of Human Capital Services (HCS), Office of Staff Operations (OSO), Human Resources Program Management Operations (HRPMO) Strategic Team. The incumbent reports to the Director GS-201-15 for HRPMO.

Duties

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Specific duties include:

• Serves as a HRPMO Supervisory Human Resources Specialist. Provides oversight and management of a strategic human resources team working with staff at various organizational levels to identify, coordinate and execute various HR program operations throughout the Office of Staff Operations (OSO) and Veterans Benefits Administration (VBA)
• Provides supervision to subordinates and leadership support to the supervisor, is delegated well-defined authority to issue and monitor work assignments of junior team members and leads projects with significant VBA and VA wide impact.
• Responsible for planning, administering, evaluating, and supervising a team along with being responsible for a variety of OSO special emphasis recruitment programs and outreach initiatives.
• Responsible for strategic planning efforts and initiatives related to OSO that require collaboration across HR functional teams and areas (i.e., Employee Development, Employee & Labor Relations, Policy, Information Systems, Recruitment and Staffing, Employee Benefits, etc.). Also serves as a resource contact for evaluating and providing solutions and courses of actions for complex and difficult OSO matters.
• Responsible for a broad range of functions necessary for ensuring the most effective and efficient management of OSO services, programs, and processes. The incumbent will often be privy to discussions and/or decisions which are sensitive in nature, are in the early stages of development and may be controversial, or contain personal information and views, and the utmost discretion must be applied.
• Provides technical and administrative supervision to approximately (4) GS-13 FTE staff (nonsupervisory). Plans work to be accomplished by subordinates, sets and adjusts short- and long-range staffing plans to meet the forecasted mission requirements and changes in critical competencies; prepares schedules for completion of work; assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employee.
• Responsible for evaluating work performance of subordinates; gives advice, counsel, or instruction to employees on both work and administrative matters; interviews candidates for positions in the unit; recommends appointment, promotion, or reassignment to such positions; hears and resolves complaints from employees, referring group grievances and more serious unresolved complaints to a higher-level supervisor or manager.
• Ensures strategic planning evaluation/assessments adequately and efficiently address and measure key customer and operational requirements for ongoing process improvements aligned with organizational strategic direction; optimizes the use of resources and bridges short/long term requirements entailing expenditures, contracts, training, etc. ensures that there are mechanisms to transmit requirements and achieve alignment with intended outcomes.
• Performs staff actions/analyses and coordination actions related to all aspects of continuing improvement management, including organizational structure and business processes; mission alignments; staff levels; relationships; efficiency/productivity program management; and modification/waivers of legal/regulatory/administrative controls.
• Contributes to the formulation of HCS's & OSO's vision and annual strategic plan including the development of goals and objectives that enable mission accomplishment and bridge the gap between the present and future organizational requirements.
• Completes and/or leads projects and initiatives with significant VBA and VA impact. Establishes tools and standards for managing projects. Exercises sound discernment in the approach taken to complete tasks as assignments are typically sensitive in nature, carry short suspense timeframes, and are tasked by senior level VBA and VA officials.
• Researches, identifies, and develops criteria and procedures to conduct program evaluations and to measure program accomplishments. Implements new and evaluates existing OSO HR program development and evaluation methods.
• Ensures HR program development and evaluation methods are in compliance with Office of Personnel Management (OPM), VA, and other federal regulations, statutes, policies, and procedures.
• Evaluates programs to ensure goals and objectives are being met while managing customer feedback for productivity, quality, and customer service management.

Promotion Potential: There is no promotion potential.

Work Schedule: Full time, Monday through Friday

Compressed/Flexible: Not Available

Telework: Available

Virtual: Current HRPMO staff with and out-based duty location will continue to report to their current approved duty location upon selection.

Position Description/PD#: Supervisory Human Resources Specialist; 42043-0

Relocation/Recruitment Incentives: Not Authorized

Financial Disclosure Report: Not Required

Requirements

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Conditions of employment

As a condition of employment for accepting this position, you will be required to serve a 1-year probationary period 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 2-year trial period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

• You must be a U.S. Citizen to apply for this 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
• Selectees are required to service a one-year supervisory probationary period if not previously completed in a Federal position.
• Selected applicants will be required to complete an online onboarding process

Selected applicants will be required to complete an online onboarding process. Acceptable form(s) of identification will be required to complete pre-employment requirements I-9 Acceptable Documents.

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement:06/22/2026.

BASIC REQUIREMENT: To qualify for the HR Specialist position, candidates must meet the following basic requirements as described in 1 of the following methods: a. Merit-Based Method, b. Education-Based Method or c. Training-Based Method: Method 1: Merit-Based Method. The Merit-Based Method allows for a candidate to meet the basic requirement by possession of 1 year of specialized experience requiring knowledge of and/or skill in applying basic HR concepts, laws, principles, policies, methods, practices and/or HR systems. 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. This experience must be equivalent to at least the GS-4 level of the Federal Government. OR Method 2: Education-Based Method. The Education-Based Method allows for a candidate to meet the basic requirement by possession of the following: Successful completion of bachelor's degree (or higher). OR Method 3: Training-Based Method. The Training-Based Method allows for a candidate to meet the basic requirement by possession of the following: 6-months of general experience, equivalent to at least the GS-4 level of the Federal Government, requiring knowledge of and/or skill in applying laws, regulations, rules, principles, policies, methods, practices, supporting customers, communicating in writing and/or verbally & using various computer systems & office equipment in administrative, professional, technical or other responsible work positions, plus the possession of 1 of the four training criteria.

• Training 1: Successful completion of at least 12 credit hours of college-level (associate degree or higher level) course work in any of the following types of fields, majors or programs or those closely related as evidenced by the course or programs: HR (general), HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and humanities.
• Training 2: Successful completion of at least 4 formal training courses in HR. The focus of these HR courses will be in areas or those closely related to general HR, Federal HR, private sector/corporate HR or HR management. These courses must be offered through VA (i.e., Talent Management System courses), Federal agencies/departments (i.e., OPM Federal Human Resources Institute) or through external organizations (i.e., HR Certification Institute (HRCI4) Learning, HR University or Management Concepts). For the purpose of this standard, formal means interactive (online or in-person) training that includes communication between the participants and/or the instructor. Successful completion is evidenced by documentation of successful completion by the training organization.
• Training 3: Successful completion of a formal certificate program in any of the areas (or related areas) listed in Training 1 (above) or those closely related as evidenced by the course or programs. A formal certificate program for the purposes of this standard means a series or set of courses that provide a foundational or advanced knowledge. The courses must have been provided by an accredited college, university, organization or company & must have required assignments and/or other course work. Examples of providers include, but are not limited to, Purdue University, Global Cornell University (i.e., eCornell) or Wharton School. Successful completion is evidenced by documentation of completion by the training organization.
• Training 4: Current professional HR certification through the Society of Human Resource Management (SHRM), HRCI4, International Public Management Association (IPMA) (or Public Sector HR Association (PSHRA)), American Society for Health Care Human Resources Administration (ASHHRA) or an organization or company that has a formal structure & is nationally recognized by the profession.

GS-0201 levels 12-15 Requirement: To qualify for a Human Resources (HR) Specialist GS-0201 at the GS-12-15 grade levels, candidates cannot qualify based on education only, they must possess either:

• Criteria 1: Graduate level degree or higher and 3 years of progressive specialized experience equivalent to at least the GS-12 grade level OR
• Criteria 2: 1 year of specialized experience equivalent to at least GS-13

AND

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.

• For a GS-14 position you must have served 52 weeks at the GS-13 level.

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.

MINIMUM QUALIFICATION REQUIREMENT: You may qualify based on your experience as described below:

GS-14 Grade Level:

• Specialized Experience: Providing authoritative management advisory services related to the full spectrum of workforce planning, staffing, and recruitment activities. Program focus must be staffing and recruitment. Experience must demonstrate researching associated laws/regulations, analyzing, and evaluating issues, and determining applicable precedents to resolve interrelated recruitment problems. Experience must include conducting personnel training and/or mentoring and substantially contributing to the creation of office-level policies or procedures.

Volunteer 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.

Full vs. Part-Time Employment: Full-time employment is considered to be at least 35 hours per week. Part-time experience will be credited on a pro-rated basis; when including part-time employment in your resume you must specify the average hours worked per week.

Physical Requirements: Work is typically performed in an adequately lighted and climate-controlled office. The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, labs, or commercial vehicles. Work requires the observance of fire regulation.

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/.

Education

There is no education substitution.