HR Specialist (Strategic Business Partner)
US Veterans Health AdministrationPhiladelphia, PAa month ago

Duties

Summary

The Veterans Health Administration (VHA) has adopted the HR Modernization and Shared Services Implementation, which is a new model of organizing and consolidating essential Human Resource (HR) functions and services to the Network level. This improvement to HR service delivery will best support the needs of the VISN's diverse workforce and the expectations of management related to the acquisition, compensation, retention, and performance of staff.

Responsibilities

The Human Resources Strategic Business Partner (SBP) contributes to overall VISN performance by providing tactical and strategic consulting on people and organization development strategies in support of business objectives. The Human Resources SBP is an experienced local labor market expert advisor to executive leadership on all HR Staffing matters at a designated facility. Selectees will execute delegated responsibilities for the local labor market in the following functional areas: strategic talent acquisition and management (staffing); policy interpretation, application and implementation; and compensation management consultation. Duties include, but are not limited to:
  • Collaboratively evaluates trends in missions, technology, manpower, fiscal resources, and other factors influencing future needs; coordinates with advisory staff to obtain management information; advises staff on difficult and unusual recruitment, placement and pay issues or problems.
  • Coordinates with leadership stakeholders, to include local, regional and national leadership throughout the entire recruitment process. Provides management advisory services to resolve conventional problems that arise in administering an applicant recruitment.
  • Writes a variety of documents to include items for newsletters, information needed on congressional inquiries, responses to reconsiderations, letters responding to inquiries from employees and other customers, and provides guidance on regulations, policies, directives and applicable supplements.
  • Advises and consults on targeted recruitment strategies and non-traditional recruitment opportunities specific to the local and regional market area, such as targeted job fairs-including both local and virtual fairs-social media recruitment campaigns, targeting new talent through universities and their future graduates.
  • Through the assessment of quantitative and qualitative recruitment data, such as data from Office of the Inspector General (OIG), annual workforce Planning Studies, special initiatives, and other VHA applicable data and studies, creates benchmarks in achieving short and long-term recruitment outcomes.
  • Create legally sufficient solutions and provide information on the widest range of flexibility to achieve objectives. Provides law, policy, and analysis to the manager to support their recommendations.
  • Supports the employment program by advising supervisors and managers on the fundamental legal and regulatory provisions of employment programs. Recommends strategies for overcoming employment barriers.
  • Provides technical advice and assistance to the human resources staff and management officials in all areas of staffing and recruitment, including priority placement, direct hiring, special hiring authorities, etc.
  • Troubleshoots and resolves difficult and controversial internal and external staffing and placement problems. Performs internal placement duties that include conducting job analysis, preparing promotion and placement products, and issuing referral certificates.
  • Consults on and ensures all pre-employment requirements are met, such as: position management and organizational design, pay administration such as physician market pay; setting pay for Title 5, Title 38 and Hybrid employees, using multiple pay scales and various information sources; VetPro Credentialing; position descriptions, functional statements, scopes of practice, crediting plans, and job analysis.
Work Schedule: Monday through Friday, Daylight
Telework: Available
Virtual: This is not a virtual position.
Position Description/PD#: HR Specialist (Strategic Business Partner)/PD99989A and PD99989A
Relocation/Recruitment Incentives: Not authorized
Financial Disclosure Report: Not required

Travel Required

Occasional travel - You may be expected to travel for this position.
Supervisory status
No
Promotion Potential
12
  • Job family (Series)

    0201 Human Resources Management

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  • Requirements

    Requirements

    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

    Qualifications

    This position involves a multi-grade career ladder. The major duties listed below represent the full performance level of GS-12. At the GS-7 grade level, you will perform assignments of a more limited scope and with less independence. You will progressively acquire the background necessary to perform at the full performance level of GS-12. Promotion is at the discretion of the supervisor and is contingent upon satisfactory performance, availability of higher level work, and availability of funds. Promotion is not guaranteed and no promise of promotion is implied.

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

    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-12 position you must have served 52 weeks at the GS-11. For a GS-11 position you must have served 52 weeks at the GS-9. For a GS-9 position you must have served 52 weeks at the GS-7. For a GS-7 position you must have served 52 weeks at the GS-5. 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.

    You may qualify based on your experience as described below:

    GS-7:
    • Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-5 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: knowledge of, and skill in applying, basic principles and practices of the HR specialization(s) sufficient to: perform highly structured, entry-level work designed to develop broader and more in-depth knowledge and skill to perform higher-level assignments; communicate factual and procedural information clearly, orally and in writing. OR
    • Education: Applicants may substitute education for the required experience. To qualify based on education for this grade level you must have 1 full year of graduate level education or superior academic achievement. Education must be in a field that has enabled the applicant to have the knowledge, skill, and ability to perform the work of the job at that level. Transcripts required. OR
    • Combination: Applicants may also combine education and experience to qualify at this level.
    GS-9:
    • Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-7 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: knowledge of, and skill in applying, a wide range of methods, principles, and practices commonly used in the staffing, recruitment and placement process; and knowledge of the occupational design of positions within assigned organizations sufficient to: advise management officials on various types of appointments and their appropriate application in both the competitive and excepted services; develop rating factors and crediting plans for vacancy announcements; use a variety of standardized internal/external recruitment strategies to aid in strategic recruitment planning; and advise on position career patterns. OR
    • Education: Applicants may substitute education for the required experience. To qualify based on education for this grade level you must have:
    • Master's degree or equivalent graduate degree in related field to Human Resources or
    • 2 full years of progressively higher level graduate education leading to such a degree, or LL.B. or J.D., if related. OR
    • Combination: Applicants may also combine education and experience to qualify at this level. Only graduate education in excess of the amount required for the next lower grade level may be used to qualify applicants for positions at grades GS-9 and GS-11.
    GS-11:
    • Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-9 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: knowledge of, and skill in applying, laws, Executive orders, regulations, policies, concepts, and various HR policies, practices, procedures, and management controls of the recruitment and placement functions; coordinate with, and advise on technical issues involving recruitment and placement actions; perform internal placement duties including conducting job analysis, preparing promotion and placement products, and issuing promotion and referral certificates;
    • OR
    • Education: Applicants may substitute education for the required experience. To qualify based on education for this grade level you must have:
    • Ph.D or equivalent doctoral degree in related field to Human Resources or
    • 3 full years of progressively higher level graduate education leading to such a degree, or
    • LL.M., if related,
    • Combination: Applicants may also combine education and experience to qualify at this level. Only graduate education in excess of the amount required for the next lower grade level may be used to qualify applicants for positions at grades GS-9 and GS-11.
    GS-12:
    • Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-11 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: Knowledge of and ability to apply a wide range of HR concepts, principles, laws, regulations, and practices, to include OPM requirements, VHA specific policy and labor organization agreements for Title 5, Hybrid T38 and full Title 38 positions; Skill in serving as a consultant to managers in providing authoritative HR services and conducting detailed analyses of complex functions within serviced organizations; Skill to apply this information to a variety of difficult and complex work assignments to provide consultative services to HR staff and Service Chiefs at Network facilities on technical matters which involve recruitment decisions; Knowledge of USA Staffing for the use of posting job announcements, issuing certificates of eligibility, issuing notices to employees, and advising managers on conducting job analysis.

    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: 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.

    Education

    A transcript must be submitted with your application if you are basing all or part of your qualifications on education.

    PLEASE NOTE: Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications (particularly positions with a positive education requirement). Therefore, applicants must report only attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Applicants can verify accreditation at the following website: http://www.ed.gov/admins/finaid/accred/index.html. All education claimed by applicants will be verified by the appointing agency accordingly. If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education.

    Additional information

    VA supports the use of telework as a way to help attract and retain talented individuals in public service, increase worker productivity, and better prepare the agency to operate during emergencies. This position may be authorized for telework. Telework eligibility will be discussed during the interview process.

    Receiving Service Credit or Earning Annual (Vacation) Leave: Federal Employees earn annual leave at a rate (4, 6 or 8 hours per pay period) which is based on the number of years they have served as a Federal employee. VA may offer newly-appointed Federal employee's credit for their job-related non-federal experience or active duty uniformed military service. This credited service can be used in determining the rate at which they earn annual leave. Such credit must be requested and approved prior to the appointment date and is not guaranteed.

    Special Employment Consideration: VA encourages persons with disabilities to apply, including those eligible for hiring under 5 CFR 213.3102(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.

    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 well-qualified: applicants must possess experience that exceeds the minimum qualifications of the position including all selective factors, and who are proficient in most of the required competencies of the job. 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/.

    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.

    If you are unable to apply online view the following link for information regarding an Alternate Application.

    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.

    Background checks and security clearance

    Security clearance
    Other
    Drug test required
    No
    Position sensitivity and risk
    Moderate Risk (MR)
    Trust determination process
    Suitability/Fitness
  • Required Documents

    Required Documents

    To apply for this position, you must provide a complete Application Package which includes:
    • Resume


    The following documents are accepted, and may be required if applicable to your eligibility and/or qualifications for this position. Please use this checklist to make sure you have included other documents required for your application, such as a copy of your transcript (if using education to qualify), SF-50's (current/former Federal employees), documentation to support Veterans Preference claims, or ICTAP/CTAP documentation (for displaced Federal employees). You will not be contacted for additional information.
    • Cover Letter
    • DD-214/ Statement of Service
    • Disability Letter (Schedule A)
    • Disability Letter (VA)
    • Other (1)
    • Proof of Marriage Status
    • Resume
    • Separation Notice (RIF)
    • SF-15
    • SF-50/ Notification of Personnel Action
    • Transcript


    SF-50, Notification of Personnel Action (if applicable for Time in Grade and/or Eligibility):
    • Most recent SF-50 if you are a current or former Federal employee
    • An SF-50 showing 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
    • Award 50's do not provide sufficient information and will not be accepted for the purpose of verifying time-in-grade.
    • Examples of appropriate SF-50's include:
      • Within grade increases at the highest grade held; or
      • Promotions with an effective date more than one year old; or
      • SF-50's at the highest grade held with an effective date more than one year old.
    Veterans' Preference: When applying for Federal Jobs, eligible Veterans should claim preference for 5pt (TP), 10pt (CP/CPS/XP), or for Sole Survivor Preference (SSP) in the questionnaire. You must provide a legible copy of your DD214(s) which shows dates and character of service (honorable, general, etc.). If you are currently serving on active duty and expect to be released or discharged within 120 days you must submit documentation related to your active duty service which reflects the dates of service, character of service (honorable, general, etc.), and dates of impending separation. Additionally, disabled veterans and others eligible for 10-point preference (such as widows or mothers of eligible Veterans) must also submit an SF-15 "Application for 10 Point Veteran Preference" with required proof as stated on the form. Documentation is required to award preference. For more information on Veterans' Preference, please visit Feds Hire Vets - Veterans - Job Seekers - Veterans' Preference.

    If you are relying on your education to meet qualification requirements:

    Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education.
    Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.
  • Benefits

    Benefits

    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.

Help

This job is open to

  • Career transition (CTAP, ICTAP, RPL)

    Federal employees who meet the definition of a "surplus" or "displaced" employee.
  • Federal employees - Competitive service

    Current or former competitive service federal employees.
  • Federal employees - Excepted service

    Current excepted service federal employees.
  • Individuals with disabilities

  • Special authorities

    Individuals eligible under a special authority not listed above, but defined in the federal hiring regulations.
  • Veterans

Clarification from the agency

Open to all Status candidates.
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