Selectee must be able to physically work onsite. The VHA has adopted the HR Modernization, which is a new model of organizing and consolidating essential Human Resource (HR) functions and services to the VISN 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.

Duties

Duties include but are not limited to: Provides technical guidance, advice and counseling to management officials and supervisors to address issues with workforce-related conduct and performance. Advise management officials at all levels of the network, including senior leaders, about appropriate disciplinary or other corrective techniques in response to a range of conduct and performance problems. Offers technical guidance, information and assistance to management and senior leadership officials on sensitive, serious, and controversial labor relations issues regarding employees in a wide variety of administrative and clinical occupations with substantial differences in working conditions, entitlement, and occupational practices and policies. Conducts and advises on ER matters, all proposed adverse actions, coordination and oversight, including OAWP, DAB, AIB, fact findings, grievance examiner, state licensure reviews, suitability, Drug Free Workplace, Workplace Violence Prevention Program, and third-party hearing representation; this may include resolution of administrative grievances, post separation reviews, Congressional, Office of Inspector General, Office of Special Counsel, Equal Opportunity Employment, Merit System Protection Board or department level complaints. Delivers training for management and employees on a variety of employee relations topics and prepares a variety of correspondence on behalf of the agency to address complex employee relations matters including, disciplinary and adverse actions, settlement agreements, and congressional correspondence. Applies a high degree of insight and technical competence to recognize and accomplish management objectives without sacrificing fundamental principles; must have the stature, foresight, maturity, and ability to negotiate and reach amicable solutions to complex and controversial problems. Skilled in fact-finding, interviewing, and case management techniques to advise on and/or conduct investigations, such as AIB, DAB, and OAWP. Provides management with interpretation of policies, procedures, and collective bargaining agreements; researches and interprets legal and regulatory program guidance, including case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives and serves as subject matter expert regarding policies and procedures pertaining to Federal Labor Relations Authority and Federal Services Impasses Panel. Analyzes changes to regulations and policies to determine the impact on the labor relations program; determines need for impact and implementation or full bargaining at the appropriate level (local, network, or national bargaining). Promotion Potential: The selectee may be promoted to the full performance level without further competition when all regulatory, qualification, and performance requirements are met. Selection at a lower grade level does not guarantee promotion to the full performance level. Work Schedule: Monday through Friday, Hours Negotiable. Compressed/Flexible: Available Telework: 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. Virtual: This is NOT a virtual position. Position Description/PD#: Human Resources Specialist - ER/LR/PD999664S and PD99665S Relocation/Recruitment Incentives: Not Authorized Critical Skills Incentive (CSI): Approved Permanent Change of Station (PCS): Not Authorized Financial Disclosure Report: Not required Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required

Requirements

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 09/08/2023. 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-7 position you must have served 52 weeks at the GS-5. For a GS-9 position you must have served 52 weeks at the GS-7. 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. The BASIC REQUIREMENT for the HR Specialist GS-0201 series is presumed met if found qualified at the GS-0201-7 level and above. To qualify for this position at the GS-7 level, you meet one of the following: Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-5 grade level in federal service that demonstrates HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. 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. Qualifying specialized experience includes: Knowledge of, and skill in applying, a wide range of methods, principles, and practices commonly used in the employee & labor relations process. Knowledge of the occupational design of positions sufficient to: advise management officials on various types of actions and their appropriate application in both the competitive and excepted services. Advise on the procedural and regulatory requirements governing the employee & labor relations process. Develop plans of actions; use a variety of standardized internal/external strategies to aid in advisement on labor, performance or correction actions. ~OR~ Education: Successful completion of one full year of graduate level education or Superior Academic Achievement (S.A.A.). The S.A.A. provision is an educational achievement based on class standing, grade-point average or honor society membership. Such education must demonstrate the knowledge, skills, and abilities necessary to do the work of this position. ~OR~ Combination: Combinations of successfully completed graduate level education (beyond a bachelors degree) and specialized experience, as described above, to meet the total requirements. The education portion must include graduate courses that demonstrate the knowledge, skills, and abilities necessary to do to the work of this position. To qualify for this position at the GS-9 level, you must meet one of the following: Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-7 grade level in federal service that demonstrates HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. 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. Qualifying specialized experience includes: Knowledge of, and skill in applying, a wide range of methods, principles, and practices commonly used in the employee & labor relations process. Knowledge of the occupational design of positions sufficient to: advise management officials on various types of actions and their appropriate application in both the competitive and excepted services. Advise on the procedural and regulatory requirements governing the employee & labor relations process. Develop plans of actions; use a variety of standardized internal/external strategies to aid in advisement on labor, performance or correction actions. ~OR~ Education: Successful completion of a Master's or equivalent graduate degree, two full years of progressively higher- level graduate education leading to such a degree, or LL.B. or J.D., if related. Such education must demonstrate the knowledge, skills, and abilities necessary to do the work of this position. ~OR~ Combination: Combinations of successfully completed graduate level education (beyond the first year) and specialized experience, as described above, to meet the total requirements. The education portion must include graduate courses that demonstrate the knowledge, skills, and abilities necessary to do to the work of this position.

Education

Qualifying education for the GS-0201 series includes courses and programs in HR, 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/or humanities.

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

Superior Academic Achievement S.A.A. (S.A.A. is based on (1) class standing, (2) grade-point average, or (3) honor society membership. The full provision for Superior Academic Achievement (S.A.A.) is described in the OPM General Schedule Operating Manual.

1. Class standing--Applicants must be in the upper third of the graduating class in the college, university, or major subdivision, such as the College of Liberal Arts or the School of Business Administration, based on completed courses.
2. Grade-point average (G.P.A.)--Applicants must have a grade-point average of: 3.0 or higher out of a possible 4.0 ("B" or better) as recorded on their official transcript, or as computed based on 4 years of education, or as computed based on courses completed during the final 2 years of the curriculum; or 3.5 or higher out of a possible 4.0 ("B+" or better) based on the average of the required courses completed in the major field or the required courses in the major field completed during the final 2 years of the curriculum. Grade-point averages are to be rounded to one decimal place. For example, 2.95 will round to 3.0 and 2.94 will round to 2.9.
3. Election to membership in a national scholastic honor society--Applicants can be considered eligible based on membership in one of the national scholastic honor societies listed below. These honor societies are listed in the Association of College Honor Societies: Booklet of Information (1992-95) and/or Baird's Manual of American College Fraternities (1991). Agencies considering eligibility based on any society not included in the following list must ensure that the honor society meets the minimum requirements of the Association of College Honor Societies. Membership in a freshman honor society cannot be used to meet the requirements of this provision. (UNOFFICIAL TRANSCRIPT REQUIRED)

Reference: VA Regulations, specifically VA Handbook 5005, Part II, Appendix F1; Human Resources Specialist Qualification Standards GS-0201. This can be found in the local Human Resources Office.

Contacts

• Address VHA VISN 19 Human Resources 4100 E MISSISSIPPI AVENUE SUITE 1100 Denver, CO 80246-3056 US
• Name: Tanya Starry
• Phone: 801-584-1284
• Email: [email protected]