VISN 8 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 Veterans Integrated Services Network (VISN) level.

Duties

The Supervisory HR Specialist for Compensation will provide HR Services including leadership consulting and advisory functions. Emphasis is on providing leaders and employees with quality customer service, program accountability, and problem resolution. And, this position is aligned under the Compensation Center of Excellence (CCoE) Unit, reporting to the Deputy Network Chief Human Resources Officer, with full responsibility over all Network pay schedules, salary surveys, awards budget, retention incentives and other pay incentives that require the Network Director approval and/or oversight. Other responsibilities are, but not limited to, the following: Analyzing, interpreting, developing, and/or implementing laws, regulations, policies, and/or guidance involving subject matter areas within compensation administration and advising leadership on the use of compensation flexibilities to help recruit, manage, and retain employees. Providing compensation oversight for the Network and serves as the senior most technical advisor and consultant to management. Accomplishing difficult, complex, and potentially controversial compensation reviews, and conducting Network-wide compensation reviews for conformity to appropriate regulations. Ensuring senior management officials receive compliant, accurate advice that avoids unnecessary costs, settles claims against the Government, and fosters an understanding of statutory compensation entitlements, regulations, and court decisions. Overseeing the development and delivery of briefings to managers to foster understanding and acceptance of pay and leave administration findings, recommendations, and policies; and directing and overseeing the establishment, verification, and continuance of all special salary rates and schedules for all Network sites. Ensuring valid wage evaluations are conducted, ensuring the integrity of comparable data from reliable sources are utilized as evidentiary support of the establishment/update/continuance of compensation considerations; and ensuring compliance on all pay limitation areas. Ensuring the VISN Compensation unit participates in and contributes to effective implementation of Workforce Planning initiatives; and monitoring employee entrance and exit surveys for the purposes of any recurrent compensation-related themes, to proactively address compensation-related issues. Developing operating procedures and/or processes for use in recruitment, relocation, and retention incentive programs; and other strategic compensation programs (i.e., Dual Compensation, etc.). Providing technical and administrative supervision to the Network Compensation staff, developing work plans, competency plans, and evaluating employee performance. Planning and assigning work to be accomplished by the unit, setting short and long- term priorities, approving leave, work schedules, and time and attendance; and providing advice, counsel, or instructions on both work and administrative matters. Providing career counseling upon request, approving training requests for the unit, interviewing candidates for positions in the unit, recommending appointment, promotion or reassignment; and hears and resolves complaints or issues. Work Schedule: Monday thru Friday, Various Tours of Duty Available 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 a virtual position. Position Description/PD#: Supervisory Human Resources Specialist (Compensation)/PD99973S Relocation/Recruitment Incentives: May be authorized for highly qualified candidate. Permanent Change of Station (PCS): May be authorized for highly qualified candidate. PCS Appraised Value Offer (AVO): 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. Work Environment: The work is performed in an office setting with adequate heat, light, and standard environmental considerations therein.

Requirements

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 09/27/2023. 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-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. 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-13 grade level, you must meet one of the following listed Criteria: Criteria 1- Graduate Degree and Specialized Experience: Successful completion of a graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level. 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 is defined as: Applies full range of pay, premium pay, regulations, principles. Provides advice and guidance to leadership, employees, and union officials sufficient to create, analyze new as well as, review and revise established nurse locality schedules and Title 5 and Title 38 special rates schedules. Knowledge of and skill in applying a wide range of Human Resource Management concepts, principles, laws, regulations, and practices. Advise on setting and adjusting pay for new and continuing employees, implanting pay schedule adjustments (may include General Schedule, Federal Wage System, locality pay and/or other geographic pay), special salary rates, pay limitations, allowances, differentials, premium pay, FLSA overtime pay, grade and pay retention, severance pay, recruitment and retention flexibilities, back pay, and settlement of claims and application of single agency compensation authorities. Provide advice on employee grievances and claims involving pay entitlements; analyze regulations to develop operating procedures or processes for an organization's recruitment, relocation and retention incentive programs. (Transcripts Required) ~OR~ Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-12 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 is defined as: . Provides expert consulting and advisory services to Network and Facility leadership on compensation administration to include guidance on Title 5 General Schedule and Federal Wage Systems, Title 38 and Hybrid Title 38 employment and pay systems, and administration of Full Title 38 Physicians, Dentists, and Podiatrists market pay determinations; Analyzes, interprets, and applies laws, regulations, policies, and procedures in all aspects of compensation, providing expert guidance and oversight to facilities in identifying issues and trends or identifying corrective action and resolving issues for complex pay issues; and applies standards and principles in resolving a variety of regular compensation issues pertaining to basic pay setting, locality pay, special salary rates, back pay, pay limitations, premium pay, pay and grade retention, and cost-of-living allowances (COLA); Plans, advises on, and evaluates assigned compensation management projects and programs for the Network such as Wage Grade Surveys, Reviews of Special Salary Rate and Nurse Locality Pay System Schedules for Title 38 and Hybrid Title 38 Occupations, Annual Congressional Report on Nurse Recruitment and Retention, Retroactive Pay Increases, Aggregate Pay and Pay for Performance Limits for Physicians, Dentists, Chiropractors, Podiatrists, and Fee Basis Providers, and Alignment of LLMA's; and Provides expert guidance and assistance in developing justification for the 3R's (Recruitment, Relocation, and Retentive Incentives), incentives for the Education Debt Reduction Program (EDRP), Dual Compensation, and experience sitting on associated Network-level advisory boards such as the Retention Incentive Review Board (RITRB). 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. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.

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.

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 8 Human Resources 140 FOUNTAIN PARKWAY N. SUITE 600 ST PETERSBURG, FL 33716 US
• Name: Lisa Fisher
• Phone: (727) 273-4611
• Email: [email protected]