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Duties

WHAT IS THE HCO HUMAN CAPITAL OFFICEDIVISION? A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions Vacancies will be filled in the following specialty areas: HCO-Human Capital Office, HCO OHRS - Policy and Audits Audit and Internal Controls; Audits Management Branch The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position. As a top senior expert, serves as personal advisor to and/or representative of top-level management in the most sensitive/controversial discussions and negotiations with representatives of the NTEU (National Treasury Employees Union). Receives and acts on labor organization requests for bargaining unit contract negotiations. Conducts Impact and Implementation (I & I) analysis and bargaining as appropriate. Develops strategies to incorporate Service-wide policies in negotiations with impacted NTEU chapters. Reviews existing local program guidance/management issues and develops long/short range plans for negotiations with NTEU chapters and works with management to integrate strategies developed with the local management agenda. Serves as the authoritative resource in the field to top-level management for all phases of the employee and labor relations programs. Provides expert employee and labor relations interpretations and decisions to senior HR supervisors and managers to resolve disputes and interpret facts, events, and/or identifying aggravating or mitigating factors relevant to cases. Explains ambiguous rules and procedures and helps support customers by understanding their rights and obligations; maintains and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolves disputed facts, including those which require expert level determinations for which previous studies and established techniques are frequently inadequate. Advises management about appropriate disciplinary or other corrective techniques to respond to a full range of conduct and performance issues. Advises management officials and supervisors on the performance management program, giving specific directions as needed on procedural and complex procedural and regulatory requirements for annual and other appraisals; explains requirements for developing, modifying, and issuing performance plans; preparing performance improvement plans; and initiating performance-based actions. Utilizes legal research methods, information gathering techniques, and analytical skills sufficient to locate, interpret, and analyze for applicability and appropriateness, precedent and substantive decisions, and/or legal opinions that various courts and administrative bodies have rendered. Maintains expert knowledge of employee and labor relations practices and policies through extensive review of FLRA (Federal Labor Relations Authority), FSIP (Federal Service Impasses Panel), OPM (Office of Personnel Management), OGC (Office of General Counsel), and MSPB (Merit Systems Protection Board) issuances and decisions, the contract, case law, policies, and precedents. Develops and issues Service-wide program guidance relative to changes in case law, policy, and strategy. As a senior expert, serves as the authoritative resource to top-level management for all phases of the employee tax compliance program. Provides expert tax compliance interpretations and decisions to senior HR supervisors and managers to resolve disputes and interpret facts and events relevant to cases. Explains ambiguous tax rules and procedures and helps support customers by understanding their rights and obligations with tax compliance; maintains and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolves disputed facts, including those which require expert level determinations for which established techniques are frequently inadequate. Assist manager in maintaining, and monitoring employee tax compliance cases and automated systems. Analyzes data to create reports for the program. Creates and maintains various logs for program control. Keeps management informed of major tax law and tax code changes; analyzes and provides management an informed assessment of the effect the changes have on the tax compliance program. Advises Labor and Employee Relations Specialists on the tax compliance program giving specific directions as needed on complex procedural and regulatory requirements. Interprets tax documents and explains requirements for each type of non-compliance issue, substantiates issue and develops case information, issuing correspondence as required.

Requirements

Qualifications

Federal experience is not required. The experience may have been gained in the public sector, private sector or Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement: SPECIALIZED EXPERIENCE GS-13: You must have 1 year of specialized experience at a level of difficulty and responsibility equivalent to the GS-13 grade level in the Federal service. Specialized experience for this position includes: Experience designing, creating, coordinating, or leading audits and/or studies (i.e., OPM, Treasury, TIGTA or GAO audits) involving major information data requests and gathering and evaluating audit information. Experience leading major project assignments that required a wide range of analytical and evaluative methods and techniques, both qualitative and quantitative, sufficient to evaluate a variety of data sources in seeking resolution of broad organizational issues and problems, to evaluate program effectiveness, and to detect trends. Experience with a range of laws, policies, regulations, and precedents applicable to the segment(s) of the Service's program affected by the assigned project or study; knowledge of agency programs and operations in order to develop and disseminate guidance for various programs within the audit arena. Experience utilizing a wide range of analytical and diagnostic methods, procedures, and principles to identify issues and develop solutions. Skill in oral and written communication techniques to present findings and deliver briefings, help others in understanding and accepting findings and recommendations, and negotiate solutions to disputed recommendations. AND MEET TIME IN GRADE (TIG) REQUIREMENT: You must meet applicable TIG requirements to be considered eligible. To meet TIG for positions above the GS-05 grade level, you must have served at least one year (52 weeks) at the next lower grade (or equivalent) in the normal line of progression for the position you are applying to. Advancement to positions up to GS-05 is permitted if the position to be filled is no more than two grades above the lowest grade held within the preceding 52 weeks. AND TIME AFTER COMPETITIVE APPOINTMENT: By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment. For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens". For more information on qualifications please refer to OPM's Qualifications Standards.

Education

A copy of your transcripts or equivalent documentation is required for positions with an education requirement, or if you are qualifying based on education or a combination of education and experience. An official transcript will be required if you are selected. If the position has specific education requirements and you currently hold, or have previously held, a position in the same job series with the IRS, there is no need to submit a transcript or equivalent at this time. Applicants are encouraged, but are not required, to submit an SF-50 documenting experience in a specific series. A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page.

FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. Click here for Foreign Education Credentialing instructions.

Contacts

• Address HCO OHRS - Policy and Audits 1111 Constitution Ave NW Washington, DC 20224 US
• Name: (ERC) Employee Resource Center
• Phone: 866-743-5748