The HR Business Partner serves as the primary advisor and point of contact on human resources programs and activities for their assigned internal clients. The incumbent is responsible for leading strategic hiring efforts, organizational design/re-design, and employment life-cycle events, while also providing strategic options, solutions and authoritative policy guidance concerning compensation, performance management, employee development and other related programs.

Duties

The incumbent reports to Supervisory Human Resources Specialist and provides technical advice and assistance and recommends appropriate courses of action to follow for difficult and/or unusual cases related to areas of responsibility. Assures compliance of such actions with appropriate rules, regulations, policies and procedures. Serves as a senior human resources (HR) professional and subject matter/technical expert providing advisory and consultative guidance on a combination of the following functions including strategic HR management, classification and position management, recruitment and hiring, compensation, performance management, employee development programs and HR policies. Responds to difficult human capital issues involving complex problems and organizational initiatives requiring expert and authoritative advice and sound course of action. Assures compliance of such actions with appropriate rules, regulations, policies and procedures. Oversees work conducted by contract support or Shared Service Provider (SSP) to enable OHRM mission priorities. Performs responsibilities with a client-centric, data-driven, and solution-oriented approach grounded in law, regulation and policy. Takes a strategic approach to human resources and human capital management. Provides human resources management advisory guidance and services in the development, interpretation, and coordination of duties. Reviews human resources policy changes from law, regulation, policy, and implementing procedures to identify and recommend changes in existing FHFA policies, procedures, and systems. Analyzes significant HR management recruitment, staffing, and classification issues and problems and develops recommendations and alternative solutions. Prepare and present reports and briefings on program status and/or recommended actions to appropriate individuals at all levels within the agency. Establish and maintain proactive working relationships within OHRM and throughout FHFA. Consult with all levels throughout the organization and subject matter experts to improve human capital planning, services and other activities as a basis for establishing objectives, insuring increased effectiveness and efficiency. Conducts or participates in conferences/meetings to provide or receive information duties and responsibilities and maintain subject matter expertise. Additional Duties Include: Supports the annual performance cycle (planning, feedback, and review), providing guidance on the mandatory requirements such as employee performance plan issuance, mid-year reviews, and final reviews are met. Assists managers in determining skill gaps improve offices and/or individuals productivity. Analyzes data to make compensation recommendations for promotions, hires, and equity reviews. Provides management officials with flexible and innovative strategies to carry out the full range of internal recruitment actions, e.g., Merit Promotion Staffing actions, for assigned organizations. Uses an automated system to develop job analysis, crediting plans, vacancy announcements, position descriptions, and other rating guides for internal openings and positions advertised using our agency's unique hiring authority. Reviews employment applications for minimum qualification requirements, adjudicates veteran preference, develops Certificates of Eligibles, and develops recruitment files that encompass all required documents including justifications for selection/non-selection. Provides options to supervisors and managers for utilizing a variety of recruitment programs for external hires. Coordinates and implements a recruitment program designed to meet the staffing needs of the organization and one that is responsive to dynamic changes in mission and business practices brought on by complicating factors, such as changing skills and competency needs, rightsizing initiatives, technological advances, or competition in the labor market. Researches, defines, and documents the best practices regarding external recruitment techniques in both the Federal and private sectors; assesses their applicability to the organization's short and long­ term strategic goals; adopts and implements practices where allowed; and makes recommendations to senior management on policy and regulatory revisions. Proposes and develops new or revised external recruitment policies, practices, or programs to deal with the changing workforce. Classifies jobs and prepares necessary documentation for a variety of professional, administrative, technical, clerical, and/or other positions. Provides expert and authoritative advice on difficult and complex classification issues and decisions with implications in major agency programs. Provides guidance and oversight to agency managers on the development of new positions to properly align within his/her organizational structure. Tracks positions of serviced organizations to ensure allocations remain within approved staffing levels.

Requirements

• Status Candidates (Merit Promotion and VEOA Eligibles) and those eligible for other hiring authorities.
• SF 50's are required with the exception of current FHFA employees. Please include one showing your tenure and competitive status. You will not be considered without this.
• Males born after 12-31-59 must be registered for Selective Service
• May be required to successfully complete a probationary period
• Only experience and education obtained by the closing date of this announcement will be considered.
• Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).
• Suitable for Federal employment, as determined by background investigation
• Resume and supporting documents (See How To Apply)
• FHFA participates in e-Verify. All New hires must complete the I-9 Employment Verification form either on or before their first day of employment. If a discrepancy arises, you must take affirmative steps to resolve the matter.
• Bargaining Unit Status: Ineligible
• This is NOT a remote position; you MUST live within or be willing to relocate within a commutable distance of the duty location.
• If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office.
• Failure to obtain DE Certification within 18 months of appointment may result in a termination as it is a Condition of Employment to obtain and maintain DE Certification.

Qualifications

You may qualify for your desired series and grade level if you meet the following qualification requirements: MINIMUM QUALIFICATIONS: Minimum Qualification EL-13: Applicants must have 52 weeks (one-year) of specialized experience equivalent to the next lower grade level as described below. Experience: I qualify for the EL/GS-13 because I have at least 52 weeks of specialized experience at the EL/GS-12 or equivalent demonstrating work experience with the statements described below. Examples of specialized experience include: Recommending and assisting with the interpretation and application of human resources staffing and recruitment policies and procedures to propose and implement long and short-term recruitment strategies. Providing in-depth consultation and strategic guidance on matters related to human capital policy and programs including staffing and placement. Assistance with the creation and implementation of effective human capital policies, strategic plans, status of human capital goals and objectives, and other human capital management documents. Creation of informative briefings and presentations to a broad audience on technical human capital programs and initiatives. Time-In-Grade: Current or former Federal government employees who have held an EL/GS position in the preceding 52 weeks, must meet the time-in-grade requirement. To be eligible for the EL-13 position, applicants must have served 52 weeks as an EL/GS-12 or higher in the Federal Service. **This position requires Delegated Examining (DE) certification, and candidates must be capable of obtaining and retaining DE certification. Failure to acquire DE certification within 18 months of appointment may result in termination.** 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; religious; 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.

Education

This job does not have an education qualification requirement.

Contacts

• Address
• Name: Devin Hinkle
• Phone: (202) 649-3777
• Email: [email protected]