Veterans Integrated Service Network 10 Human Resources Management Service (VISN 10 HRMS) is recruiting for an Assistant Human Resources Officer (Senior Strategic Business Partner - SSBP). The incumbent will function as the Northern Indiana Healthcare System SSBP. NOTE: The SSBP position may be responsible for covering more than one facility within their VISN. The incumbent will act as a change agent to the facility through process redesign, and approaches that support change and transformation.

Duties

VA offers a comprehensive total rewards package: HR Specialist Total Rewards Duties of the Assistant Human Resources Officer (SSBP) include, but are not limited to: Technical Consultation, Advisory and Program Management: Supports leadership and organizational goals, which includes, but is not limited to: Resource Management Committee; Succession Planning; Emergency Management; Diversity and Inclusion; Activations Planning; Quality Management; Joint Commission Planning; Workforce Planning; and any others as applicable. Advises leadership and provides responses to proposed legislation, policies, and standards of higher authority regarding human resources issues. Ensures that the impacts of proposals are thoroughly considered by management officials and that VA views and needs are adequately represented. Produces comprehensive workforce analyses and strategies that drive a cohesive and focused HR organization. This position directly advises, communicates, and supports the execution of Human Capital Management (HCM) programs, products, and services into the organization. Recommends and implements workforce analytics for the facility and VISN. This includes planning, directing and conducting studies to determine the right size and composition for the workforce while assessing risks to ensure the facility is able to effectively deliver on the mission. Leads the succession planning process and coordinates expert services in performing analyses of the workforce to identify succession plan priorities. Partners in the development of succession planning options to address projected recruitment/retention challenges and maintain organizational knowledge. Coordinates with other Strategic Human Resources Business Partners to discuss, prioritize and address succession plan needs. This includes planning a strategic approach to ensuring a diverse workforce. Ensures leaders and managers assess results and build comprehensive action plans from employee performance appraisals, proficiencies, competencies and all employee surveys. Collaboratively drives complex employee relations issues for field-based employees such as employee complaints, harassment allegations, and work performance issues while ensuring legal compliance, leveraging employee abilities and managing risks. Assists with local fact finding and investigations. Conducts exit interview, analyzes trends in turnover, separations and grievances to determine support or actions needed to adjust unfavorable trends. Works with leadership, staff and operational officials, employee groups, etc., to develop and explore labor relations alternatives to improve policies, techniques, and procedures. Analyzes, evaluates, and develops major aspects of agency-wide labor relations programs that require isolating and defining unknown conditions, resolving critical problems, and developing new concepts and methodologies; and resolving issues of sensitivity and potential controversy that may promote advances in principal human resources program plans, goals, objectives, and milestones. Works collaboratively with the all levels of leadership and the Compensation Center of Excellence (CCoE), by establishing strategy for the utilization of Special Salary Rates, Nurse Pay Schedules, Physician, Dentist, and Podiatrist Pay, Student Loan Repayment Program (SLRP), Education Debt Reduction Program (EDRP), Recruitment, Relocation, and Retention (3Rs) incentives, etc. Reviews and consults with the CCOE on valid wage evaluations, ensuring the integrity of comparable data from reliable sources are utilized as evidentiary support of establishment/update/continuance of compensation considerations. Assesses the needs and strategic objectives and analyzes trends and priorities for the future, to focus on implementation strategies to accomplish long-term outcomes and annual goals identified in the organization's balanced scorecard and workforce development plan. Supervisory Duties: Plans and establishes work schedules, hours of duty, etc. Assigns work to staff and provides technical and policy direction to their efforts. Reviews completed work of the staff and provides feedback. Determines unit's goals and objectives. Evaluates the work performance of subordinate staff members and recommends appropriate awards to enhance effective performance or acts to deal with inadequate performance, through counseling, training, coaching and other means. Effects minor disciplinary measures, i.e., warnings and reprimands, etc. Work Schedule: Monday - Friday, 8:00am - 4:30pm Compressed/Flexible: May be authorized Telework: Telework eligibility will be discussed during the interview process. Virtual: This is not a virtual position. Position Description/PD#: Assistant Human Resources Officer/PD99991S

Requirements

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 12/20/2024. 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-14 position you must have served 52 weeks at the GS-13. 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-14 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-12 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 includes: Human Resources (HR) management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. Experience in training of employees, developing and maintaining HR management policies and strategies, renumeration of employees and the ongoing evaluation of employees in alignment to all Federal employment laws. ~OR~ Criteria 2 - Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-13 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: HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. Experience in training of employees, developing and maintaining HR management policies and strategies, renumeration of employees and the ongoing evaluation of employees in alignment to all Federal employment laws.

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 10 Human Resources 11500 NORTHLAKE DRIVE SUITE 200 CINCINNATI, OH 45249-1642 US
• Name: Michael Swain
• Phone: (313) 737-8567
• Email: [email protected]