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Duties

WHAT IS THE HUMAN CAPITAL OFFICE (HCO)DIVISION? 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: Human Capital Office of Human Resource Operations Talent Acquisition The following are the duties of this position at the full working level. Leads and/or serves as a multifunctional expert for the HR information systems on process innovation, change management, digital product implementation, deficiency resolution, and the propagation of new, novel methodologies. Must exercise considerable originality so that the system is continually responsive to a myriad of HR needs throughout the organization. Develops strategic plans for the development, enhancement, and maintenance of HR information systems, as well as future development and expansion activities towards one or more HR information systems. Serves as an expert practitioner of agile project management principles applying a mastery of technical skill and abilities to resolve complex problems, implement innovations and interventions across all phases of the development lifecycle (e.g., from inception to design, testing, deployment, and long-term product support and refinement). Independently responsible to develop, interpret, and analyze data extracts and reports from automated HR databases and/or develop new, efficient and effective automated HR information. Participates in the construction and execution of multi-year project and improvement plans, as well as the identification and implementation of new, cutting-edge technologies and business process that impact HR systems nationwide. Serves in a consultancy role leading teams of cross-functional experts in the human resources and technology fields. Resolve exceptionally complex and broad IRS problems or projects and critical issues. Serves as a seasoned negotiator that routinely facilitates, collaborates, and/or leads discussions with top agency management officials within the IRS, Department of the Treasury, OPM, etc., by providing a wide range of qualitative and/or quantitative methods adequate to plan, organize, and/or direct team efforts towards the identification and adoption of an optimal project plans, goals, and product end states. Expert ability to persuade management officials who may be skeptical to accept and implement recommendations, where the proposals involve substantial agency resources and/or require extensive changes in established procedures and methods. Recommendations are typically of major significance to agency management officials. Recommends and initiates system changes to automate agencywide HR informational requirements, schedules, outcomes, and end products. Advises and ensures effective information systems applications of OPM and agency regulations and requirements governing HR administration and management information requirements. Develops quality control criteria, analytical and transactional reports, error control criteria, and various system queries to perform continuous review of the system and to maintain accuracy, control, and reliability of data and new features maintained in the information system. Responsible to coordinate and represents IRS HR management's position on complicated and/or controversial project issues with all internal and external stakeholders. Capability to articulate sound authoritative information and vast understanding of policy criteria and ability to formulate interpretations that may take the form of policy statements and guidelines in order to evaluate and make recommendations concerning overall plans and proposals for complex agency projects. Establish precedents for other technical experts to follow. Serves as a facilitator to compile relevant facts, preferences, and requirements from internal and external stakeholders regarding enhancement requests and bottlenecks/issues impacting existing business operations. Translating customer requests into formal business rules, process maps, decision trees, and other forms of software requirements, and then effectively communicating this content orally and/or in writing to various technical parties for review, adoption, coding, testing, and deployment. Utilizes multifunctional expertise in HR/IT to prepare recommendations to significantly change, modify one or more major HR information system programs. Develops transformative presentations, proposals, scripts, and conversion of raw stakeholder requests into functional and technically sound requirements and specifications that can be understood and utilized by software developers to operationalize HR laws, business process, and all regulatory requirements via the creation of new software code, interfaces, functionalities.

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-14 LEVEL: 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: To be minimally qualified for this position at the GS-14 level, you must have at least one (1) year of specialized experience equivalent to the next lower level (GS-13) in the normal line of progression. Specialized experience includes applying advanced HR principles, concepts, methods, and practices along with general IT principles and practices to enhance business process reengineering concepts and HR information systems concepts and methods to develop approaches to interpret and implement legislation, policies, procedures, and strategies governing the planning and delivery of large-scale HR information systems services. Experience assessing and evaluating the effectiveness of HR information systems, products, and/or services, and developing strategic plans for the enhancement, development, delivery, and maintenance of large-scale HR information systems pertaining to hiring operations. Experience with communication techniques to communicate effectively both orally and in writing with diverse internal and external audiences and present recommendations and technical information to management, functional clients, and stakeholders. Experience gathering and coordinating HR technology needs with IT and preparing and presenting briefings to senior management officials on project issues. 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 (Section 3, Explanation of Terms) or here for Foreign Education Credentialing instructions.

Contacts

• Address HCO OHRO - Talent Acquisition 1111 Constitution Ave NW Washington, DC 20224 US
• Name: (ERC) Employee Resource Center
• Phone: 866-743-5748