Human Resources Specialist (Recruitment and Placement)
The WJB Dorn VA Medical Center is recruiting for a Human Resources Specialist, Recruitment and Placement (R&P) to perform recruitment and placement and advisory services for Title 5, Hybrid Title 38 and Title 38 occupations for the medical center and outpatient clinics.
Duties and responsibilities include, but are not limited to:Reviews and interprets draft regulations, standards or other guides for impact on the recruitment program for a large, multi-mission organization. Provides comments to supervisor, and other HR leadership or requesting agency. Determines the degree of compliance with regulations and other employment program requirements for a large, multi-mission organization. Administers a program to provide internal/external placement, including carrying out special placement activities and providing interpretation and assistance. Determines the degree of compliance with regulations and other employment program requirements in the HR office. Troubleshoots or leads a team providing a full range of internal/external placement and recruitment duties for this large, multi-mission and complex organization. If required, administers attrition management or downsizing benefits/entitlements programs. Researches cases and prepares/provides detailed documentation and/or responses for resolution of formal grievances/complaints on qualifications ratings or related merit promotion actions. Serves as technical advisor to Regional Counsel in MSPB or EEO Hearings for cases involving hiring processes. Executes special recruitment programs to attract well qualified candidates for positions where applicants are in short supply, utilizing imaginative approaches and simultaneous searches for candidates from sources outside the existing work force.
Provides supervisory and non-supervisory employees with information and interpretations of the organization's HR policies, procedures and guidelines, when the issues addressed require substantial interpretation or there is potential for controversy. Reviews recruitment and placement actions and provides advice on difficult issues. Issues guidance to clarify conflicting guidance or alleviate other potential or existing problems. Establishes and maintains a cooperative working relationship with internal and external employees to include staff from other agencies and external customers. Provides recommendations that meet immediate as well as long-term needs. Performs thorough analysis of operating procedures and mission requirements to accurately identify problems and to develop feasible and long term solutions.
Plans, initiates, and/or conducts program surveys, studies, or evaluations. Evaluates these programs to assess if they meet program goals and objectives. Evaluates trends in missions, technology manpower and fiscal resources and other factors influencing future needs. Analyzes HR policies and programs, which are not typically susceptible of the case review approach. In concert with R&P Supervisor, develops methods of measurement that provide a valid assessment of the success of the employee recruitment and placement program or related initiatives in accomplished established goals and objectives. Ensures measurement methods adequately identify the impact of changes to serve as a useful tool for different levels of decision-makers. Takes appropriate action to correct any inefficient, inadequate, or invalid measurement methods. Provides complete documentation of information accumulated from the measurement and the procedures established or changed as a result. Ensures that assigned employee recruitment and placement programs meet requirements outlined in agency self-assessment guidance. Analyzes and evaluates program, identifies problems or deficiencies, and typically provides workable solutions, and implements improvement plans to meet established goals and objectives.
Reviews new or proposed HR policies, procedures and guidelines and makes recommendations to management on the need for changes in existing policies. Reviews and analyzes new or proposed HR policies, procedures and guidelines for impact on organization practices for subordinate HR offices in a primary agency function or regional organization. Identifies problems and conflicts with current or acceptable policies and procedures. Provides management with interpretations of policy and procedures. Develops recommendations for changes or new organization recruitment and placement policies and practices.
Uses automated systems such as USA Staffing, WebHR, PCS Travel Portal, and HR Smart to complete day to day assignments.
Performs other related duties as assigned.
Work Schedule: Monday - Friday, 8:00 am to 4:30 pm. Compressed Work Schedule and Telework may be available. This is not a virtual position. (Subject to change based on agency needs).Position Description Title/PD#: HR Specialist (R&P)/00261-A
To qualify for this position, applicants must meet all requirements by the closing date of this announcement.
Specialized Experience: Applicants must qualify for this position based on specialized experience. Applicants must have one year of specialized experience equivalent to the GS-11 level. Specialized experience is experience that has equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and this is typically in or related to the work of the position to be filled. Examples of specialized experience include experience in Federal civilian human resources that provided a comprehensive, broad, and thorough technical knowledge of civilian staffing laws, regulations, Executive Orders, court decisions; experience in the Federal civilian recruitment and placement functions for positions such as Title 5, Title 38, and Hybrid Title 38; experience providing comprehensive staffing services and support to an organization's recruitment and placement program.
Education: Applicants may not qualify with education at the GS-12 grade level.
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; religions; 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.
Note: Only education or degrees recognized by the U.S. Department of Education from accredited colleges, universities, schools, or institutions may be used to qualify for Federal employment. You can verify your education here: http://ope.ed.gov/accreditation/. If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education.
Physical Demands: No special physical exertion is required. The work is primarily performed while sitting though some work may require periods of standing. The regular and recurring work of the position involves sitting at a desk, conferences, meetings, etc., and occasional visits to activity work sites. Occasional use of automobile and public conveyances may be required. The work area is adequately lighted, heated, and ventilated. The work environment includes everyday low risks or discomforts which require normal safety precautions typical of offices, meeting and training rooms, or commercial vehicles.
Time-in-grade: 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. For a GS-12 position you must have served 52 weeks at the GS-11 level.
VA offers a comprehensive benefits package. This link provides an overview of the benefits currently offered: http://www.vacareers.va.gov/why-choose-va/benefits/index.asp. 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.
The Career Transition Assistance Plan (CTAP) provide eligible displaced VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation and be found well-qualified (have a final rating of 85 or more before any Veterans preference points) for this vacancy. Information on about CTAP eligibility is on OPM's Career Transition Resources website.
Receiving Service Credit for Earning Annual (Vacation) Leave : Federal Employees earn annual leave at a rate (4, 6 or 8 hours per pay period) which is based on the number of years they have served as a Federal employee.
Placement Policy: The posting of this announcement does not obligate management to fill a vacancy or vacancies by promotion. The position may be filled by reassignment, change to lower grade, transfer, appointment, or reinstatement. Management may use any one or any combination of these methods to fill the position.
It is the policy of the VA to not deny employment to those that have faced financial hardships or periods of unemployment.
This job opportunity announcement may be used to fill additional vacancies.
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|01/18/17||HUMAN RESOURCES SPECIALIST||Department of the Air Force, Air Force Personnel Center||Randolph, Texas|