Total 23 Purchasing Lead job vacancies in Human Resources category in Wallops Island, Virginia

Job Description

Human Resource & Admin (HRA) Duties:

1. Assist with overall HR strategies, initiatives, policies and processes

2. HR generalist duties such as talent acquisition, payroll, compensation and benefits, performance management, learning and development

3. Manage employees’ information in Infotech system

4. Handle work pass applications and ensure compliance to MOM regulations

5. Liaise with Union and handle employee relations matters

6. Generate manpower/recruitment and other HR reports

7. Manage office/administrative functions of the department

8. Arrange and process procurement and SAP payment requests

9. Assist with any other HRA projects where required

Requirements:

1. Relevant Bachelor's Degree / Diploma in HR / Business Management

2. At least 3 years of relevant experience

3. Comfortable with shuffling and working in Jurong East and Tuas Plant

4. Excellent communication skills in English and Mandarin (Written and verbal)

The Lead reports directly to SSU Supervisor. The duties of the position include, but are not limited to:
Lead Duties:

• Distributes and balances workload among employees in accordance with staff work flow; estimates and reports on expected time of completion of work.
• Instructs employees in specific task and job techniques and makes available written instructions, reference materials and supplies.
• Provides on the job training to new employees in accordance with established procedures and practices.
• Checks on work progress or spot checks work not requiring review; amends or rejects work not meeting established standards.
• Reports to the supervisor on performance, progress and training needs of employees, on behavior problems and provides information to supervisor as requested concerning promotions, reassignment, or recognition of performance.

Recruitment and Placement Duties:

• Prepares vacancy announcements based on Position Description (PD) and/or functional statements (FS) and Subject Matter Expert (SME) analysis of the position.
• Evaluates applications and resumes using Office of Personnel Management (OPM) and Veterans Administration (VA) qualification standards, verifies eligibility, and rates and ranks applicants.
• Identifies management problems and analyzes them from the management viewpoint. For instance, if particular jobs cannot be filled, assists in the planning of a solution by advising on availability of needed skills and previously overlooked sources of candidates and achieving full utilization of available skills.
• Troubleshoots and resolves difficult and controversial internal and external staffing and placement problems.

Recruitment & Placement Quality Review Duties:

• Serves as a Senior Quality Reviewer for the assigned R&P SSU.
• Reviews staffing, recruitment and placement information management systems and its management to ensure compliance with regulations and interpretation of the organization's Personnel Accountability, HR policies and procedures.
• Conducts quality reviews of documents to ensure compliance and collaborates and coordinates with supervisor on corrections and internal process improvement measures.
• Reviews all Recruitment & Placement personnel actions to include reviewing and releasing actions.
• Reviews and analyzes problematic or potentially controversial situations and provides expert advice to management to resolve those situations.

Consultation Duties:

• Evaluates VISN-wide trends in missions, technology, manpower, fiscal resources, and other factors influencing future needs; coordinates with advisory staff to obtain management information; advises staff on difficult and unusual recruitment, placement and pay issues or problems.
• Provides management advisory services in conformance with established criteria to resolve conventional problems that arise in administering an applicant recruitment.
• Writes a variety of documents to include items for newsletters, information needed on congressional inquiries, responses to reconsiderations, letters responding to inquiries from employees and other customers, and provides guidance on regulations, policies, directives and applicable supplements.
• Provides innovative recruitment solutions to their Community of Practice (COP) for potential utilization throughout the VA.
• Develops and delivers various forms of correspondence to managers, such as briefings and status/staff reports to cultivate understanding and acceptance of findings and/or recommendations.

Work Schedule: Monday - Friday Must be able to work core hours of 10:00am - 3:00pm PST
Compressed/Flexible: May be available
Remote: This is a remote position.
Position Description/PD#: Lead Human Resources Specialist (Recruitment/Placement)/PD99974S
Relocation/Recruitment Incentives: Not Authorized
Permanent Change of Station (PCS): Not Authorized
Financial Disclosure Report: Not required
Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

Starting at $98,496 Per Year (GS 13)

This announcement will remain open until October 12, 2023, OR at the point at which the first 75 applications are received, whichever comes first. Applications submitted after the first 75 applications, may not receive consideration. In addition, due to the potential of a high volume of applicants, not all applicants may receive consideration.

Major duties of the position include, but are not limited to:

• Provides staff level management advisory service to Network and field facilities on a full range of employee (ER) and labor (LR) relations issues.
• Works closely with staff and operational officials, employee groups, etc. to develop and explore labor relations alternatives to improves 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.
• Advises management officials at all levels of the network, including senior leaders, about appropriate disciplinary or other corrective techniques in response to a range of conduct and performance problems. Explains rules and procedures to employees and management to help them understand rights and obligations while maintaining and encouraging objectivity in situations that may be charged with emotion and involve assumptions.
• Conducts and advises on VISN Office ER/LR matters, all proposed adverse actions, coordination and oversight, including OAWP, DAB, AIB, fact findings, grievance examiner, labor issues and negotiations, state licensure reviews, and suitability.
• Prepares appropriate agency responses to labor-related matters.
• Provides technical and consultative guidance, including actions of a disciplinary or adverse nature, grievances, demands to bargain, impasse proceedings, local bargaining, unfair labor practices, performance management and recognition, employee counseling, appeals, complaints, drug testing and related functions.
• Reviews requests and submits justification for those ER/LR actions requiring approval by Network Director, VHA, VA or higher authority, then takes appropriate action, and prepares necessary correspondence.
• May serve as a SME representative or key witness in third-party proceedings as necessary.
• May be selected to chair or participate in Administrative Investigative Boards (AIBs).
• Provides advice and assistance to higher echelon staff and/or independently resolves issues on the application of negotiated agreements and FLRA decisions, resolution of grievances, and arbitration proceedings.
• Performs other related duties as assigned.

Work Schedule: Monday - Friday, 7:30am - 4:00pm EST (subject to change based on agency needs)
Virtual: This is a virtual position.
Critical Skills Incentive (CSI): Pending Approval
Permanent Change of Station (PCS): Not Authorized
Financial Disclosure Report: Not required
Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

Starting at $98,496 Per Year (GS 13)

Duties include but are not limited to the following:

• Serves as a VISN Shared Services Unit (SSU) R&P Team Lead with minimal supervision from the SSU R&P Supervisory HR Specialist
• Operates independently and receives assignments in terms of overall goals and objectives
• Exercises judgment and discretion with regards to work assignment and processing among the staff led; the technical decisions made by the incumbent will have a decisive impact on the VISNs ability to identify, recruit and retain a highly technical staff
• Distributes and balances workload among employees in accordance with staff workflow; ensures timely accomplishment of the assigned workload
• Ensures that each employee has an equitable workload
• Keeps in touch with the status and progress of work
• Makes day-to-day adjustments in accordance with established priorities
• Obtains assistance from the supervisor on problems that may arise such as backlogs
• Estimates and reports on expected time of completion of work
• Maintains records of accomplishments and time expended
• Prepares reports as requested
• Instructs employees in specific task and job techniques and makes available written instructions, reference materials and supplies
• Provides on the job training to new employees in accordance with established procedures and practices

Work Schedule: 8:00am - 4:30pm CST.
Compressed/Flexible: Yes
Remote: This is a remote position.
Position Description/PD#: Lead Human Resources Specialist (Recruitment/Placement)/PD99974S and PD99939S
Relocation/Recruitment Incentives: Not Authorized.
Permanent Change of Station (PCS): Not Authorized.
PCS Appraised Value Offer (AVO): Not Authorized
Financial Disclosure Report: Not required

Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

Starting at $98,496 Per Year (GS 13)

Duties of the Lead HR Specialist (Strategic Business Unit) include but are not limited to:

• Collaborates with the SSBP, facility executives and VISN leadership to execute and align human capital goals and priorities.
• Leads staff while also functioning in a technical capacity to work collaboratively with the all levels of leadership and the VISN 6 HR Shared Service Units.
• Monitors and recommends action on all pay limitation areas.
• This position advises, communicates, and supports the execution of Human Capital Management (HCM) programs, products, and services into the organization.
• Key member in various VISN committees and activities working directly with leadership to develop an HR strategy.
• Provides expert management consultative service to the SSBP and local leadership involving the full spectrum of HR functions (e.g., recruitment and placement, employee performance, and conduct issues) on highly complex VISN-wide or equivalent issues.
• Assesses the needs and strategic objectives and analyzes trends and priorities for the future, to focus on implementation strategies.
• Provides consultation and advice on ways to address process, structure, culture and people challenges or opportunities with initiatives that are aligned with the HCM policies and strategies.
• Collaboratively drives complex employee relations issues for field-based employees such as employee complaints, harassment allegations, and work performance issues while ensuring legal compliance.
• Conducts exit interview, analyzes trends in turnover, separations and grievances to determine support or actions needed to adjust unfavorable trends.
• Analyzes, evaluates, and develops major aspects of agency-wide labor relations programs that require isolating and defining unknown conditions.
• Develops management strategies to respond to labor issues. As a key member of the management team, explains management and labor rights and the legal and contractual implications of management actions.
• This position may require occasional travel to trainings and/or conferences.

Work Schedule: Monday - Friday, 8:00am - 4:30pm, specific tour during core business hours will be discussed upon interview and selection
Compressed/Flexible: May be authorized based on supervisor's discretion
Telework: 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.
Virtual: Prefer the candidate to be onsite but virtual may available to a highly qualified candidate
Position Description/PD#: Lead Human Resources Specialist (Strategic Business Unit)/PD99880S
Permanent Change of Station (PCS): Not Authorized
Financial Disclosure Report: Not required
Physical Requirements: 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.

Starting at $99,714 Per Year (GS 13)

As a Lead Human Resources Specialist (Work/Life), you will perform the following duties:

• Lead the Work/Life Team by identifying, distributing, and balancing workload and tasks among employees in accordance with established workflow, skill level and/or occupational specialization.
• Report to the Branch Chief periodically on team and individual work accomplishments, problems, progress in mastering tasks and work processes, and individual and team training needs.
• Serve as the agency's senior consultant on work/life programs administration. Develops and/or reviews policies and procedures to ensure consistency in their application and recommends modifications.
• Develop and implements plans designed to enhance relationships and to increase effectiveness in communicating information about the work/life programs portfolio.
• Analyze and solve particularly complex and sensitive problems and issues, such as those involving apparently conflicting laws, agency policy, the Collective Bargaining Agreement, or other requirements.
• Provide oversight and the critical coordination necessary to run effective, broad, and equitable work/life programs. Serve as a direct contact with senior management officials to apprise them of progress and to receive guidance and suggestions on ways to improve and strengthen the agency's work/life programs.
• Serve as Contracting Officer's Representative (COR) for assigned work/life services contracts. Writes the technical documents for the contract, to include statement of work and/or performance work statement, quality assurance surveillance plan.

Starting at $132,368 Per Year (GS 14)

*NOTE: The below "Duties" language was updated 9/29/23 to more appropriately reflect the responsibilities of this position.*

The role of the Lead Human Resources Specialist (R&P-Intake) contributes to overall VISN performance by assisting the staffing Intake team. The duties of the position include, but are not limited to:

• Providing expert management consultative service involving complex recruitment and placement issues.
• Reviewing recruitment package documentation folders for completeness and compliance with policy, to include but not limited to: VA Form 0938, PDs, specialized experience, revised HT38 Functional Statements, preferred criteria, T38 Functional Statements for Non-LIP positions, and VA Form 10016.
• Assigning workload of others while ensuring workload is completed by set deadlines.
• Establishing recruitment and placement program objectives or performance goals and assess progress toward their achievement.
• Providing training on HR recruitment and placement matters and processes.

Work Schedule: Full-time, Monday thru Friday, 8am to 4:30pm CST
Compressed/Flexible: May be available.
Remote: This is a remote position.
Position Description/PD#: Lead Human Resources Specialist (Rec/Plac)/PD99974S
Relocation/Recruitment Incentives: Not Authorized
Permanent Change of Station (PCS): Not Authorized
Financial Disclosure Report: Not required
Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

Starting at $98,496 Per Year (GS 13)

VA offers a comprehensive total rewards package: HR Specialist Total Rewards

Duties include:

• Distributes and balances workload among employees in accordance with staff work flow and ensures timely accomplishment of the assigned workload.
• Responsible for the general oversight of at least 5 Compensation Specialists
• Coordinates and leads the design, improvement, implementation, and quality measurement of the Network HR Compensation program.
• Develops, analyzes, and issues guidance to create operating procedures or processes for a Network compensation-related program.
• Oversees the development of a coherent framework of compensation policies and practices to achieve compensation requirements and to directly support the Network's strategic plan.
• Proactively identifies need to establish policy related to compensation or modify existing policy for Network-wide application
• Consults with leadership on the utilization of compensation flexibilities to facilitate recruitment and retention for hard to fill, critical positions.
• Advises leadership regarding annual regulatory compliance requirements to achieve correct compensation results, avoid unnecessary costs, settle claims against the Government.
• Ensures proactive review of established rates as well as the local labor market areas and submits recommended changes as necessary.
• Utilizes various reports from multiple HR sources (i.e. HR Smart, Pyramid, VSSC, etc.) as well as external third-party salary survey data to analyze current state and submit recommendations to leadership regarding pay flexibilities, competitiveness, and potential strategies for ensuring sufficient levels of staffing in critical occupations.
• Serves as an expert and provides guidance, oversight, and review of compensation programs to include, but not limited to, application of the Fair Labor Standards Act; physician, dentist and podiatrist compensation reviews to include biennial reviews, market pay reviews, and pay for performance; Locality Pay System reviews; special salary rates; annual compensation reviews; Recruitment, Relocation, and Retention Incentives (3Rs); pay administration; and other pay related flexibilities.
• Manages Network-wide participation of programs such as the Student Loan Repayment Program (SLRP), Education Debt Reduction Program (EDRP), Retention, Relocation, and Recruitment (3Rs) incentives, and any associated Network-wide advisory boards (i.e. Retention Incentive Review Board).
• Establishes, reviews, and revises Network-wide locality pay schedules, Title 5 and Title 38 special rates schedules.
• Serves as the HR Technical Advisor for pay determinations regarding Network-level physicians, dentists, and podiatrists to the Network Chief Medical Officer.
• Performs technical reviews and provides guidance to the Medical Center Directors, Network Chief Medical Officer, and Network Director for physician, dentist, and podiatrist pay exception packages requiring either Network Director or Under Secretary for Health approval.
• Develops, analyzes and issues standard operating procedures and/or processes for use in recruitment, relocation, and retention incentive programs; and other strategic compensation programs (e.g. Dual Compensation, etc.).
• Conduct comprehensive studies, surveys and research, develops completed policy proposals including comparative costs. Makes presentations to all levels of Network and facility-level leadership.

Promotion Potential: The selectee may be promoted to the full performance level without further competition when all regulatory, qualification, and performance requirements are met. Selection at a lower grade level does not guarantee promotion to the full performance level.

Work Schedule: Administrative Day Tour, Monday - Friday
Compressed/Flexible: At supervisory discretion
Virtual: This is a remote position.
Position Description/PD#: Lead HR Specialist (Compensation)/PD99982A
Relocation/Recruitment Incentives: Not authorized
Permanent Change of Station (PCS): Not authorized
Financial Disclosure Report: Not required
Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

Starting at $98,496 Per Year (GS 13)

The Lead Human Resources Specialist serves as a subject matter expert in all matters of Employee/Labor Relations within the VISN and resolves employee and labor relation issues within the VISN Shared Services Unit (SSU).

Duties Include:

Lead Duties

-Plans and directs work, assigns tasks, evaluates work, advises employees, handles complaints, and grievances with the oversight of the supervisor.

-Evaluates unit productivity, quality, regulatory compliance, and technical competence.

-Makes changes in work assignments and workflow and balances workload among positions to increase effectiveness of operations.

-Meets with subordinates to discuss production reports, offers and solicits, recommendations for improvement, and ensures staff maintain optimum case load management.

-Leads the team in identifying, distributing and balancing workload and tasks among employees in accordance with established workflow, skill level and/or occupational specialization.

-Monitors and reports on the status and progress of work, checking on work in progress and reviewing completed work to ensure the supervisor's instructions on work priorities, methods, deadlines and quality have been met.

-Intercedes on behalf of the supervisor in inform of any performance issues/problems noted and recommends/requests related actions, such as: assignments, reassignments, promotions, schedule changes and performance appraisals.

-Coaches the team in the selection and application of appropriate methods and techniques, providing guidance on work methods, practices and procedures.

Employee and Labor Relations

-Plans work and carries out activities to manage employee/labor relations for an integrated healthcare network.

-Responsible for Employee Relations/Labor Relations, Reasonable Accommodation, Performance Management, and Drug-free Workplace for the Network.

-Monitors, evaluates, and adjusts plans, considering organizational needs and viewpoints, regulatory and legal limits, and organizational changes.

-Provides guidance in unresolved, complex cases, referring to the supervisor only those problems which exceed the scope of the organizations served.

-Interprets and clarifies policies for managers and employees.

-Ensures HR Program specialty training courses for managers and supervisors are delivered.

-Develops new operating procedures as necessary to deal with emerging human resource management issues within the serviced area.

-Provides technical guidance, information, and assistance to management and senior leadership officials on sensitive, serious, and controversial employee labor relations issues regarding employees in a variety of occupations, including Title 5 General Schedule (GS) and Wage Grade (WG), administrative and clinical, and Title 38.

-Provides technical guidance, information and assistance includes subject matters such as actions of a disciplinary or adverse nature, grievances, demands to bargain, impasse proceedings, local bargaining, performance management and recognition, employee counseling, appeals, complaints, drug testing, and other related functions.

-Researches and interprets legal and regulatory program guidance, including case law, collective bargaining agreements, United States Code, Code of Federal Regulations, and VA Handbooks and Directives.

Work Schedule: Will be discussed during Interview
Compressed/Flexible: Will be discussed during Interview
Remote: This is a Remote position.
Position Description/PD#: Lead Human Resources Specialist (ER/LR)/PD99969S
Financial Disclosure Report: Not required

Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

Starting at $98,496 Per Year (GS 13)

Major Duties include:

• Provide interpretations, advice, and guidance on Federal laws, executive orders, OPM directives/decisions, as well as VA policy and procedures.
• Coordinate and manage the work assignments of team members and redistributes as needed.
• Conduct training for HR Specialists (ER/LR), managers and supervisors on employee/labor relations topics.
• Advise on approaches designed to correct unacceptable performance/conduct issues.
• Monitor and report on the proper utilization of HR systems by the team and assists with technical review as required.
• Study and develop recommendations to management on a multitude of prevailing issues related to the employee/management climate.
• Provide oversight of appropriate disciplinary measures or other corrective action techniques, when necessary.
• Advises HR Specialists, managers and supervisors concerning Labor Management agreements, union and bargaining units.
• Interpret specific provisions of the negotiated agreement for supervisors and managers.
• Provide employee relations advice and guidance to management officials when problems result in controversy and contention.
• Advise management on the appointment and proper execution of Fact Findings and Administrative Investigation Boards.

Work Schedule: Monday-Friday, 8:00 a.m.-4:30 p.m.
Compressed/Flexible: Available
Virtual: This is a virtual position.
Position Description/PD#: Lead Human Resources Specialist (ER/LR)/PD52516A
Relocation/Recruitment Incentives: Not Authorized
Permanent Change of Station (PCS): Not Authorized
Financial Disclosure Report: Not required
Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

Starting at $98,496 Per Year (GS 13)

• Ensures that assignments are effectively and efficiently carried out by the team and manages day to day workload of team members in the full spectrum of staffing and placement and processing actions.
• Provides management consultative service involving the full spectrum of HR functional areas assigned. Conducts meetings, briefings and other presentations to senior management, supervisors, and employees concerning human resources management issues.
• Produces work products and meets program goals, as assigned.
• Coaches and trains team members and provides advice on work methods, practices, and procedures involving the full spectrum of HR functional areas assigned.
• Articulates and communicates to the team the assignment of work, makes adjustments to accomplish work and monitor's progress.
• Reports to the supervisor periodically on team and individual work accomplishments, problems, progress in mastering tasks and work processes, and individual and team training needs.
• Develops and utilizes standard operating procedures and quality control methods to ensure the accuracy of all work products for the assigned HR functional areas.

Starting at $82,830 Per Year (GS 12)

Lead Duties (50%)

• Communicating to the team assignments, projects, problems to be solved, actionable events, milestones, and/or program issues under review, and deadlines and time frames for completion.
• Coaching the team in the selection and application of appropriate problem-solving methods and techniques, providing advice on work methods, practices, and procedures, and assisting the team and/or individual members in identifying the parameters of a viable solution.
• Leading the team in identifying, distributing, and balancing workload and tasks among employees in accordance with established work flow, skill level, and/or occupational specialization; making adjustments as necessary.
• Monitoring and reporting on the status and progress of work, checking on work in progress and reviewing completed work to see that the supervisor's instructions on work priorities, methods, deadlines, and quality have been met.
• Preparing reports and maintaining records of work accomplishments and administrative information, as required, and coordinate the preparation, presentation, and communication of work-related information to the supervisor.
• Researching, learning, and applying a wide range of qualitative and/or quantitative methods to identify, assess, analyze, and improve team effectiveness, efficiency, and work products.
• Resolving simple, informal complaints of employees and referring others, such as formal grievances and appeals, to the supervisor or an appropriate management official.
• Interceding with the supervisor on behalf of the team to inform the supervisor of performance management issues/problems and to recommend/request related actions such as: assignments, reassignments, promotions, tour of duty changes, peer reviews, and performance appraisals.
• Reviewing incoming PARs for technical accuracy as well as for completeness, appropriateness, and compliance with VA, OPM, and other Federal rules, regulations, policies, and procedures.

Recruitment, Placement and Consultation (50%)

• Advising Executive Leaders and other management officials on recruitment and placement techniques, standards, policies, and procedures.
• Coordinating with advisory staff to obtain management information; advising staff on difficult and unusual recruitment, placement, and pay issues or problems.
• Advising and consulting on targeted recruitment strategies and non-traditional recruitment opportunities specific to the local and regional market area, such as targeted job fairs - including both local and virtual fairs - social media recruitment campaigns, targeting new talent through universities and their future graduates, and private sector targeting that develops and enhances a robust pipeline of specialty talent.
• Creating legally sufficient solutions and provide information on the widest range of flexibility from which local and regional managers can choose that achieve their objectives.
• Providing staffing advice.
• Evaluating applications and resumes using qualification standards, verifying eligibility, and rating and ranking applicants.
• Drafting and preparing vacancy announcements; evaluating, rating, and ranking applications; adjudicating veterans preference; updating various logs; maintaining active and inactive files and pending files, etc.; issuing NORs; and issuing and auditing certificates of eligibles.

Work Schedule: Monday - Friday, 8:00 am - 4:30 pm, Pacific Standard Time
Position Description/PD#: Lead Human Resources Specialist (Rec/Plac)/PD99974S
Relocation/Recruitment Incentives: Not Authorized
Critical Skills Incentive (CSI): Approved
Permanent Change of Station (PCS): Not Authorized
Financial Disclosure Report: Not required
Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

**Critical Skills Incentive: Come see why we choose VISN 22, and you should too! The VISN 22 Desert Pacific Healthcare Network, Veterans Health Administration, is authorizing a 15% Critical Skills Incentive for Human Resources Specialists/Assistants performing at the fully successful level or higher.

Starting at $98,496 Per Year (GS 13)

• Use tact, diplomacy and patience when communicating and dealing with others.
• Advise management on a wide range of staffing and recruitment matters including strategic hiring, special hiring authorities, various incentive programs, and HR Systems.
• Maintain accessibility of policies, procedures, directives, and written instruction from leadership, to accurately respond to questions from team members.
• Develop and provide training and technical guidance on recruitment and placement matters.
• Develop and maintain standard operating procedures and other job aids.
• Provide team support and leadership on various recruitment efforts.
• Provide guidance and assistance on a full range of recruitment and placement matters in support of management's goal to identify, attract and retain a high quality and diverse workforce that is capable of accomplishing the agency's mission.

Starting at $84,546 Per Year (GS 13)

The Onboarding Team is responsible for candidate Entry on Duty (EOD scheduling), final office coordination, MOU management for detailees and facilitating the release of inbound federal transfers.

The incumbent will serve as a Subject Matter Expert (SME) on the onboarding and orientation phase of the hiring life cycle within ODNI.

Responsible for leading a team of cadre and contractor officers in a fast-paced environment, managing projects/programs to ensure quality and timeliness of onboarding candidates.

Management and development of Onboarding Team staff in a diverse and inclusive environment focused on open communication, teamwork, efficiency, and customer service.

Will stay current on OPM processes to ensure facilitation of onboarding employees is consistent with those of the other IC and federal agencies.

Will develop/publish Standard Operating Procedures (SOP) to outline/define the onboarding and MOU processes.

Responsible for reviewing, modifying, and finalizing all Memorandums of Understanding for applicable incoming candidates.

Cultivate and maintain productive working relationships with IC HC leadership, colleagues, HR experts, and ODNI senior leadership to share information of interest, explain the specifics of HC programs and, when appropriate, present, justify, defend, negotiate, and/or settle matters involving significant challenges.

Starting at $112,015 Per Year (GS 13)

The Onboarding Team is responsible for candidate Entry on Duty (EOD scheduling), final office coordination, MOU management for detailees and facilitating the release of inbound federal transfers.

The incumbent will serve as a Subject Matter Expert (SME) on the onboarding and orientation phase of the hiring life cycle within ODNI.

Responsible for leading a team of cadre and contractor officers in a fast-paced environment, managing projects/programs to ensure quality and timeliness of onboarding candidates.

Management and development of Onboarding Team staff in a diverse and inclusive environment focused on open communication, teamwork, efficiency, and customer service.

Will stay current on OPM processes to ensure facilitation of onboarding employees is consistent with those of the other IC and federal agencies.

Will develop/publish Standard Operating Procedures (SOP) to outline/define the onboarding and MOU processes.

Responsible for reviewing, modifying, and finalizing all Memorandums of Understanding for applicable incoming candidates.

Cultivate and maintain productive working relationships with IC HC leadership, colleagues, HR experts, and ODNI senior leadership to share information of interest, explain the specifics of HC programs and, when appropriate, present, justify, defend, negotiate, and/or settle matters involving significant challenges.

Starting at $94,199 Per Year (GS 12-13)