Human Resources Officer (Senior Strategic Business Partner)
The Senior Strategic Business Partner reports to the VISN 1 Chief Human Resources Officer and contributes to overall VISN performance by providing tactical and strategic consulting on people and organization development strategies in support of business objectives. As the local labor market expert, he/she serves VA Medical Center executive leadership and key management officials in all HR matters in the following functional areas:
employee relations consultation; strategic talent acquisition and management (staffing); policy interpretation, application, and implementation; and performance and compensation management consultation. This position will be embedded in the local governance structure further supporting leadership and organizational goals, such as Resource Management Committee, Succession Planning, Emergency Management, Diversity and Inclusion, Activations Planning, Quality Management, Joint Commission Planning, Workforce Planning, etc. Duties include, but are not limited to:
Examines the forecasting data to project managerial strategies, organizational processes, competencies, and human resources interventions necessary to create the required cultures to support new and establish VHA initiatives. Advises leadership and provides responses to proposed legislation, policies, and standards of higher authority regarding human resources issues, including requests from members of Congress, the Office of Management and Budget, and the Office of Personnel Management. Interprets the national human capital workforce plan and leads the development and implementation of the healthcare system workforce plan. Performs talent acquisition and actively participates in recruitment campaigns, job fairs, college relations programs, general networking, etc. 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. Facilitates the annual review process, career development planning, and mentoring. Coaches employees and managers on the process of resolving and/or addressing performance gaps, and actively undertakes coaching conversations to challenge leaders' current thinking to reach optimal outcomes. Advises leadership in the resolution of administrative grievances, post separation reviews, and Congressional, Office of Inspector General, Office of Special Counsel, Equal Opportunity Employment, Merit System Protection Board, or department level complaints. Presents management's position through written correspondence and appearances before various third parties, including arbitrators and agents of the Merit Systems Protection Board, Federal Labor Relations Authority, and Federal Service Impasses Panel. Works collaboratively with all levels of leadership and the Compensation Center of Excellence by establishing strategy for the utilization of Special Salary Rates, Nurse Pay Schedules, Physician, Dentist, and Podiatrist Pay, Student Loan Repayment Program, Education Debt Reduction Program, and Recruitment, Relocation, and Retention incentives. 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:
Full-time, Monday - Friday; Tour of duty will be set between 7:
00am - 5:
00pm. Compressed/Flexible:
Compressed Schedule Available. Telework:
Available. Remote:
This is Not a Remote Position. (Remote refers to work performed on full-time basis anywhere other than a VA facility or using VA-leased space.) Virtual:
This is Not a Virtual Position. (Virtual refers to work performed on full-time basis using VA-leased space or at a VA facility other than the facility that hired the employee.) Position Description/PD#:
Human Resources Officer (Senior Strategic Business Partner)/PD02629A and PD02628A Relocation/Recruitment Incentives:
Authorized. Financial Disclosure Report:
Not Required. Notifications:
A supervisory probationary period may be required if not already served. This position is covered by locality-based comparability pay. Travel and relocation expenses are not authorized. Selectee may be required to work at any VISN 1 VA New England Healthcare System campus, as needed. Candidates who meet the qualification requirements within 15 calendar days following the closing date of the announcement will be considered. To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 10/19/2020. 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-13 grade level position, you must have served 52 weeks at the GS-12 grade level. For a GS-14 grade level position, you must have served 52 weeks at the GS-13 grade level. 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. Specialized
Experience:
In accordance with the OPM Qualification Standard for Administrative and Management Positions, applicants must have the specialized experience as described below. For both grades, it is preferable for such experience to have been performed for a network or multi-location organization. GS-13:
In order to qualify at the GS-13 grade level, you must have one year of specialized experience equivalent to at least the next lower grade (GS-12) in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to:
Providing staff service, advice and guidance on HR management principles, techniques and acceptable practices, as well as technical advice on regulatory and procedural requirements on pay administration, employee and labor relations, employee training, performance management, employee recognition programs; Advising on the development of local policies, HR management tools, and implementation of HR standard operating procedures; Recommending, planning, and implementing programs, program updates, and changes in strategic HR planning; Using skill, judgment and experience in resolving complex and/or vague policy or personnel issues and advising on the most appropriate actions to take within a wide range of alternatives. GS-14:
In order to qualify at the GS-14 grade level, you must have one year of specialized experience equivalent to at least the next lower grade (GS-13) in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to:
Directing and reviewing Human Resources functional programs (position management, compensation, staffing, employee & labor relations, processing & records, personnel security); Serving as an expert advisor to top management on personnel laws, regulations, functions, policies, and procedures; Reviewing newly issued regulations/directives and interpreting for incorporation into local policy. Representing the facility at various hearings/arbitrations. You will be rated on the following Competencies for this position:
Human Resources ManagementStrategic ThinkingTechnical CompetenceWorkforce Planning 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:
A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. Physical Requirements:
The work is primarily sedentary, although some slight physical effort may be required. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https:
//www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.
Estimated Salary: $20 to $28 per hour based on qualifications.
employee relations consultation; strategic talent acquisition and management (staffing); policy interpretation, application, and implementation; and performance and compensation management consultation. This position will be embedded in the local governance structure further supporting leadership and organizational goals, such as Resource Management Committee, Succession Planning, Emergency Management, Diversity and Inclusion, Activations Planning, Quality Management, Joint Commission Planning, Workforce Planning, etc. Duties include, but are not limited to:
Examines the forecasting data to project managerial strategies, organizational processes, competencies, and human resources interventions necessary to create the required cultures to support new and establish VHA initiatives. Advises leadership and provides responses to proposed legislation, policies, and standards of higher authority regarding human resources issues, including requests from members of Congress, the Office of Management and Budget, and the Office of Personnel Management. Interprets the national human capital workforce plan and leads the development and implementation of the healthcare system workforce plan. Performs talent acquisition and actively participates in recruitment campaigns, job fairs, college relations programs, general networking, etc. 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. Facilitates the annual review process, career development planning, and mentoring. Coaches employees and managers on the process of resolving and/or addressing performance gaps, and actively undertakes coaching conversations to challenge leaders' current thinking to reach optimal outcomes. Advises leadership in the resolution of administrative grievances, post separation reviews, and Congressional, Office of Inspector General, Office of Special Counsel, Equal Opportunity Employment, Merit System Protection Board, or department level complaints. Presents management's position through written correspondence and appearances before various third parties, including arbitrators and agents of the Merit Systems Protection Board, Federal Labor Relations Authority, and Federal Service Impasses Panel. Works collaboratively with all levels of leadership and the Compensation Center of Excellence by establishing strategy for the utilization of Special Salary Rates, Nurse Pay Schedules, Physician, Dentist, and Podiatrist Pay, Student Loan Repayment Program, Education Debt Reduction Program, and Recruitment, Relocation, and Retention incentives. 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:
Full-time, Monday - Friday; Tour of duty will be set between 7:
00am - 5:
00pm. Compressed/Flexible:
Compressed Schedule Available. Telework:
Available. Remote:
This is Not a Remote Position. (Remote refers to work performed on full-time basis anywhere other than a VA facility or using VA-leased space.) Virtual:
This is Not a Virtual Position. (Virtual refers to work performed on full-time basis using VA-leased space or at a VA facility other than the facility that hired the employee.) Position Description/PD#:
Human Resources Officer (Senior Strategic Business Partner)/PD02629A and PD02628A Relocation/Recruitment Incentives:
Authorized. Financial Disclosure Report:
Not Required. Notifications:
A supervisory probationary period may be required if not already served. This position is covered by locality-based comparability pay. Travel and relocation expenses are not authorized. Selectee may be required to work at any VISN 1 VA New England Healthcare System campus, as needed. Candidates who meet the qualification requirements within 15 calendar days following the closing date of the announcement will be considered. To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 10/19/2020. 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-13 grade level position, you must have served 52 weeks at the GS-12 grade level. For a GS-14 grade level position, you must have served 52 weeks at the GS-13 grade level. 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. Specialized
Experience:
In accordance with the OPM Qualification Standard for Administrative and Management Positions, applicants must have the specialized experience as described below. For both grades, it is preferable for such experience to have been performed for a network or multi-location organization. GS-13:
In order to qualify at the GS-13 grade level, you must have one year of specialized experience equivalent to at least the next lower grade (GS-12) in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to:
Providing staff service, advice and guidance on HR management principles, techniques and acceptable practices, as well as technical advice on regulatory and procedural requirements on pay administration, employee and labor relations, employee training, performance management, employee recognition programs; Advising on the development of local policies, HR management tools, and implementation of HR standard operating procedures; Recommending, planning, and implementing programs, program updates, and changes in strategic HR planning; Using skill, judgment and experience in resolving complex and/or vague policy or personnel issues and advising on the most appropriate actions to take within a wide range of alternatives. GS-14:
In order to qualify at the GS-14 grade level, you must have one year of specialized experience equivalent to at least the next lower grade (GS-13) in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to:
Directing and reviewing Human Resources functional programs (position management, compensation, staffing, employee & labor relations, processing & records, personnel security); Serving as an expert advisor to top management on personnel laws, regulations, functions, policies, and procedures; Reviewing newly issued regulations/directives and interpreting for incorporation into local policy. Representing the facility at various hearings/arbitrations. You will be rated on the following Competencies for this position:
Human Resources ManagementStrategic ThinkingTechnical CompetenceWorkforce Planning 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:
A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. Physical Requirements:
The work is primarily sedentary, although some slight physical effort may be required. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https:
//www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.
- Department:
0201 Human Resources Management - Salary Range:
$91,231 to $140,146 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
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