Summary The Assistant Human Resources Officer for Policy, Systems, Analysis and Planning (PSAP) partners with the HRD Director and members of the HR Leadership Team to help establish the strategic direction of HR program activities within MRP, with particular emphasis on position classification, employment, leave and compensation, awards, employee relations, telework, remote work, performance management policies as well as human capital planning and the use of Human Resource Information System data. Responsibilities The duties may include, but are not limited to: Serves as consultant and advisor to top mission area and departmental officials in developing long range human capital goals and provides input into a wide variety of HR policies and programs. Anticipates potential changes in programs and priorities while ensuring that MRP strategic goals and organizational and technological requirements are met. Assures adequate communication of HR policies, programs and systems to employees at all levels of the mission area. Reviews and evaluates program operations and accomplishments for the purpose of appraising effectiveness of policies and programs. Determines and corrects possible program deficiencies and assess the effectiveness of changes implemented. Works on largely undefined issues, problems, and conditions of a critical and highly variable nature requiring extensive probing and analysis to determine the nature and scope of the problems/issue. Participate in program planning and/or provide expert advice and guidance on a wide variety of personnel management matters for the Agencies that HRD services. Develop, oversee or participate as a subject matter expert in a variety of cross cutting special projects designed to provide more efficient, effective, and streamlined HR programs and services. Requirements Conditions of Employment Qualifications Applicants must meet all qualifications and eligibility requirements by the closing date of the announcement including time-in-grade restrictions, specialized experience and/or education, as defined below. TIME-IN-GRADE: Current federal employees applying for a promotion opportunity must meet time-in-grade (TIG) requirement of 52 weeks of service at the next lower grade level in the normal line of progression for the position being filled. FOR THE GS-15 LEVEL: Applicants must have one year of specialized experience (equivalent to the GS-14 level) that may have been obtained in the private or public (local, county, state, Federal) sectors which demonstrates: Experience administering a Mission Area level Human Resources Program with focus on Policy, Systems and Data Analytics. Wide ranging expertise in the areas of human resources information systems and human resource data analytics, as well as policy interpretation and formulation in the areas of employee relations, employment, hiring, leave, compensation, classification, organizational design, performance and awards. Provide effective leadership in managing the work of others. Coordinating multiple projects simultaneously, supervising subordinate management and staff effectively through encouragement, coaching, and the delivery of expert technical advice and guidance to accomplish assigned objectives, meet established deadlines and ensure personal and organizational accountability. Experience in change management including the development and implementation of new initiatives, programs, policies, and /or processes to effectively align assigned human resources functions to Agency mission and goals. Note: There is no education substitution for this 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; religious; spiritual; community, student, social). Volunteer work helps build critical competencies and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Education This position does not have an education qualification requirement Additional Information Career Transition Assistance Plan (CTAP), Reemployment Priority List (RPL), or Interagency Career Transition Assistance Plan (ICTAP): Visit the OPM website for information on how to apply as a CTAP, RPL, or ICTAP eligible. To exercise selection priority for this vacancy, CTAP/RPL/ICTAP candidates must meet the basic eligibility requirements and all selective factors. CTAP/ICTAP candidates must be rated and determined to be well qualified (or above) based on an evaluation of the competencies listed in the How You Will Be Evaluated section. When assessed through a score-based category rating method, CTAP/ICTAP applicants must receive a rating of at least 85 out of a possible 100. Veterans who are preference eligible or who have been separated from the armed forces under honorable conditions after three years or more of continuous active service are eligible for consideration under the Veteran's Employment Opportunity Act (VEOA). Farm Service Agency (FSA) County Employees: Permanent County employees without prior Federal tenure who are selected for a Civil Service position under Public Law 105-277 will be given a career-conditional appointment and must serve a 1-year probationary period. For more information on applying under special hiring authorities such as certain military spouses, explore the different Hiring Paths on the USAJOBS website. Land Management Workforce Flexibility Act (LMWFA) provides current or former temporary or term employees of federal land management agencies opportunity to compete for permanent competitive service positions. Individuals must have more than 24 months of service without a break between appointments of two or more years. Service must be in the competitive service and have been at a successful level of performance or better. Refer to PUBLIC LAW 114-47-AUG. 7, 2015 for more information. First time hires to the federal government normally start at the lowest rate of the salary range for the grade selected. Travel, transportation, and relocation expenses will not be paid. Any travel, transportation, and relocation expense associated with reporting for duty will be the responsibility of the selected employee. Locality pay will vary based upon the selectee's duty location. A final salary determination will be made upon selection. Worksite Information: This position may be eligible to telework up to four days per week, based upon the duties of the position. This position may also be eligible for flexible work arrangements as determined by agency policy and any applicable collective bargaining agreements. Additional information regarding ad hoc, occasional, or reoccurring telework may be obtained at a later time from the hiring manager or program during the hiring process.