Summary The Assistant HR Officer is responsible for partnering with the HRD Director to lead the planning and strategic direction of HR program activities for multiple Agencies, with particular emphasis on HR operations activities, as well as overseeing classification, processing, leave and compensation, employee benefits, and personnel security. Responsibilities The duties may include, but are not limited to: Provides leadership in formulating and executing policies and programs designed to provide an effective HR program for Marketing and Regulatory Programs (MRP) Agencies as well as Merit Systems Protection Board (MSPB). Development and execution of position classification, processing, leave and compensation, employee benefits, and personnel security activities on behalf of the more than 13,000 employees. Direct the processing of personnel actions and payroll documents. Program development evaluation and HR automation, which includes a full range of HR process re-engineering and improvement initiatives. Coordinate with top mission area managers to support disciplinary and performance-related principles, policies, and procedures. Collaborate with top management officials to develop and execute a sound labor-management relations program. Direct needs assessment, course development, program evaluation, and training administration to ensure employees and managers understand HR policies and support resources. Provide expert-level staff assistance and advice to program officials and supervisory personnel concerning the full range of HR programs. 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 establishing direction and conducting oversight and support for a comprehensive Mission Area Human Resources Management Program with special emphasis and demonstrated expertise in the areas of Classification, Benefits, Leave and Compensation, Personnel Security, and Personnel Action Processing. Experience in change management including the development and implementation of new initiatives, programs, policies, and /or processes to effectively align the human resources function with Agency mission and goals. Experience analyzing and resolving a variety of organizational or personnel challenges many of which require a high level of judgement and sensitivity. Analyze and interpret various data sources to lead improvement efforts in operational efficiency, performance management, and customer service. 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.