Summary The position serves as a National Recruiter for the Department of Veterans Affairs (VA), Veterans Benefits Administration (VBA), Office of Human Capital Services (HCS), Human Resources Program Management Operations (HRPMO) Team. The incumbent reports to the Chief, National Recruitment, HRPMO and serves as a member of the HRPMO national recruitment staff. Responsibilities Major Duties: Serves as a National Recruiter within the HRMPO Recruitment Team. Responsible for developing, implementing, and assessing the VBA recruitment and marketing plan using a mix of traditional and digital marketing techniques. Provides technical advisory services and assistance to VBA leaders in the resolution of difficult staffing problems for all levels and complexities of organizations, to include those whose organizational settings are characterized by frequently changing missions and functions, reorganizations, unstable workforces, recruitment difficulties, and technically complex staffing determinations. Applies expert knowledge of recruitment and marketing principles and concepts, a sound working knowledge of other personnel fields, and broad personnel management knowledge to identify, analyze and resolve problems that require the interpretation and adaptation of guides that may only be partially applicable and for which few precedents exist. Compiles and analyzes market data relative to economic and social conditions, market penetration (reach and frequency), and digital marketing and advertisement data/analytics. Develops the VBA marketing plan that mixes traditional and digital media marketing techniques to best reach the target audience. Supports the VBA's recruitment process and the overall execution of events and outreach. Creates and fosters meaningful relationships with specific populations and market contact lists, (i.e., colleges, universities, state and local employment agencies, peace corps etc.). Plans, executes, and provides guidance on recruiting events, hiring fairs and outreach engagements to effectively reach prospects, as well as to create awareness and access among target populations, influencers, and educators. Provide and communicate information for the VBA's recruitment campaigns. Develops marketing and recruitment plans to fill vacant positions within the organization. Projects yearly recruitment expenditures for recruitment activities and works with other staff to develop effective recruitment strategies for the organization. Establishes recruiting requirements by studying organizational plans and objectives and meeting with managers to discuss and forecast future hiring needs. Works in collaboration with Human Resources Centers (HRC) and Office of Workforce Planning & Strategic Analysis (WPSA) on VBA's ongoing and annual recruitment needs. Collaborates with managers and HR staff to identify positions within the organization that require additional exposure and advertisement. Consults with management to determine the purpose, scope, and type of studies to conduct. Collects, analyzes, and prepares occupational information to facilitate personnel, administration, and management recruitment functions of the organization. Provides expert advice and counsel on marketing and recruitment. Collaborates with Human Resource Center (HRC) leadership to ensure the marketing and recruitment plans are in alignment with HRC goals and requirements. 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. The grade progression for this position is GS 12, GS 13. Work Schedule: Full time, Monday through Friday, 8:00 a.m. - 4:30 p.m. Compressed/Flexible: Not Available. Telework: Not Available - Remote position. Virtual: This is not a virtual position. Position Description/PD#: Human Resources Specialist; 40131-A, 40132-A Relocation/Recruitment Incentive: Not Authorized Financial Disclosure Report: Not Required. Requirements Conditions of Employment Qualifications To qualify for this position, applicants must meet all requirements by the closing date of this announcement:11/13/2024. 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. To verify your eligibility, you must submit a copy of your most recent Notification of Personnel Action, Standard Form 50 (SF-50). The grade may have been in any occupation, but must have been held in the Federal service. You must provide a copy of your most recent SF-50 that indicates proof of status, and shows Time in Grade (for example, you were a career or career-conditional employee) and identifies your position title, series, grade, step, salary, tenure, and type of service (Competitive or Excepted). 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 also submit your most recent promotion or within-grade increase in addition to your recent SF-50. If you previously held a higher grade, you must also submit any SF-50 showing that grade. DO NOT submit Award SF-50's and/or General Adjustment SF-50's as they cannot be used to prove time-in-grade. For a GS-12 position you must have served 52 weeks at the GS-11 level. For a GS-13 position you must have served 52 weeks at the GS-12 level. MINIMUM QUALIFICATION REQUIREMENT: To qualify for a Human Resources (HR) Specialist GS-0201 at the GS12-15 grade levels, candidates cannot qualify based on education only, they must possess either: GS-12 Grade Level: Criteria 1: Graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-09 grade level OR Criteria 2: One year of specialized experience equivalent to at least GS-11 Specialized Experience: To qualify at this grade, you must have one year of specialized experience equivalent to the GS-11 level or higher in the normal line of progression. Specialized experience is defined as providing developed advisory services related to the full spectrum of workforce planning, staffing, and recruitment activities. Program focus must be staffing and recruitment. Experience must demonstrate researching associated laws/regulations, analyzing, and evaluating issues, and determining applicable precedents to resolve interrelated recruitment problems. Experience must include significantly contributing to the creation of office-level policies or procedures. GS-13 Grade Level: Criteria 1: Graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level OR Criteria 2: One year of specialized experience equivalent to at least GS-12 Specialized Experience: To qualify at this grade, you must have one year of specialized experience equivalent to the GS-12 level or higher in the normal line of progression. Specialized experience is defined as providing authoritative management advisory services related to the full spectrum of workforce planning, staffing, and recruitment activities. Program focus must be staffing and recruitment. Experience must demonstrate researching associated laws/regulations, analyzing, and evaluating issues, and determining applicable precedents to resolve interrelated recruitment problems. Experience must include conducting personnel training and/or mentoring and substantially contributing to the creation of office-level policies or procedures. Combining Education & Experience: If you do not fully meet the length of experience and education described for a specific grade level (e.g. have six months of experience and some coursework but not a degree), the two can be combined to total 100% of the requirement. Click here for more information. Volunteer Experience: 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. Full vs. Part-Time Employment: Full-time employment is considered to be at least 35 hours per week. Part-time experience will be credited on a pro-rated basis; when including part-time employment in your resume you must specify the average hours worked per week. Physical Requirements: 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 frequent visits to community and nationwide sites. Frequent use of automobiles and public conveyances may be required. Travel may be required up to 50% of the time. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/. Education Education must be accredited by an accrediting institution recognized by the U.S. Department of Education to be credited towards qualifications. Provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. All education claimed by applicants will be verified upon appointment. If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript to receive credit. Additional Information 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 (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified (have a final rating of 85 or more) for this vacancy. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. 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. 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. For more information on the "Who may apply" eligibility requirements, please refer to the OHRM Status Candidates and Other Candidate Definitions document. Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer (TJO). Please visit the Human Resources and Administration/Operations, Security, and Preparedness (HRA/OSP), https://www.va.gov/EMPLOYEE/docs/The-Fair-Chance-to-Compete-Act.pdf