Human Resources Specialist

Federal experience is not required. Experience may have been gained in the public sector, private sector or through Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement: SPECIALIZED EXPERIENCE GS-15: To be minimally qualified for this position you must have at least one (1) year of specialized experience equivalent to the next lower grade level (GS-14) in the Federal Government. Specialized experience is experience that is related to the work of this position and has provided you with the competencies required for successful job performance. To be qualified for this position your experience should be sufficient to demonstrate: Experience applying the concepts, principles, practices, laws, and regulations of human resources management (HRM) for organization-wide programs, functions, objectives, and development of long-term strategic plans. Experience serving in an authoritative role as a technical expert, providing advice and recommendations to management, developing policy, and/or developing interventions on complex service-wide issues (e.g., redesigning HR processes). Experience leading high level, cross-functional programs and projects, often of a confidential and technical nature, delegated by manager or executive, planning and directing workflow with competing priorities emerging day to day, and planning substantial changes in organization or agency resources and established procedures. Experience communicating tactfully and persuasively with internal and external stakeholders to influence and negotiate support of business goals and resolve issues which are often controversial and sensitive in nature. Experience preparing technical documentation including organization or agency directives, organization-wide policy statements, briefing documents, status reports, and other written guidelines and recommendations. Experience conducting presentations and negotiations on technical problems, outcomes, and recommendations to improve services and gain cooperation from senior managers and executives or other top-level officials at federal, state, local, and non-government organizations and establish beneficial relationships to influence acceptance of proposals on complex issues. AND You must also meet the following requirement(s): TIME AFTER COMPETITIVE APPOINTMENT (TACA): Current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment. For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens". TIME IN GRADE (TIG): For positions above the GS-05, applicants must meet applicable time-in-­grade requirements to be considered eligible. One year (52 weeks) at the next lower grade level is required to meet the time-in-grade requirements for the grade you are applying for. For positions at the GS-5, you cannot advance to the GS-05 if you have held a GS-02 in the past 52 weeks. There is no TIG restriction for GS-02, 03, or 04 positions. For more information on qualifications please refer to OPM's Qualifications Standards.

The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position. Performs extensive research and conducts program analyses to determine mission/program effectiveness, identify issues and program impediments and establish courses of action necessary to enhance program effectiveness. Develops and researches potential program revisions and solicits input from the HCO and other senior officials within the Service. Analyzes and identifies the ramifications of new initiatives and, when applicable, coordinates initiatives with the appropriate stakeholders. Demonstrates expert technical knowledge in multiple business functional areas including but not limited to policy analysis, program oversight, evaluation activities, strategic planning, and research coordination. Functions as a senior level liaison with external organizations and stakeholders to represent the view of the HCO and interests of the IRS. Assists the HCO in setting business unit strategy and goals that enhance compliance with laws and policy aligned with the overall organizational strategy. Plans, performs, and/or coordinates the most significant types of managerial assignments, encompassing all program and functional areas of HCO. Assists in the allocation of resources among the program office; establishes performance measures and goals and manages the execution of program goals; ensures goals, strategy, and policies are clearly communicated to employees to achieve the desired results. Analyzes IRS business plans, OPM, Treasury, IRS, and other sources' Human Resources laws, regulations, directives, and issuances to determine Agency impact and to identify future requirements and formulates staffing approaches and plans to meet those anticipated needs. Ensures program development and implementation is consistent with the corporate mission, vision, and goals. Evaluates adequacy of current HR policy in terms of its ability to achieve overall Treasury and IRS goals and objectives, to improve productivity, and to promote state-of-the-art or emerging concepts regarding the delivery of HR services. Prepares directives, issuances, memoranda, policy statements, legislative proposals, and other written guidelines and recommendations to introduce new initiatives and to recommend effective operations consistent with policies and objectives. Serves as primary technical coordinator for Treasury deliverables/suspense requests. Coordinates with various levels of leadership to identify divisional roles and responsibilities, impact, and propose recommendations for implementation/resolution. The incumbent analyzes and evaluates, on a quantitative or qualitative basis, the effectiveness of programs or operations in meeting established goals and objectives and analyzes and integrates program operational, legal, technical, financial, legislative, and other information to advise management on the effectiveness and efficiency of assigned programs and functions. Provides expert advice and authoritative information to the HCO, top agency management, and program directors throughout the Service on a wide variety of highly complex, controversial, and sensitive Human Resources (HR) problems and issues. Provides key advice and assistance to the HCO in such areas as organizational consolidation, systems integration, program implementation, functional support, and cross functional issues. STANDARD POSITION DESCRIPTIONS (SPD): PD26180 Visit the IRS SPD Library to access the position descriptions.