Lead HR Specialist (Compensation)

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 10/06/2023. 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 position you must have served 52 weeks at the GS-12. 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. The BASIC REQUIREMENT for the HR Specialist GS-0201 series is presumed met if found qualified at the GS-0201-7 level and above. To qualify for this position at the GS-13 level, you must meet one of the following listed Criteria: Criteria 1- Graduate Degree and Specialized Experience: Successful completion of a graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes: Establishes SSR and LPS schedules for T38, Hybrid and T5 positions by using survey and employee pay data.; analyzes the impact to current employees.; provides options and recommendations to leadership.; assists with DOD Wage Surveys; manages the EDRP programs; prepares Retention, Relocation and Recruitment incentives using recent data relating to salary, turnover, FTEE levels.. ~OR~ Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-12 grade level in federal service that demonstrates HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes: Expert knowledge in applying the full range of pay, premium pay, regulations, principles, and practices sufficient to serve as a consultant in providing advice and guidance to leadership, employees, and union officials. Ability to develop, create, and analyze new as well as review and revise established facility and Network Office nurse locality pay schedules and Title 5 and Title 38 special rates schedules. Mastery level compensation knowledge to provide expert advisory service and/or authoritative policy interpretations on complex or controversial human resources management issues. Provides advice on region-wide impacts and implications of changes in HR program policies. Knowledge of, and skill in applying, the full range of pay administration policies, principles, and practices under title 5, United States Code, and other statutes and legal authorities as applicable. implementing pay schedule adjustments (may include General Schedule, Federal Wage System, locality pay and/or other geographic pay), special salary rates, pay limitations, allowances, differentials, premium pay, Fair Labor Standards Act overtime pay, grade and pay retention, severance pay, recruitment and retention flexibilities, back pay and settlement of claims, and application of single agency compensation authorities where applicable rulings and decisions.. .
The position is aligned under the Compensation Center of Excellence Unit with full responsibility over all Network pay schedules, salary surveys, retention incentives and other pay incentives. The work involves analyzing, interpreting, developing, and/or implementing laws, regulations, policies, and/or guidance involving subject matter areas within compensation administration and advising leadership on the use of compensation flexibilities to help recruit, manage, and retain employees.