Total 4 job vacancies by Office of the Chief Human Capital Officer

Major Duties Include:

• Provides advice and guidance to VACO managers regarding internal/external placement, including carrying out special placement activities and providing interpretation and assistance.
• Executes special recruitment programs to attract well qualified candidates for positions where applicants are in short supply, utilizing imaginative approaches and simultaneous searches for candidates from sources outside the existing work force.
• Research cases prepares/provides detailed documentation and/or responses for resolution of formal grievances/complaints on qualifications ratings or related merit actions (other than non-selection).
• Takes appropriate action to correct any inefficient, inadequate, or invalid actions and methods.
• Identifies problems and conflicts with current or acceptable policies and procedures.
• Establishes and maintains a cooperative working relationship with managers. Meets with managers to develop adequate and accurate vacancy announcements and recruitment strategies.
• Carries out special projects (independently or in conjunction with Division Chief) relating to program operations and resources utilization. Develops and/or monitors proposals or plans related to the implementation of HR programs or projects. Leads ad hoc work teams on special projects, etc.
• Reviews and interprets draft regulations, standards, or other guides for impact on the recruitment program. Determines the degree of compliance with regulations and other employment program requirements. Ensures that assigned employee recruitment and placement programs meet requirements outlined in agency guidance.

This is a developmental position. At the GS-7, GS-9 and GS-11 grade levels, assignments given may initially be of limited phases but will increase through the full range of tasks as the incumbent acquires skills and knowledge through on the-job training and formal training. At the full performance level of GS-12, major duties include:

• Serving as a recruitment and placement specialist providing a high level of program support in the staffing, recruitment, and pay administration, and onboarding program areas.
• Using USAStaffing to post jobs, review qualifications, adjudicate Veterans preference, issue certificates of eligibles, and onboard new hires.
• Developing and applying recruitment and placement processes, rules, regulations, and laws and suggesting changes and new methodologies to management.
• Providing managers and employees with information and interpretations of HR policies, procedures and guidelines.
• Reviewing new or proposed HR policies, procedures and guidelines and makes recommendations to management on the need for changes in existing policies.
• Executing special recruitment programs to attract well qualified candidates for positions where applicants are in short supply, utilizing imaginative approaches and simultaneous searches for candidates from sources outside the existing work force.

As a Supervisory Human Resources Specialist Director of Reorganization and Strategic Position Management, you will:

• Be responsible for ensuring the Department-wide policies, training, programmatic objectives, and operational activities for assigned areas are managed efficiently and effectively to achieve Departmental objectives.
• Direct, coordinate, facilitate, execute, and manage-including ensuring that sound, authoritative advice, guidance, and recommendations are provided on the following: reorganization and restructuring efforts and related position classification; position management strategies and guidance for implementation department-wide; position management studies, evaluations, assessments, and action plans, such as HUDs triennial position management process; standardized position descriptions; the design and maintenance of the Departmental PD library; and related special projects and initiatives.
• Prepare persuasive briefing material tailored to the target audience to translate complex, multi-faceted issues into easy-to-understand terms; the requirements under law, regulation, and policy and the impact of failure to adhere to such requirements; and options (with pros and cons) and/or recommendations for management consideration where there are flexibilities, and reasonably anticipated impacts of decision-making, which will often be broad and nuanced for this type of work.
• Manage and oversee position management assessments and make significant changes to the existing reorganization processes, when required.
• Develop innovative solutions to exceptionally difficult position management matters.

• Expert in Working Capital Funds, the full Acquisition-Lifecycle, and the Government Purchas Card Program. Experience in Major Acquisition Program
• Oversees the team leading other cross-functional teams in the development and implementation of acquisition and budget lifecycle activities.
• Identifying, distributing, and balancing workloads and task among employees in accordance with established workflows, skill levels, and/or occupational specialization.
• Analyzes organization goals, project timelines, and acquisition/budget activities to better understand client needs, develop or modify existing plans and milestone to meet evolving requirements to ultimately help improve business operation outcomes.
• Trains or arranges for training of team members in methods and techniques of team building and working in teams to accomplish tasks.