Office of Inspector General HR Director (Supervisory HR Specialist) in Washington DC, District Of Columbia
The Office of Inspector General (OIG) for the General Services Administration (GSA) is one of the original OIGs established by the Inspector General Act of 1978. OIG provides oversight through auditing, inspections, and investigations of GSA's extensive procurement, real property, and related programs and operations, which primarily support other federal agencies. Applicants are encouraged to review the work and accomplishments of the GSA OIG on our website, https://www.gsaig.gov/.
The Director of Human Resources (HR) is responsible for a comprehensive human resources management program and oversees the day-to-day HR operations. The Human ResourcesDirector will identify trends in staff levels and developmental areas, provides oversight and review ofGeneral Schedule and Executive recruitment, and makes recommendations to senior management and seniorstaff members. The HR Director supervises the HR staff in performing the HR’s mission and identifiestraining needs of subordinate employees, ensuring the work produced is accurate and efficient. Additionally, the HR Director oversees technical areas, including,but not limited to:Position Classification and Position ManagementManages and advises on complex federal civilian human resources classification and position management laws and regulations; provides overall direction as it relates to position management and classification support to the OIG; manages the process in which classification decisions are made and delivered; provides leadership perspective as it relates to conducting research for evaluation statements and classification decisions from OPM digest and MSPB decisions. This oversight also includes monitoring classification actions, agency reorganizations, position management, pay administration, position management reviews, desk audits, supervisor and employee interviews and other fact-finding techniques.Staffing and RecruitmentIndependently, and with support from other OIG staff members, maintains continuous contact with the management team to keep abreast of personnel needs and to provide advisory services and strategies for recruitment and staffing. These duties include staying abreast of working conditions such as turnover rate, retirement statistics, staff mobility, gains and losses, etc.; and developing strategic approaches to any issues that arise.Employee RelationsProvides oversight and technical supervision of employee relations (ER), which includes providing guidance to the Employee Relations (ER) Officer in complex and unusual circumstances. Ensures ER actions are appropriately coordinated with other HR functions when necessary. Supports the ER Officer in ensuring that the OIG management team is provided with new and/or changing regulations concerning employee relations, grievance procedures, appeals processes, and investigation procedures.Retirement, Pay and BenefitsOversees the implementation and administration of policies and programs in retirement & benefits, performance management, compensation, payroll and personnel processing, and related programs such as recruitment and retention incentives. This oversight is done to ensure that the agency is abiding by and applying laws properly according to the following guidance: Fair Labor Standards Act (FLSA), Title 5, locality and special salary rates; coordination with GSA payroll; within grade increases, and law enforcement availability pay (LEAP). Understands government HR policies and ensures the agency is kept up to date on all policy changes.DevelopmentOversees and manages the planning and delivery of Agency training and development programs, activities, and services.
In conclusion, the responsibilities are in part, comprehensively operational as well as managerial.
Conditions of Employment
US Citizenship or National (Residents of American Samoa and Swains Island)
Meet all eligibility criteria within 30 days of the closing date
Meet time-in-grade within 30 days of the closing date, if applicable
Register with the Selective Service if you are a male born after 12/31/1959
Receive authorization from OPM on any job offer you receive, if you are or were (within the last 5 years) a political Schedule A, Schedule C or Non-Career SES employee in the Executive Branch.
Applicants selected for federal employment will be required to complete a "Declaration of Federal Employment" (OF-306) prior to being appointed to determine their suitability for federal employment. Failure to answer all questions truthfully and completely or providing false statements on the application may be grounds for not hiring the selected applicant, for dismissing the applicant afterhe/she begins work, and may be punishable by fine or imprisonment (U.S. Code, Title 18, Section 1001). ATier 5 background investigationis required for this position. Applicants who do not hold aTier 5or higher level investigation will undergo a thorough investigation to obtain the appropriate level required. Ifhired upon the results of a preliminary background investigation, continued employment will be subject to successful completion of an OPM background security investigation and favorable adjudication. Failure to successfully meet these requirements will be grounds for termination.
If you are selected, you will be required to complete OGE Form 450, Confidential Financial Disclosure Report, to determine if a conflict or an appearance of a conflict exists between your financial interest and your prospective position with GSA. This position requires minimal travel.
This is a supervisory/managerial position. If selected for this position and you have not previously completed a supervisory or managerial probation period, you must complete a 1-year supervisory or managerial probationary period. If you are a current Federal employee, failure to complete the probationary period successfully can result in return to a former position or to a position of no lower grade and pay than the one vacated for the supervisory or managerial position.
You must be able to make a direct deposit to a financial organization for your salary check.
To qualify at the GS-15 level, a candidate must have experience that demonstrates at least one year of specialized experience equivalent to the GS-14 level in the federal service. Specialized experience is human resources experience that has provided the applicant with the abilities to successfully lead and manage a complex civilian human resources (HR) program.In addition, the successful candidate will have significant experience in at least twoHR disciplines such as: Recruitment/Placement; Classification; HR Information Systems; Compensation and Benefits; Performance Management andEmployee Relations. Applicants must demonstrate, in their resume and responses to the vacancy questions that they meet these qualification requirements.
Best qualified applicants for this position will have comprehensive and expert knowledge of human resources management policies, including those that govern federal employment, recruitment, placement, flexibilities, and hiring authorities used in the development of positions and/or their descriptions. This knowledge is used to make authoritative determinations, provide counsel to managers and supervisors and to assist in the development of workforce priorities.
Bargaining Unit Status: None
Relocation-related expenses arenotapproved and will be your responsibility
This vacancy announcement does not preclude filling this position by other means. Management also has the right not to fill the position.