Supervisory Human Resource Specialist
What you'd do
The Supervisory Human Resources Specialist (Deputy Director) provides a full array of consultative and technical HR services such as recruitment, staffing and placement, classification, pay setting, benefits, labor and employee relations, policy, and personnel records management. These services are offered locally, regionally, Central Office and administration wide. The incumbent serves as a key advisor and consultant to both field and administration-level senior leaders.
Major duties
Specific duties include: Shares delegated authority with the Human Resources Officer for leading the overall planning and direction of HR programs. Facilitates the implementation and achievement of VAs strategic goals by providing relevant and substantive recommendations via human resources consultations and functions. Exercises managerial and operational control over a network of human resources specialists who provide administrative and technical support to managers and staff enterprise wide. Responsible for providing guidance on all human resources staffing, recruitment, and benefits related activities under the purview of the HRC to include planning and executing internal and external recruiting and delegated examining programs. Formulates, communicates, and implements policy on all human resources, payroll, and related programs enterprise wide. Provides professional services and guidance to all management/supervisory levels concerned with human resources principles, techniques and acceptable practices, and technical advice on statutory, regulatory and procedural human resources requirements. Shares delegated authority with the Human Resources Officer in developing goals and objectives that integrate administrative and human resources objectives to ensure alignment with the organization mission and strategic goals. Initiates, develops, and conducts special studies aimed at improving the delivery, effectiveness, and efficiently of human resources services. Composes complex correspondence related to the delivery, administration, and legality of human resources functions that is often controversial for high-level Agency officials. Promotion Potential: Position is at the full performance level. Work Schedule: Full time, Monday through Friday Compressed/Flexible: Available Telework: This position is eligible for situational (ad hoc) telework only. The selectee is required to report to the official duty station each scheduled workday. Telework may be approved only on a case-by-case basis with supervisory approval. Routine or recurring telework is not authorized for this position Virtual: Current HRC Des Moines staff with an out-based duty location will continue to report to their current approved duty location upon selection. Position Description/PD#: Supervisory Human Resource Specialist; 42076A Relocation/Recruitment Incentives: Not Authorized Financial Disclosure Report: Not Required
What you need to qualify
To qualify for this position, applicants must meet all requirements by the closing date of this announcement:07/27/2026. BASIC REQUIREMENT: To qualify for the HR Specialist position, candidates must meet the following basic requirements as described in 1 of the following methods: a. Merit-Based Method, b. Education-Based Method or c. Training-Based Method: Method 1: Merit-Based Method. The Merit-Based Method allows for a candidate to meet the basic requirement by possession of 1 year of specialized experience requiring knowledge of and/or skill in applying basic HR concepts, laws, principles, policies, methods, practices and/or HR systems. 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. This experience must be equivalent to at least the GS-4 level of the Federal Government. OR Method 2: Education-Based Method. The Education-Based Method allows for a candidate to meet the basic requirement by possession of the following: Successful completion of bachelor's degree (or higher). OR Method 3: Training-Based Method. The Training-Based Method allows for a candidate to meet the basic requirement by possession of the following: 6-months of general experience, equivalent to at least the GS-4 level of the Federal Government, requiring knowledge of and/or skill in applying laws, regulations, rules, principles, policies, methods, practices, supporting customers, communicating in writing and/or verbally & using various computer systems & office equipment in administrative, professional, technical or other responsible work positions, plus the possession of 1 of the four training criteria. Training 1: Successful completion of at least 12 credit hours of college-level (associate degree or higher level) course work in any of the following types of fields, majors or programs or those closely related as evidenced by the course or programs: HR (general), HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and humanities. Training 2: Successful completion of at least 4 formal training courses in HR. The focus of these HR courses will be in areas or those closely related to general HR, Federal HR, private sector/corporate HR or HR management. These courses must be offered through VA (i.e., Talent Management System courses), Federal agencies/departments (i.e., OPM Federal Human Resources Institute) or through external organizations (i.e., HR Certification Institute (HRCI®) Learning, HR University or Management Concepts). For the purpose of this standard, formal means interactive (online or in-person) training that includes communication between the participants and/or the instructor. Successful completion is evidenced by documentation of successful completion by the training organization. Training 3: Successful completion of a formal certificate program in any of the areas (or related areas) listed in Training 1 (above) or those closely related as evidenced by the course or programs. A formal certificate program for the purposes of this standard means a series or set of courses that provide a foundational or advanced knowledge. The courses must have been provided by an accredited college, university, organization or company & must have required assignments and/or other course work. Examples of providers include, but are not limited to, Purdue University, Global Cornell University (i.e., eCornell) or Wharton School. Successful completion is evidenced by documentation of completion by the training organization. Training 4: Current professional HR certification through the Society of Human Resource Management (SHRM), HRCI®, International Public Management Association (IPMA) (or Public Sector HR Association (PSHRA)), American Society for Health Care Human Resources Administration (ASHHRA) or an organization or company that has a formal structure & is nationally recognized by the profession. GS-0201 levels 12-15 Requirement: To qualify for a Human Resources (HR) Specialist GS-0201 at the GS-12-15 grade levels, candidates cannot qualify based on education only, they must possess either: Criteria 1: Graduate level degree or higher and 3 years of progressive specialized experience equivalent to at least the GS-12 grade level OR Criteria 2: 1 year of specialized experience equivalent to at least GS-13 TIME-IN-GRADE REQUIREMENT: Current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements. For a GS-14 position you must have served 52 weeks at the GS-13 level. 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. MINIMUM QUALIFICATION REQUIREMENT: You may qualify based on your experience GS-14 Grade Level: Specialized Experience: Leading, directing, or administering Human Resources Development (HRD), employee development, organizational development, or enterprise-wide learning and training programs. Qualifying experience includes; Developing and implementing strategic workforce development, employee learning, leadership development, and organizational effectiveness initiatives; Providing technical and strategic advice to executive leadership on workforce capability, organizational performance, and human capital development; Planning, directing, evaluating, and continuously improving HR training and employee development programs using performance metrics, quality assurance measures, and data-driven analysis; Leading cross-functional projects and organizational change initiatives designed to improve workforce performance, employee engagement, and operational effectiveness; Supervising or leading Human Resources professionals responsible for training, instructional design, organizational development, workforce planning, or related HR functions; Applying Federal human resources laws, regulations, OPM qualification standards, VA policies, and merit system principles in the administration of HR development and employee training programs; Managing multiple priorities, allocating resources, and collaborating with senior leaders to achieve organizational goals while ensuring compliance with applicable laws, regulations, and agency policy. 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. When including part-time employment in your resume you must specify the average hours worked per week. Physical Requirements: Work is typically performed in an adequately lighted and climate-controlled office. The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meeting and training rooms, libraries, labs, or commercial vehicles. Work requires the observance of fire regulation. 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/.
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