Supervisory Human Resources Specialist (Compensation)- Detail/ Temp Promotion NTE 1 Year
What you'd do
The incumbent provides HR Services including leadership consulting and advisory functions in compensation and has full responsibility over Network pay schedules, salary surveys, awards budget, and pay incentives requiring the Network Director approval and/or oversight. This is a Temporary Promotion/Detail Not to Exceed One Year- May be extended to additional periods with the possibility of permanent placement as determined by agency policy, or may end prior to one year.
Major duties
The Supervisory Human Resources Specialist (Compensation) will provide compensation oversight for the Network and serves as the senior most technical advisor and consultant to management. Incumbent is responsible for accomplishing difficult, complex, and potentially controversial compensation reviews, and conducting Network-wide compensation reviews for conformity to appropriate regulations. This position technically and administratively advises and supervises Network Compensation Staff (HR Specialists). Duties include, but are not limited to: Serves as a Subject Matter Expert (SME) and senior consultant and advisor resolving conflicting interpretations, applying complex laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees on the full range of pay administration policies, principles and practices, including pay administration policy, salaries and wages, special rates, pay benefits, non-foreign area cost-of-living allowances, compensation decisions, and computation of interest on back pay systems, to include but not limited to locality pay, special rates, back pay, pay limitations, premium pay, grade and pay retention, severance pay, and cost-of- living allowances (COLA). Oversees the development and delivery of briefings to managers to foster understanding and acceptance of pay and leave administration findings, recommendations, and policies. Directs and oversees the establishment, verification, and continuance of all special salary rates and schedules for all Network sites. Ensures valid wage evaluations are conducted, ensuring the integrity of comparable data from reliable sources are utilized as evidentiary support of establishment/update/continuance of compensation considerations. Ensures maximum value is achieved through management of Network-wide programs such as the Student Loan Repayment Program (SLRP), Education Debt Reduction Program (EDRP), Retention, Relocation, and Recruitment (3Rs) incentives, and any/all associated Network-level advisory boards (i.e. Retention Incentive Review Board). Ensures senior management officials receive compliant, accurate advice that avoids unnecessary costs, settles claims against the Government, and fosters an understanding of statutory compensation entitlements, regulations, and court decisions. Anticipates and manages the impact of legislative and administrative changes and assures that the Network's interests are held to the most up-to-date requirements and is adept at providing feedback to National offices when the interests of the Network, VHA or VA require advocacy. Provides technical and administrative supervision to Compensation staff (HR Specialists in the area of Compensation). Ensures Compensation unit participates in and contributes to effective implementation of Workforce Planning initiatives. Monitors employee entrance and exit surveys for the purposes of any recurrent compensation-related themes, to proactively address compensation-related issues. Develops operating procedures and/or processes for use in recruitment, relocation, and retention incentive programs; and other strategic compensation programs (i.e., Dual Compensation, etc.), achieving mandated and desired results. Develops work plans, competency plans, and evaluates employee performance. Identifies developmental and training needs, provides or arranges for needed developmental or new training needs; and finds ways to improve the quality of the work directed. Plans and assigns work to be accomplished by the unit, sets short and long- term priorities based on the difficulty level and requirements of the assignment and the capabilities of the employee. Approves leave, work schedules, and time and attendance as necessary. Provides advice, counsel, or instructions on both work and administrative matters; provides career counseling upon request approves training requests for the unit. Hears and resolves complaints or issues from employees, referring group grievances and more serious complaints to a higher-level supervisor; grants minor disciplinary measures such as warnings and reprimands, recommending other action in more serious cases. Work Schedule: Monday-Friday, 8:00am-4:30pm Compressed/Flexible: Available Telework: May be authorized for ad-hoc telework, per VA Policy. Virtual: This is a virtual position, the duty location of the selectee will remain the same. Definition of Virtual Work: Employee works outside of original hiring duty station at a VA owned or leased space. Return to Office (RTO): RTO mandates are in affect and selectees will be required to report to in person work unless they have an approved exemption already in place. Position Description/PD#: Supervisory Human Resources Specialist (Compensation)- Detail/ Temp Promotion NTE 1 Year/PD99992S Relocation/Recruitment Incentives: Not Authorized Permanent Change of Station (PCS): Not Authorized
What you need to qualify
To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 08/03/2026. 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. Selective Placement Factor: Successful candidates must demonstrate current knowledge of Human Resources programs including the establishment, verification, and continuance of special salary rates and schedules, Student Loan Repayment Program (SLRP), Education Debt Reduction Program (EDRP), Retention, Relocation, and Recruitment (3Rs), and Critical Skills incentives, Network-wide; and HR platform systems, such as Electronic Official Personnel File (eOPF), HR Smart, LEAF and yourHR. 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: providing leadership consulting and advisory functions in compensation; analyzing, interpreting, developing, and/or implementing laws, regulations, policies, and/or guidance on subject matter areas within compensation administration; provides expert guidance and oversight to facilities on General Schedule, Federal Wage system, Hybrid 38, and Title 38 employment and pay systems. ~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: providing leadership consulting and advisory functions in compensation; analyzing, interpreting, developing, and/or implementing laws, regulations, policies, and/or guidance on subject matter areas within compensation administration; provides expert guidance and oversight to facilities on General Schedule, Federal Wage system, Hybrid 38, and Title 38 employment and pay systems; oversees the development and establishment or adjustments to special salary rates or nurse locality pay schedules; analyzing staffing and salary survey data to identify issues and trends involving title 38 and title 5 pay administration or identifying corrective action for complex pay issues; serving as a subject matter expert for physician, dentists, and podiatrists market pay determinations and/or recruitment, relocation, and retention incentives; applying criteria, principles, and standard methods to resolve a variety of conventional compensation issues and problems pertaining to basic pay setting, locality pay, special rates, back pay, pay limitations, premium pay, grade and pay retention, severance pay, and cost-of-living allowances. Preferred Experience: 3-5 years experience in Federal Government HR; two years of VA Federal HR Compensation team experience; Experience as a Lead or Supervisor in Federal Government. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.
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