Human Resources Specialist (Operations)
What you'd do
The incumbents will serve as an Human Resources Specialist under Human Capital Division in the Office of Operations in any of the following program sections: Document Management; Payroll; Personnel Processing or Special Handling. Descriptions for each of the program sections are listed under the Duties section.
Major duties
This Human Resources Specialist (Operations) position is located Human Capital/Operations, Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to: Provides advice and guidance to management, employees, and stakeholders on human capital operational programs, including personnel action processing, payroll administration, time and attendance, personnel records management, onboarding, offboarding, and complex personnel matters. Processes, reviews, and resolves a wide range of human resources actions and operational issues, including personnel actions, pay and compensation matters, benefits-related transactions, leave programs, employment records, debt bills, retroactive corrections, and other actions affecting an employee's federal service history. Conducts analysis of reports, system data, records, metrics, and case information to identify processing errors, operational problems, trends, or programmatic weaknesses; documents findings, performs root cause analysis, and recommends corrective actions. Maintains, reviews, and safeguards personnel-related records and documentation in accordance with federal records management, privacy, and security requirements; ensures records are complete, accurate, retrievable, and properly handled. Researches and resolves complex, sensitive, retroactive, or high-profile human capital operational issues involving areas such as pay, benefits, personnel processing, incentives, severance, workers' compensation, unemployment compensation, leave transfer, and other specialized employee matters. Serves as a liaison with internal program offices, servicing providers, and external partners; develops and updates standard operating procedures, job aids, guidance, briefings, presentations, and training materials to support consistent and compliant HC Operations processes. Please note: The major duties are at the full performance level, SV-I band. Program Section Summaries: Document Management: The Document Management team is responsible for organizing, storing, and safeguarding all personnel-related documents in accordance with federal records management requirements, managing HR document systems by setting government-wide rules for personnel records and using the electronic Official Personnel Folder (eOPF). They maintain legal and financial employment histories for civil service workers, standardize document workflows, and facilitate efficient retrieval and secure handling of sensitive information to support operational needs Payroll: The Payroll team provides payroll administration and compensation activities, interpreting and applying rules, laws, and policies to ensure accurate pay for federal employees, including pay-impacting programs such as unemployment, workers' compensation, and Voluntary Leave Transfer. They deliver authoritative guidance to managers and employees on complex compensation issues - including basic pay, overtime, leave entitlements, and debt bills - while monitoring payroll reports and completing payment processing to ensure timely notification and resolution for the agency and affected individuals. Personnel Processing: The Personnel Processing team manages all aspects of onboarding, offboarding, and personnel actions for federal employees, ensuring compliance with applicable policies and regulations. They manage the formal system for documenting, approving, and tracking changes in a federal employee's career using standardized forms such as the SF-52 and SF-50, and ensure all personnel actions are accurately recorded and maintained throughout federal service. Special Handling: The Special Handling team addresses unique, retroactive, or complex personnel cases that fall outside standard processing procedures, handling specialized cases across all areas of human capital, including benefits, severance, pay, processing, and incentives. They also provide expert support for other agency needs on sensitive and high-profile actions, applying specialized expertise to resolve non-routine issues and ensure compliance with federal guidelines for exceptional cases.
What you need to qualify
In addition to the minimum qualifications described above, you must meet the following specialized experience and/or education requirement to be considered qualified for the position: To qualify for the SV-G Pay Band (equivalent to GS-11), you must have one year of specialized experience at the SV-F or GS-09 in the Federal service or equivalent experience in the private sector. Specialized experience is defined as experience that has equipped you with the knowledge, skills and abilities to successfully perform the duties of the position. Specialized experience is defined as: Experience assisting with human resources operational functions such as personnel action processing, payroll support, time and attendance administration, benefits-related processing, employee records management, onboarding, or offboarding activities. Experience communicating with internal (i.e. employees, managers) and external stakeholders regarding human resources processes, procedures, forms, records, or transaction status. Experience utilizing an automated human resource, payroll, timekeeping, or records systems to enter, retrieve, update, track, or validate employee information (i.e GovTA, WebTA). OR In lieu of experience, you must possess the education requirement for this band level: Ph.D. or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M., if related. OR A combination of education and experience. To qualify for the SV-H Pay Band (equivalent to GS-12), you must have one year of specialized experience at the SV-G or GS-11 in the Federal service or equivalent experience in the private sector. Specialized experience is defined as experience that has equipped you with the knowledge, skills and abilities to successfully perform the duties of the position. Specialized experience is defined as: Experience interpreting and applying human resources laws, regulations, policies, and procedures to support personnel action processing, payroll administration, time and attendance, benefits-related transactions, records management, or other human capital operational functions. Experience reviewing, processing, or resolving human resources actions, such as personnel actions, pay-related transactions, onboarding or offboarding actions, leave-related matters, employment records updates, or benefits-related documentation. Experience researching and responding to inquiries from internal (i.e. employees, managers) and external stakeholders regarding human resources operational issues, policies, procedures, records, or system-related actions. To qualify for the SV-I Pay Band (equivalent to GS-13), you must have one year of specialized experience at the SV-H or GS-12 in the Federal service or equivalent experience in the private sector. Specialized experience is defined as experience that has equipped you with the knowledge, skills and abilities to successfully perform the duties of the position. Specialized experience is defined as: Experience processing, reviewing, or resolving unprecedented human resources actions involving pay, leave, benefits-related transactions, personnel records, retroactive corrections, onboarding, offboarding, or other employee lifecycle actions. Experience analyzing reports, system data, metrics, case files, or personnel records to identify processing errors, trends, operational problems, compliance issues, or programmatic weaknesses and recommending corrective actions. Experience providing technical guidance to employees, supervisors, managers, HR staff, timekeepers, financial specialists, or other stakeholders on human resources operational requirements, procedures, and case resolution. Experience developing or updating standard operating procedures, job aids, guidance, briefings, or training materials related to human capital operational processes. Credit for experience is given based on a 40-hour workweek. Part-time experience is credited on a part-time ratio, i.e., working 20 hours per week for two months equals one month of experience. No additional credit is given for overtime. National Service Experience (i.e., 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; religious; 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. The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office. You must meet the qualification requirements for this position no later than the closing date of the vacancy announcement.
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