Human Resources Specialist (Senior Advisor)
What you'd do
The incumbent serves as serve as a trusted advisor to senior leaders by guiding recruitment, staffing, and strategic HR initiatives that support employees across the nation
Major duties
Specific duties include: Evaluate legislation, regulations, and policy changes to determine their impact on VBA's HR programs and long-/short-term human capital strategies. Provide authoritative consultation to VBA senior leaders on recruitment, staffing, benefits, and personnel action processing, ensuring compliance with Title 5, Office of Personnel Management (OPM), VA, and VBA policy. Plan, lead, and advise on complex strategic HR initiatives- including strategic planning, development, deployment, process improvement, and program integration across OSO and Human Capital Services (HCS). Analyze and recommend improvements to HR policies, programs, and business processes to enhance efficiency, customer experience, accountability, and organizational outcomes. Conduct strategic planning assessments to evaluate customer and operational needs, ensuring alignment with OSO's enterprise objectives, resource optimization, and long-/short-term mission requirements. Contribute to the formulation and annual updates of HCS's and OSO's enterprise strategic plans, including development of goals, objectives, and performance measures. Research, develop, and apply evaluation methods and criteria to measure HR program performance, including analysis of complex operational issues and emerging requirements. Prepare high-level written reports, plans, and briefings for senior leadership, providing guidance on sensitive HR issues and recommending enterprise-wide solutions. Serve as a technical mentor and advisor to HR team members, offering guidance on complex HR operational matters, problem-solving approaches, and best practices. Work Schedule: Full time, Monday through Friday Compressed/Flexible: Available Telework: Available Virtual: This is not a virtual position. Position Description/PD#: Human Resources Specialist (Senior Advisor);40316A 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:08/10/2026. 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-14 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-14 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-14 grade level OR Criteria 2: 1 year of specialized experience equivalent to at least GS-13 AND 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. 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 as described below: GS-14 Grade Level: Specialized Experience: Performing senior-level human resources advisory work that involves independently applying advanced HR principles, practices, and judgment to resolve complex issues. Experience should demonstrate the ability to lead, coordinate, or influence HR programs, processes, or initiatives within the applicant's organization or serviced customer groups. Experience must show at least 3 of the following: Providing authoritative HR guidance or leading HR program activities (e.g., staffing, classification, employee relations, training) for a division, office, or defined customer area. Leading or supervising HR staff, project teams, or functional workgroups to meet program or organizational objectives. Developing, revising, or implementing HR policies, procedures, training, or process improvements that strengthen service delivery. Evaluating HR program effectiveness, identifying trends or systemic issues, and recommending or implementing solutions. Contributing to or advising on human capital initiatives (e.g., staffing strategies, workforce development, performance management, onboarding improvements). Managing priorities, workload, or resources to ensure the successful execution of HR program responsibilities. 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. Part-time experience will be credited on a pro-rated basis; when including part-time employment in your resume you must specify the average hours worked per week. Physical Requirements: The work normally involves mental rather than physical exertion, often working under strict deadlines or under stressful situations. 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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