Assistant Director of Human Resources
What you'd do
The Assistant Director position is located within the Department of Veterans Affairs (VA), Veterans Benefits Administration (VBA), Office of Human Capital Services (HCS), Office of Staff Operations and reports to the Deputy Executive Director of Human Resources Operations (DED-HRO). The Assistant Director serves as a principal advisor to the DED HRO and the Executive Director, Human Resources Center (HRC) on key HCS Operation matters that influence strategic workforce decisions across VBA.
Major duties
Specific duties include: Provide executive-level guidance to senior leadership by interpreting complex HR laws, regulations, and policies and recommending solutions to address high-impact human capital issues. Oversee the delivery of HR operations to ensure services meet quality, timeliness, and compliance standards and align with VBA's strategic goals and merit system principles. Lead complex, sensitive, and unprecedented initiatives by coordinating cross-functional teams, managing high-risk actions, and ensuring strategic outcomes that support organizational priorities. Conduct research and analysis on HR policies and organizational proposals to determine impact, develop recommendations, and support informed decision-making. Direct the execution of major HR operational activities, including reorganizations, workforce reshaping, retirement authorities, incentives, and recruitment strategies to sustain a high-quality, diverse workforce. Oversee administrative operations within the Office of Staff Operations, ensuring policies are interpreted correctly, requirements are defined, and programs are managed effectively. Ensure organizational compliance with regulatory and legal requirements by conducting audits, reviews, and investigations, maintaining documentation, and coordinating with General Counsel on complex compliance issues. Manage and supervise subordinate supervisors and staff by setting priorities, assigning work, evaluating performance, resolving grievances, and developing long- and short-term workforce goals. Oversee position management and workforce development activities, ensuring position descriptions are accurate, employee development plans are monitored, training needs are identified, and selections are made for vacancies. Promote and enforce equal employment opportunity requirements by ensuring equal employment opportunity (EEO) programs are implemented and fully operational across assigned organizational areas. Work Schedule: Full time, Monday through Friday Compressed/Flexible: Available Telework: Available Virtual: Current HCS staff with an out-based duty location will continue to report to their current approved duty location upon selection. Position Description/PD#: Assistant Director of Human Resources; 402810 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:08/17/2026. 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 three years of progressive specialized experience equivalent to at least the GS-13 grade level OR Criteria 2: 1 year of specialized experience equivalent to at least GS-14 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-15 position you must have served 52 weeks at the GS-14 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-15 Grade Level Specialized Experience: Applicants must have one (1) year of specialized experience equivalent to at least the next lower grade (GS-14) in the normal line of progression for the occupation. Specialized experience includes: Providing senior-level leadership in HR operations. Interpreting and applying Title 5 HR laws, regulations, and policies. Directing major HR actions such as reorganizations, workforce shaping initiatives, and recruitment strategies. Overseeing compliance and administrative program activities. Conducting research and analysis to support organizational decisions. Leading sensitive or complex HR initiatives. Supervising HR staff. Managing position descriptions and workforce development programs. Ensuring implementation of equal employment opportunity requirements. 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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