Human Resources Specialist (Compensation)

Summary

The Executive Office for U.S. Attorneys, Human Resources Staff manages human resource policies and programs across 94 U.S. Attorneys' offices. HR provides technical oversight of delegated personnel authorities, operating personnel services, and pre-employment security screening across all U.S. Attorneys' offices. They develop and enforce HR policies and administer distinct pay systems for Assistant U.S. Attorneys and support staff.

Duties

Serves as the senior Human Resources Specialist, Compensation Program Manager for the Executive Office for United States Attorneys (EOUSA), Office of the Chief Human Resources Officer will be responsible for policies related to pay and compensation. Additionally, they will provide technical guidance, and training on the pay and compensation policy to EOUSA leadership and the 94 United States Attorneys' Offices. - Manage the pay and compensation policy program for EOUSA and USAOs throughout the country to achieve mission, goals, and objectives. - Develop and implements pay and compensation policies, guidelines, and procedures. - Make recommendations on how to resolve complex, controversial, and unprecedented pay and compensation issues. - Provide expert level advisory services on pay and compensation matters to senior leadership and personnel staff. - Ensure accuracy and consistency interpreting and applying pay and compensation regulations throughout the agency Responsibilities will increase and assignments will become more complex as your training and experience progress. As needed, additional positions may be filled using this announcement. Qualifications

In order to qualify for this position, you must meet the specialized experience requirement. Your resume must demonstrate at least one year of specialized experience at or equivalent to the GS-13 grade level or pay band in the Federal service or equivalent experience in the private or public sector. Specialized Experience: One full year of specialized experience equivalent to the GS-13 in federal service providing guidance on General Schedule (GS) and Administratively Determined (AD) pay systems, including pay setting, pay retention, grade retention, premium pay, locality pay, and special rates; assisting in the establishment and implementation of compensation policies, Standard Operating Procedures (SOPs), and guidance materials covering both GS and AD pay plans; AND designing and delivering training to HR practitioners and management officials on compensation authorities, policy changes, and pay-setting requirements across GS and AD pay systems. Interagency Career Transition Assistance Plan (ICTAP)- The ICTAP provides eligible displaced Federal competitive service employees with selection priority over other candidates for competitive service vacancies. If your agency has notified you in writing that you are a displaced employee eligible for ICTAP consideration, you may receive selection priority if: 1) this vacancy is within your ICTAP eligibility; 2) you apply under the instructions in the announcement; and 3) you are found well-qualified for this vacancy. To be well-qualified, you must satisfy all qualification requirements for the vacant position and receive a score of 85 or better on established ranking criteria. You must provide proof of eligibility to receive selection priority. Such proof may include a copy of your written notification of ICTAP eligibility or a copy of your separation personnel action form. Additional information about ICTAP eligibility is at: http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/ Career Transition Assistance Plan (CTAP)-The CTAP provides eligible surplus and displaced competitive service employees in the Department of Justice with selection priority over other candidates for competitive service vacancies. If your Department of Justice component has notified you in writing that you are a surplus or displaced employee eligible for CTAP consideration, you may receive selection priority if: 1) this vacancy is within your CTAP eligibility, 2) you apply under the instructions in this announcement, and 3) you are found well-qualified for this vacancy. To be well qualified, you must satisfy all qualification requirements for the vacant position and receive a score of 85 or better on established ranking criteria. You must provide a copy of your written notification of CTAP eligibility with your application. Additional information about CTAP eligibility is at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/

How You Will Be Evaluated

Your resume and supporting documentation will be used to determine whether you meet the job qualifications listed on this announcement. If you are basically qualified for this job, your resume and supporting documentation will be compared to your responses on the Occupational Questionnaire. If you rate yourself higher than is supported by your application materials, your responses may be adjusted and/or you may be excluded from consideration for this job. If you are found to be among the top candidates, you will be referred to the selecting official for employment consideration. You will be rated on the following Competencies (see The OPM Website for definitions): Accountability, Attention to Detail, Customer Service, Decision Making, Flexibility, Influencing/Negotiating, Integrity/Honesty, Interpersonal Skills, Learning, Reading Comprehension, Reasoning, Self-Management, Stress Tolerance, and Teamwork The Occupational Questionnaire will take you approximately 20 minutes to complete. Other Information

EOUSA permits exemptions in accordance with OMB and OPM guidance regarding the return to office mandate, upon request. Examples include: Military Spouses, Foreign Service Spouses, and reasonable accommodation for disabling conditions. A recruitment or relocation incentive may be considered as appropriate based on qualifications. The Department of Justice offers a comprehensive benefits package that includes, in part, paid vacation; sick leave; holidays; telework; life insurance; health benefits; and participation in the Federal Employees Retirement System. Special Employment Consideration- Persons with disabilities, veterans with a compensable service-connected disability of 30% or more, certain other veterans, spouses of certain members of the armed forces, and returning Peace Corps volunteers are examples of individuals who are potentially eligible for non-competitive appointments. For further information, please click the link below. https://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/#url=Types-of-Appointments EEO Statement/Policy: The United States government does not discriminate in employment on the basis of race, color, religion, sex, pregnancy, national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor. More information can be found here: https://www.justice.gov/jmd/media/1425556/dl?inline. Political Appointees (Current or Former): 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 or Non-Career SES employee in the Executive Branch, you must disclose this information to the HR Office. Failure to disclose this information could result in disciplinary action including removal from Federal Service.