Section Chief

Summary

The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance.

Duties

There is one vacancy available. The position may be located in any of the following cities: Washington, DC; Atlanta, GA; Boston, MA; New York City, NY; Chicago, IL; Dallas, TX; Philadelphia, PA; or San Francisco, CA. For detailed office locations, please visit: DOL offices. This position is in the Division of Compensation and Processing (DCP) within the Office of Human Resources (OHR), OASAM. The employee serves as a section chief and first-line supervisor, responsible for planning, directing, organizing, and overseeing the work of assigned staff performing duties that include, but are not limited to, the following: Lead a section of the division by planning and organizing the work of HR staff, setting and adjusting short and long term priorities, providing advice and technical direction to staff, and monitoring performance. Apply knowledge of HR systems, forms, action codes, and personnel action processing to interpret HR regulations, use technical processing methods, and ensure accurate and compliant personnel actions across multiple hiring and pay systems. Analyze technical HR problems and propose resolutions, workflow improvements, or corrective measures that improve the quality and compliance of personnel action processing. Plan and execute audits of personnel actions to identify error trends, evaluate workflow effectiveness, and use findings to develop targeted training and corrective strategies for HR staff. Lead the planning, execution, and monitoring of department-wide projects by establishing milestones, directing team activities, assessing progress, and recommending new policies or procedures that improve program efficiency and effectiveness. Interpret applicable regulations to respond to customer inquiries on personnel action processing and provide solutions that support accurate, timely, and customer focused HR service. Provide training, coaching, and support to HR staff, supervisors, and employees to build understanding of HR processes, resolve issues, and improve the quality and responsiveness of services. Review personnel action data, identify discrepancies, and coordinate with customers to obtain required information, ensuring records are complete, accurate, and aligned with service expectations. Prepare written documents such as training materials, job aids, reports, policy recommendations and briefing materials that convey technical HR information. Represent the agency and division in meetings, briefings, and conferences by presenting program information, summarizing assessments, and communicating recommendations to stakeholders. Qualifications

For GS-14: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-13, in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. To qualify for this GS-201-14, applicants must meet 3 of the following examples of specialized experience: Experience leading a team of HR professionals by planning, organizing, and assigning work; balancing workload based on organizational priorities; adjusting long and short-term goals; and ensuring the timely, quality completion of HR program requirements. This includes monitoring staff performance, providing technical guidance, and directing resource allocation to meet mission needs. Experience providing oversight of personnel action processing functions by applying expert knowledge of HR systems, action codes, and the Guide to Personnel Recordkeeping to ensure accuracy, regulatory compliance, and data integrity. This includes reviewing and validating personnel action data, resolving processing issues, conducting audits, identifying error trends, and implementing corrective actions or workflow improvements. Experience interpreting federal HR laws, OPM and agency guidance, and program specific regulations to advise stakeholders; resolve complex HR processing issues; and develop solutions for ambiguous or unclear regulatory scenarios. This includes conducting research and analysis, preparing policy recommendations, and advising customers and staff on proper HR procedures. Experience delivering training, coaching, and technical instruction to HR staff, supervisors, and employees on HR processes, personnel action requirements, and system usage. This includes preparing clear written materials (e. g., job aids, guides, reports), communicating tactfully with diverse stakeholders, presenting program information, and collaborating to address customer needs and improve HR service delivery.

Education

There is no substitute of education for specialized experience to qualify for this grade level. How You Will Be Evaluated

Your evaluation will be based on how well you meet the qualifications outlined in this vacancy announcement, as demonstrated through your resume and supporting documentation. You may preview application questions for this vacancy here: https://apply.usastaffing.gov/ViewQuestionnaire/13077922 USA Hire You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics): Accountability Customer Service Decisiveness Flexibility Interpersonal Skills Problem Solving Resilience The information you provide may be verified by a review of your paid, unpaid, and volunteer, as it demonstrates the competencies or skills required for the position to be filled. Your evaluation may include an interview, reference checks, or other assessment conducted by HR specialists, subject matter experts, or panel members and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.). INFORMATION FOR ICTAP/CTAP ELIGIBLE(S) ONLY: If you are eligible for special priority selection under ICTAP/CTAP, you must be well-qualified for the position to receive consideration. ICTAP/CTAP eligible(s) will be considered well-qualified if they attain at least a rating score of 85 in a numerical rating scheme. Be sure to review the eligibility questions to reflect that you are applying as an ICTAP or CTAP eligible and submit supporting documentation. Other Information

DOL's mission is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. All personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before entering on duty: BACKGROUND INVESTIGATION 5 CFR Section 2638.103: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. They are also responsible for working with agency ethics officials to help resolve conflicts of interest and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. Supervisors are responsible for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). If selected, you will be required to annually complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. For more information, click Telework Position Information. Based on agency needs, additional positions may be filled using this vacancy. DOL may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation: Guidelines for Reporting Violations of the Fair Chance Act. All DOL employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. Please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments.