Manager for Compensation, Payroll, and Awards, NB-0201-VI.2

Summary

As the Manager for Compensation, Payroll, and Awards in the Office of Management, Office of Human Capital, you will lead the Compensation, Payroll, and Awards teams; oversee compensation, payroll, and employee recognition programs; develop and interpret policy; advise senior management on compensation and awards matters; resolve complex issues; and supervise staff and program resources.

Duties

As a Supervisory Human Resources Specialist, you will: Provide leadership and technical expertise in the development, update, and administration of OCC compensation, payroll, and employee recognition programs. Advise senior management and staff on pay setting, pay determination, job evaluation, payroll, benefits-related issues, and employee engagement and incentive matters. Work with the Director for Compensation and Benefits and other analysts to develop compensation and benefits strategy and annual and long-term compensation, payroll, and employee recognition initiatives. Lead salary planning, conduct analyses of compensation and employee recognition programs, support the FIRREA Salary Survey, analyze market data, and prepare cost impact analyses and recommendations. Review and recommend actions on position evaluation issues; provide guidance and training on compensation, payroll, and awards policy; develop reports; and support process improvements and program implementation. As an FLRA supervisor, lead and develop staff, monitor assignments, assess training and developmental needs, provide input to performance evaluations, and recommend personnel actions. Requirements

This position requires that the successful candidate undergo personnel vetting, which includes a background investigation and enrollment upon onboarding into "Continuous Vetting." Enrollment in Continuous Vetting will result in automated record checks being conducted throughout one's employment with Treasury. The successful candidate will also be enrolled into FBI's Rap Back service, which will allow Treasury to receive notification from the FBI of criminal matters (e.g., arrests, charges, convictions) involving enrolled individuals in near real-time. There are three key documents that contain important information about your rights and obligations. Please read and retain these documents: Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, FD-258 Privacy Act Statement - FBI (this is the same statement used when your fingerprints are submitted as part of your background investigation), and SEAD-3-Reporting-U.pdf (dni.gov), (applicable to those who hold a sensitive position or have eligibility for access to classified information). Complete a one-year probationary period (unless already completed). Complete a one-year supervisory or managerial probationary period (unless already completed). Complete a background investigation (unless already completed). Complete a Declaration for Federal Employment to determine your suitability for Federal employment. Have your salary sent to a financial institution of your choice by Direct Deposit/Electronic Funds Transfer. Go through a Personal Identity Verification (PIV) process that requires two forms of identification from the Form I-9. Federal law requires verification of the identity and employment eligibility of all new hires in the U.S. Travel occasionally to attend conferences and/or training. Obtain and use a Government-issued charge card for business-related travel. File an OCC Financial Disclosure Form. Complete a financial disclosure review and resolve any ethics issues. Click here for important information about OCC ethics standards, such as the requirement that new hires divest their bank securities. Qualifications

You must meet the following requirements within 30 calendar days after the closing date of this announcement: To qualify for the NB-VI.2 level, you must have one year of specialized experience equivalent to the NB-V or GS-13 level. Examples of qualifying specialized experience include: Applying compensation policies and procedures to situations involving pay setting, merit pay, locality pay, special salary rates, premium pay, or other compensation authorities; Resolving payroll or pay administration issues involving pay discrepancies, retroactive pay actions, overpayments, leave and pay interactions, or payroll system processing problems; and Leading compensation, payroll, or awards program work in accordance with established policies and procedures. The experience may have been gained in the public sector, private sector, or through volunteer service. One year of experience refers to full-time work; part-time work is considered on a prorated basis. To receive any credit for your work experience, please indicate dates of employment by month/year, and indicate the number of hours worked per week, on your resume.

Education

Education cannot be used to qualify for this position. How You Will Be Evaluated

Your application package includes your resume, responses to the online questions, and required supporting documents. Please be sure that your resume includes detailed information to support your qualifications for this position; failure to provide sufficient evidence in your resume may result in a "not qualified" determination. Once the announcement closes, we will conduct a review of your application package to verify your eligibility and qualifications. If you are found qualified, your application will move forward to additional phases of the review process. Minimum Qualifications: Once the application process is complete, Human Resources or Subject Matter Expert(s) (SMEs) will review the first two pages of your resume and supporting documentation to determine whether you meet the minimum job qualifications. Resume Evaluation Panel Review: After it has been determined that you meet the minimum qualifications, Subject matter experts (SMEs) may review the first two pages of your resume to determine your technical qualifications for this position based on the required competencies. Additional documentation (e.g., cover letter, links embedded in your resume) may not be considered. Your application and resume should demonstrate that you possess the following competencies. Do not provide a separate narrative written statement. Rather, you must describe in your resume how your past work experience demonstrates that you possess the competencies identified below. Use specific examples of employment or experience contained in your resume and describe how this experience has prepared you to successfully perform the duties of this position. Rating: Your application package will be evaluated in the following areas: Accountability Compensation Compliance Data Analysis & Interpretation Financial Management Human Capital Influencing/Negotiating Planning/Organizing Problem Solving Your application package will be rated and ranked among others, based on your responses to the online questions regarding your experience, education, training, performance appraisals and awards relevant to the duties of this position. Your rating may be lowered if your responses to the online questions are not supported by the education and/or experience described in your application. Current OCC employees must have a performance rating of at least Successful (i.e., Level 3) to be eligible for promotion. Referral: If you are among the top qualified candidates, your application may be referred to a selecting official for consideration. You may be required to participate in a selection interview. If you are a displaced or surplus federal employee eligible for the Career Transition Assistance Plan (CTAP), you must be rated as well-qualified to receive special selection priority. "Well-qualified" means that in addition to meeting the minimum qualification requirements and selective placement factor(s), if applicable, you must receive a score of 85 or higher. Other Information

This position is a Step 2 level position within the NB-VI pay band. Step 2 level positions are distinguished by additional job complexity, responsibility, and advanced skill levels required by the work. Salary range includes 25.72% geographical pay. If you are a current OCC employee who previously received a waiver determination permitting you to retain bank securities due to extenuating circumstances, please note that this determination may be rescinded if the nature of your duties changes. We strongly suggest that you discuss the potential implications of any change in duties on a prior securities determination with your ethics official. We may select from this announcement or any other source to fill one or more positions. The candidate selected for this position may be credited with directly-related non-Federal experience for annual leave purposes if eligible and considered appropriate. Click all links in this vacancy announcement to view additional information and instructions. Must be a U.S. citizen or U.S. National - Please refer to "Conditions of Employment." Click "Print" to review the entire announcement before applying. The Fair Chance to Compete for Jobs Act prohibits the Department of Treasury and its bureaus from requesting an applicant's criminal history record before that individual receives a conditional offer of employment. In accordance with 5 U.S. Code § 9202(c) and 5 C.F.R § 920.201 certain positions are exempt from the provisions of the Fair Chance to Compete Act. Applicants who believe they have been subjected to a violation of the Fair Chance to Compete for Jobs Act, may submit a written complaint to the Department of Treasury by email at, [email protected]. To learn more, please visit our page at: Treasury.gov/fairchanceact. Optional Essay Questions: Applicants may choose to respond to four short essay questions (200 words max each) to help us better understand your alignment with the agency's mission. These responses are optional and will not affect the applicant's eligibility. All newly appointed employees to the competitive service are subject to a probationary period. During this time, your performance, conduct, and suitability for continued employment will be evaluated. You will not automatically convert to permanent status at the end of the probationary period. Your supervisor must affirmatively determine that continued employment is in the best interest of the Federal service. If no certification is made before the probationary period ends, your appointment will be terminated. You are encouraged to actively engage with your supervisor, seek feedback, and understand role expectations. Additional guidance and support will be provided during onboarding.