Human Resources Specialist (Compensation)

Summary

This position is established in VHA Workforce Management and Consulting's Human Resources Operations Office. HROO is the exclusive operational HR service provider for VHA's Central Office's (VHACO) Compensation/Compensation & Technical Review Team.

Duties

The Human Resources Specialist (Compensation) supports the Compensation Team by analyzing, interpreting, developing, and implementing laws, regulations, and policies in compensation administration, including pay and leave in addition to advising management on using compensation flexibilities to recruit, manage, and retain employees across the Veterans Health Administration. The duties of the job include, but are not limited to, the following: Research and develop solutions to recruitment and retention challenges by combining multiple pay and incentive flexibilities. Advise managers on justifications for special salary rates, recruitment bonuses, retention allowances, and critical skills incentives. Resolve complex compensation issues involving basic pay setting, locality pay, special rates, back pay, and pay limitations. Advise on premium pay, grade and pay retention, severance pay, and cost-of-living allowances (COLA). Perform preliminary analyses of hiring-trend survey data and develop preliminary workforce projections. Carry out Title 38 boarding procedures for physicians and nurses, including Market Pay Reviews. Identify and analyze workforce data, such as cost-per-hire, demographics, and attrition, to support workforce planning. Interpret recruitment, relocation, and retention incentive regulations and develop standard operating procedures for the organization. Advise on pay setting for new and continuing employees, including Above Minimum Entrance Rates (AMERs), Above Minimum Rates (AMRs), and Highest Previous Rates (HPRs). Advise on General Schedule, Federal Wage System, locality, and other geographic pay adjustments, including preparing special salary rate and locality pay table requests for VA Central Office (VACO). Advise on FLSA overtime, alternative work schedules, hours of duty, differentials, and allowances. Resolve back pay claims and advise on compliance with pay laws, court decisions, Comptroller General opinions, and VA Handbooks 5007 and 5017. Develop compensation program guidance and policy that applies across organizational lines, with potential agency-wide impact. Assess the effectiveness of compensation programs and recommend new methods, procedures, and processes. Work Schedule: Full-time, 40 hours per week, Monday-Friday Compressed/Flexible: Available at supervisor's discretion Telework: This position may be authorized for telework. Telework eligibility will be discussed during the interview process. Ad hoc is defined as occasional, non-recurring telework. Virtual: This position may be authorized for Virtual Work. Virtual Work eligibility is for current VA employees that are already subject to the return to in person work mandate in their current position. Definition of Virtual Work: Employee works outside of original hiring duty station at a VA owned or leased space. Return to Office (RTO): RTO mandates are in effect and selectees will be required to report to in person work unless they have an approved exception or an exemption. Any approval for an RTO exception, exemption, or extension will happen after a tentative job offer, but before a final job offer. Position Description/PD#: Human Resources Specialist (Compensation)/PD20338A Relocation/Recruitment Incentives: Not Authorized Critical Skills Incentive (CSI): Not Authorized Permanent Change of Station (PCS): Not Authorized Applicant Count: This job announcement will remain open until 11/03/2026. Completed applications (USA Hire Assessment Complete) received up to 11:59pm EST on the date in which 50 applications is reached will receive first consideration (initial cutoff). Applications received after 11:59pm EST on the date in which 50 applications are received may not receive consideration unless otherwise requested by management. Requirements

You must be a U.S. Citizen to apply for this job To be considered for this position, you must complete all required steps in the process. In addition to the application and questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the job. Selective Service Registration is required for males born after 12/31/1959 Physical Requirements: No special physical exertion is required. The work is primarily performed while sitting, though some work may require periods of standing. The regular and recurring work of the position involves sitting at a desk, conferences, meetings, etc., and occasional visits to activity work sites. Occasional use of automobile and public conveyances may be required. Subject to background/security investigation Selected applicants will be required to complete an online onboarding process. Acceptable form(s) of identification will be required to complete pre-employment requirements (https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents). Effective May 7, 2025, driver's licenses or state-issued identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment. Participation in the seasonal influenza vaccination program is a requirement for all Department of Veterans Affairs Health Care Personnel (HCP) As a condition of employment for accepting this position, you will be required to serve a 1-year probationary period or 2-year trial period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service. Upon completion of your probationary period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest. Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 11/03/2026. 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 by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. 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. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. You may qualify based on your experience and/or education as described below: The BASIC REQUIREMENT for the HR Specialist GS-0201 series is presumed met if found qualified at the GS-0201-7 level and above. To qualify for this position at the GS-13 level, you must meet one of the following listed Criteria: Criteria 1- Graduate Degree and Specialized Experience: Successful completion of a graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level. 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. Qualifying specialized experience includes: Analyzing and interpreting pay and leave regulations, including Title 5, Hybrid Title 38, and Title 38 authorities, to resolve pay-setting issues; reviewing actions on special salary rates, recruitment and relocation bonuses, retention allowances, and Highest Previous Rate determinations; and advising managers on compensation flexibilities in compliance with applicable law and policy. OR Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-12 grade level in federal service that demonstrates HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. 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. Qualifying specialized experience includes: Analyzing and interpreting pay and leave regulations (including Title 5, Hybrid Title 38 and Title 38 authorities) to resolve complex pay-setting issues, developing recruitment or retention incentive recommendations supported by workforce data; advising managers on compensation flexibilities in a manner that ensures compliance with law and policy; applying advanced HR principles and pay, premium pay, and leave administration, including multiple pay systems and authorities; reviewing and providing recommendations related to special salary rates, recruitment and relocation bonuses, retention allowances, Highest Previous Rate, and alternative appointment authorities; and applying analytical and quantitative techniques to recommend compensation related solutions. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.

Education

A transcript must be submitted with your application if you are basing all or part of your qualifications on education. Note: Only education or degrees recognized by the U.S. Department of Education from accredited colleges, universities, schools, or institutions may be used to qualify for Federal employment. You can verify your education here: http://ope.ed.gov/accreditation/. If you are using foreign education to meet qualification requirements, you must send a Certificate of Foreign Equivalency with your transcript in order to receive credit for that education. For further information, visit: https://sites.ed.gov/international/recognition-of-foreign-qualifications/. How You Will Be Evaluated

Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), your responses on the application questionnaire, and your responses to all assessments required for this position. You will be assessed on the following Competencies for this position: Compensation: Knowledge of compensation concepts, principles, and practices, including pay and leave administration and compensation flexibilities. Personnel and Human Resources: Knowledge of hiring, classification, benefits, labor relations, negotiation, and federal, state, and local employment regulations. Problem Solving: Identifies and analyzes problems; uses sound reasoning to arrive at conclusions; finds alternative solutions to complex problems; distinguishes between relevant and irrelevant information to make logical judgements. Influencing/Negotiating: Persuades others to accept recommendations, cooperate, or change their behavior; works with others towards an agreement; negotiates to find mutually acceptable solutions. Technical Competence: Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one's job; works with, understands, and evaluates technical information related to the job; advises others on technical issues. Your experience must be fully documented on your resume and must include job title, duties, month and year start/end dates AND hours worked per week. A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE. Overstating your qualifications and/or experience in your application materials or application questionnaire may result in your removal from consideration. Cheating on the online assessment may also result in your removal from consideration. 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. During the application process you may have an option to opt-in to make your resume available to hiring managers in the agency who have similar positions. Opting in does not impact your application for this announcement, nor does it guarantee further consideration for additional positions. Other Information

Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer. For more information about the Act and the complaint process, visit Human Resources and Administration/Operations, Security, and Preparedness (HRA/OSP) at The Fair Chance Act. Reasonable Accommodation (RA) Requests: 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. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments. This job opportunity announcement may be used to fill additional vacancies. The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy. To be well-qualified: applicants must possess experience that exceeds the minimum qualifications of the position including all selective factors, and who are proficient in most of the required competencies of the job. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/.