Human Resources Specialist

Summary WHAT IS HUMAN CAPITAL OFFICE? A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions Position(s) are to be filled in following area(s): HCO - Human Capital Office - Compliance and Communications - Compliance, Accountability and Risk Management REVIEW THE ADDITIONAL INFORMATION BELOW FOR FURTHER DETAILS Responsibilities The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position. Serves as the principal technical advisor and consultant to the Associate Director (AD), Compliance, Accountability and Risk Management (CARM), on operational, strategic, and transitional matters related to the Office of Compliance, Accountability and Risk Management within the Human Capital Office (HCO). Provides authoritative advice and expert consultation to senior HCO leadership, executives, program directors, and management officials throughout the Service on highly complex, sensitive, and often controversial human capital compliance, accountability, audit, risk management, and organizational effectiveness matters. Assists the AD in reviewing and analyzing proposals, audit findings, program evaluations, management inquiries, and policy documents submitted for executive review or decision and develops recommendations for consideration and action. Formulates alternative courses of action with agency-wide implications and coordinates solutions to complex operational or programmatic issues involving multiple business units and functional areas. Identifies barriers to effective program execution and recommends or implements corrective actions and mitigation strategies. Leads or conducts comprehensive reviews, independent assessments, management studies, and special projects involving human capital policies, accountability programs, audit coordination, risk management activities, and organizational operations. Develops recommendations and corrective actions designed to strengthen program performance, improve accountability, enhance internal controls, and mitigate organizational risks. Coordinates and collaborates with external oversight organizations, including Treasury, OPM, TIGTA, GAO, and other Federal agencies, regarding evaluations, assessments, audits, and reviews of IRS human capital programs and operations. Represents the IRS and HCO in senior-level discussions with Treasury, OPM, GAO, TIGTA, and other executive-level agencies regarding evaluations, audits, assessments, risk management activities, corrective actions, and compliance initiatives affecting IRS human capital programs. STANDARD POSITION DESCRIPTIONS (SPD): PD25231 Visit the IRS SPD Library to access the position descriptions. Requirements Conditions of Employment Probationary Period - A person who is required to go through a probationary period and then is transferred, promoted, demoted, or reassigned before he or she completes such period is required to complete the remainder of the probationary period in the new position. ADDITIONAL REQUIREMENTS SHOWN IN QUALIFICATIONS SECTION Qualifications Federal experience is not required. 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-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement. QUALIFICATION REQUIREMENTS: SPECIALIZED EXPERIENCE FOR GS-14: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the GS-13 grade level in the Federal service. Specialized experience for this position includes: Experience leading and conducting comprehensive human resources (HR) reviews to include process mapping and program analyses and developing approved strategies for testing, fielding, and evaluating new or revised processes and systems supporting human capital programs requirements. Experience conducting root-cause analysis on observations of non-compliance with laws, regulations, and policies and procedures and ineffective human capital program operations. Experience preparing and delivering assessment reports and briefings for top-level managers and executives that clearly and concisely communicate the issues and program improvements identified in HR assessments to include recommendations that influence program decisions and improve business processes and controls; and negotiating and resolving controversial situations and persuading others to accept assessment recommendations. Experience conducting independent quality reviews of HR assessment reports to ensure conclusions reached are fully supported by evidence collected. Experience applying a wide range of HR laws, regulations, compliance, policies, procedures, and precedents to plan and provide comprehensive HR management advisory and technical services, assess program compliance, and develop and implement recommendations to improve program compliance. AND You must also meet the following requirement(s): TIME AFTER COMPETITIVE APPOINTMENT (TACA): By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment. For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens" TIME IN GRADE (TIG): For positions above the GS-05, applicants must meet applicable time-in-­grade requirements to be considered eligible. One year (52 weeks) at the next lower grade level is required to meet the time-in-grade requirements for the grade you are applying for. For positions at the GS-05, you cannot advance to the GS-05 if you have held a GS-02 in the past 52 weeks. There is no TIG restriction for GS-02, 03 or 04 positions. For more information on qualifications please refer to OPM's Qualifications Standards. Education A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. Click here (Section 3, Explanation of Terms) or here for Foreign Education Credentialing instructions. We recommend choosing an evaluator from a member organization of one of the following national associations of credential evaluation services: National Association of Credential Evaluation Services (NACES) or Association of International Credentials Evaluators (AICE). Additional Information Consider each location carefully when applying. If you are selected for a location, that location will become your official post of duty. In the event that a building is closed due to rent management, new hires may be placed in a local commuting location. Additional jobs may be filled from this announcement or any other source to fill these vacancies. Alternative work schedule, staggered work hours may be available. Salary: General Schedule (GS) Locality Pay tables may be found under Salaries & Wages. Cost-of-Living Allowances (COLA): Puerto Rico, Anchorage, Alaska, Hilo, HI, Honolulu, HI, Waiuku, HI, Hagatna, GU, Agana, GU, and U.S. Virgin Islands includes COLA. See COLA Rates 2026.