Human Resources Specialist (Employee Benefits / Workers Compensation)

Applicants must meet all qualifications and eligibility requirements by the closing date of the announcement including time-in-grade restrictions, specialized experience and/or education, as defined below. Time in grade: Applicants must meet one year at the next lower grade to be considered for the next higher grade (e.g. one year at the GS-09 grade level for consideration for the GS-11 grade level).

To qualify for the GS-9: 52 weeks or more of specialized experience at the next lower grade level ( GS-7 level) that includes: Navigating HR systems such as NFC, ECOMP, GovTA, etc. Assisting others by providing basic information and preliminary guidance on workers' compensation claims and inquiries. Maintaining data tracking systems by entering information, updating status changes, and verifying accuracy.

Education can be used in lieu of specialized experience as defined below: Successful completion of a masters or equivalent graduate degree or 2 full years of progressively higher-level graduate education leading to a master's degree or LL.B. or J.D. OR Combination of Education and Experience: You must have an appropriate combination of successfully completed graduate-level education and experience.

To determine your combination, first compute your experience as a percentage of the experience listed above; then determine your education as a percentage of the education listed above; then add the two percentages. The total percentages must equal at least 100 percent. Only graduate education, more than the amount required for the next lower grade level may be used to qualify.

To qualify for the GS-11: 52 weeks or more of specialized experience at the next lower grade level ( GS-9 level) that includes: Utilizing HR systems to process, track, document, and monitor actions to support employees and supervisors. Systems may include NFC, ECOMP, GovTA, etc. Researching and reviewing workers' compensation regulations, agency guidance, and policy to identify applicable requirements and provide guidance.

Assisting employees, supervisors, and HR staff by providing information and basic counseling on workers' compensation claims and inquiries, helping them understand claim procedures, documentation needs, and timelines. Supporting the lifecycle management of workers' compensation claims by assisting with timely and accurate processing.

Sharing workers' compensation information orally through phone calls, informal briefings, or training discussion, ensuring employees and supervisors understand claim processes, reporting requirements, and available resources. Education can be used in lieu of specialized experience as defined below: Successful completion of a Ph.D. or equivalent doctoral degree or 3 full years of progressively higher-level graduate education leading to such a degree or LL.M., if related.

OR Combination of Education and Experience: You must have an appropriate combination of successfully completed graduate-level education and experience. To determine your combination, first compute your experience as a percentage of the experience listed above; then determine your education as a percentage of the education listed above; then add the two percentages. The total percentages must equal at least 100 percent.

Only graduate education, more than the amount required for the next lower grade level may be used to qualify. To qualify for the GS-12: 52 weeks or more of specialized experience at the next lower grade level ( GS-11 level) that includes: Navigating and utilizing ECOMP to submit claims, uploading documents, track claim actions, and support employees and supervisors in using the system effectively.

Researching, interpreting, and analyzing complex workers' compensation statutes, regulatory guidance, and agency policies to ensure organizational compliance. Providing guidance and counseling to employees, supervisors, and HR staff regarding workers' compensation claims, eligibility criteria, claim processes, and required documentation.

Advising peers or leadership on workers' compensation policy requirements, operational impacts, and emerging trends, contributing to informed decision-making and program improvement. Managing end-to-end lifecycle of workers' compensation claims to ensure timely and accurate processing. Delivering oral briefings, training, presentations to employees, managers, or leadership to explain workers' compensation processes, requirements, and best practices.

For more information on the qualifications for this position, click here: Human Resources Management Series, 0201 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; religious; spiritual; community, student, social). Volunteer work helps build critical competencies and can provide valuable training and experience that translates directly to paid employment.

You will receive credit for all qualifying experience, including volunteer experience.

Develop and maintain an effective Workers' Compensation Program integrated with agency-wide initiatives, ensuring compliance with federal and agency policies.,Research, interpret, and apply regulatory guidance and policies related to workers’ compensation, and disseminate new or revised procedures and information to staff and management.,Provide technical advice and assistance to HR staff, supervisors, and managers on complex or controversial workers’ compensation claims and inquiries.,Coordinate and conduct investigations of employee injuries, establish factual records, and prepare documentation for claims processing and challenges.,Present relevant information and evidence to the Department of Labor (DOL) for the challenge of claims, including potential fraud or invalid claims.,Analyze compensation cases and periodic rolls to identify employees with a reasonable probability of returning to work, and coordinate rehabilitation or return-to-work efforts.,Work closely with HR specialists and management to identify or modify positions and provide reasonable accommodations for employees with medical restrictions.,Audit and analyze quarterly and annual workers’ compensation costs and charge-back billings, identify errors, and recommend corrective actions to ensure cost accuracy.,Promote and adhere to Equal Employment Opportunity (EEO) and civil rights policies in all communications and program activities.,Deliver training, workshops, and informational sessions to employees and managers on workers’ compensation policies, procedures, and emerging developments.