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

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.

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.