Assistant Human Resources Officer (Deputy Human Resources Officer)

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 10/26/2026. 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-14 position you must have served 52 weeks at the GS-13. 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. The BASIC REQUIREMENT for the HR Specialist GS-0201 series is presumed met if found qualified at the GS-0201-7 level and above.

GS-14 GRADE LEVEL REQUIREMENT: To qualify for this position at the GS-14 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-12 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: Experience in leading employees; experience in overseeing different complex sections of HR; experience holding difficult conversations with all levels of leadership; Knowledge in HR rules and regulations in areas including employee and labor relations and staffing... ~OR~ Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-13 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: Supports VA leadership by participating in organizational goals such as Resource Management Services, Succession Planning, Emergency Management, Diversity and Inclusion, Activations Planning, Quality Management, Joint Commission Planning, Workforce Planning, Employee and Labor Relations, Performance Management, and Compensation, etc.

Advises leadership and provides responses to proposed legislation, policies, and standards of higher authority regarding human resources issues; to include requests from members of Congress, the Office of Management and Budget (OMB), and the Office of Personnel Management (OPM).

Applies consensus building, negotiation, coalition building, and conflict resolution techniques sufficient to establish and maintain effective relationships and to interact appropriately in highly charged emotional situations for the purpose of influencing managers or other officials to accept and implement findings and recommendations for justifying and resolving matters involving significant or controversial issues.

Resolves complex issues and operations in multiple areas such as: Recruitment and Placement, Compensation, Classification, Human Resources Info Systems, Manpower Analysis, Position Management, Employee and Labor Relations, Performance Management, Suitability, Reasonable Accommodation, Benefits, HR Training and Development, OWCP.- Providing expert Human Resources advice and customer service to leaders and employees.

Resolves complex issues and operations in multiple areas such as: Recruitment and Placement, Compensation, Classification, Human Resources Info Systems, Manpower Analysis, Position Management, Employee and Labor Relations, Performance Management, Suitability, Reasonable Accommodation, Benefits, HR Training and Development, OWCP. Provide expert authoritative information to top management and program directors throughout the Service on a wide variety of complex, controversial, sensitive HRMS problems and issues.

Develops, implements, evaluates, and improves processes and procedures to monitor the effectiveness, efficiency, and productivity of the subordinate units. Analyzes impact of new initiatives, creates project plans.

Applies consensus building, negotiation, coalition building, and conflict resolution techniques sufficient to establish and maintain effective relationships and to interact appropriately in highly charged emotional situations for the purpose of influencing managers or other officials to accept and implement findings and recommendations for justifying and resolving matters involving significant or controversial issues. Develops methods of measurement to assess the success of new program.

Prepares VISN responses to Congressionals, IG Inspections, VA and OPM surveys/reviews, etc. .

VA offers a comprehensive total rewards package: HR Specialist Total Rewards Classifying PDs, Functional Statements (FS), and Consistency Reviews Reviews and classifies Position Descriptions (PDs), prepares written evaluation statements, and signs OF-8s for complex, unique, standardized, and evolving positions across a variety of occupational fields.

Researches, analyzes, and applies OPM, VA, and VHA classification standards and guidance to determine accurate Title 5 classifications, grade levels, and position allocations. Conducts desk audits, position reviews, consistency reviews, and position management assessments; resolves complex classification issues and prepares supporting documentation for appeals, promotions, and career ladder actions.

Collaborates with customers on the development and review of Title 38 Functional Statements (FS), ensuring alignment with qualification standards and determining appropriate Title 5, Title 38, or Hybrid Title 38 coverage. Evaluates classification consistency and regulatory compliance across VHA, considering organizational impact and system-wide application of classification standards.

Utilizes automated systems, data analysis tools, and computer applications to support classification and position management activities. Consultation, Recommendations, and Education Provides advisory services to management, customers, and HR staff by interpreting policies, procedures, and guidance related to classification and compensation actions. Explains complex classification issues, recommends solutions, and adapts guidance to address unique or challenging situations while ensuring regulatory compliance.

Researches occupational trends, analyzes the impact of policy and regulatory changes, and recommends updates to organizational policies and practices. Develops and delivers briefings, presentations, training, guides, templates, and other educational resources for HR staff, customers, and teammates. Position Management and Organizational Analysis Conducts organizational and position management assessments to identify inefficiencies, inconsistencies, and opportunities for improvement.

Analyzes workforce and organizational data to recommend effective organizational structures, staffing configurations, grade distributions, and career development strategies. Additional Duties Performs other related duties as assigned. Work Schedule: Monday through Friday, 8 am - 4:30 pm Telework: Ad-hoc telework only Virtual: This is not a virtual position.

Position Description/PD#: Assistant Human Resources Officer (Deputy Human Resources Officer)/PD99766S Relocation/Recruitment Incentives: Not Authorized Critical Skills Incentive (CSI): Not Approved Permanent Change of Station (PCS): Not Authorized Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.