Duties

Summary

The Division of Enterprise Regulation's Business Operations Branch (BOB) within the Office of Enterprise Supervision Oversight, is responsible for providing support services for all business management functions, such as human capital/resources, budget formulation, financial management, contracts management, administrative services and communications to all DER staff and external stakeholders.
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Responsibilities

The BOB human resources (HR) team serves as a conduit between the assigned human resources account manager and the DER managers. The team supports the management of DER personnel by managing positions and maintaining the official DER organizational chart. The team also tracks performance evaluation and management, awards and recognition program, and supports succession planning. The team also initiates and maintains oversight of all DER personnel actions and activities related to recruitments, promotions, reassignments, details, transfers and resignations. The team serves as a liaison in facilitating the process of recruitment strategy planning, drafting position descriptions and managing the DER onboarding/offboarding process.

The incumbent serves as a Management Analyst (Resources Support) and performs the duties associated with BOB's human resources activities. The duties and responsibilities will include the development, coordination, implementation, and administrative management of human resources actions, programs, and projects. Under the direction of the Business Operations Manager, the incumbent will support the development and implementation of human resources strategies, in addition to interpreting routine personnel regulations and policies; and advise leadership on routine and basic requirements.

Acts as advisor or Senior advisor for the administration of complex issues related to a wide range of HR activities, and services designed to optimize the efficiency of management planning, mission achievement, and other technical and HR programs provide support to DER Business Manager and human resources liaisons.

Provide support and advice for completing request for DER ad-hoc reports. Monitors, tracks, and prepares reports, and generate staffing details, as needed.

Incumbent is responsible for working with DER managers in developing duties for position descriptions. Responsibilities include ensuring, coordination, adequacy and timeliness of required information or questions related to developing a position description.

Responsible for vacancy announcement log and accuracy of information. Maintains oversight and coordinates approval with selecting officials of vacancy announcements drafted by OHRM and Leads and coordinates development and submissions of announcements ensuring finalized product is ready for OHRM final review to post.

Provide guidance to management and selecting officials as needed in review of job analysis created by OHRM and requests the selecting official to review and approve final products.

Participate and provide guidance and advice in all DER recruiting activities.

Devise methods to enhance recruitment strategies within DER to meet the fluctuating hiring needs.

Serve as the subject matter expert and is responsible for the functional management of automated systems and software to track and analyze data, and on-going actions.

Collaboration and Liaison Duties for Business Operations Branch

Work closely with DER management, BOB manager and HR liaison and HR account manager in employing change process concepts and techniques by assessing organizational requirements and leading change initiatives.

Serve as subject matter expert concerning all HR activities within DER with responsibility for a wide variety assignments and tasks. Provides timely, accurate and authoritative HR advisory services to management. Manages related meetings based on knowledge of human resources projects and programs. Schedules interviews, notifies managers, or other stakeholders to ensure that interviews are conducted, and potential candidates are processed to selection, and on-boarding.

May direct others in performing the more standardized procedures. Evaluates functional area and makes recommendations for improvement. Use a good working knowledge to develop briefing and information packets prior to meetings.

Coordinate with managers at various levels to discuss matters pertaining to providing feedback to managers, supervisors, and employees on routine matters relating to awards, benefits and work life programs.

Incumbent is responsible for portions of briefings that includes a diverse audience of employees, management and/or human resources management representatives.

Work collaboratively, creates and fosters relationships with colleges, universities, and professional organizations to attract and recruit diverse candidates. Coordinates & promotes DER presence at a variety of recruitment events such as job fairs, professional associations and meetings, university and college career days, and career events targeted for special populations to yield high quality and diverse candidates.

Collaborate with management across the division to develop and maintain a strong understanding of their requirements in order to inform potential candidates and adjust recruitment strategies. Ensure the best possible solutions, recommendations, advice and assistance are provided.

Travel Required

Occasional travel - You may be expected to travel for this position.

Supervisory status
No

Promotion Potential
13

Requirements

Conditions of Employment

• Status Candidates (Merit Promotion and VEOA Eligibles), and others eligible for special hiring authorities
• Males born after 12-31-59 must be registered for Selective Service
• Resume and supporting documents (See How To Apply)
• Suitable for Federal employment, as determined by background investigation
• May be required to successfully complete a probationary period
• Only experience and education obtained by the closing date of this announcement will be considered.
• Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).

Qualifications

Qualifying experience for the EL/GS-12 level includes one year of specialized experience at least equivalent to EL/GS-11, which is in or directly related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position.

Qualifying experience for the EL/GS-13 level includes one year of specialized experience at least equivalent to EL/GS-12, which is in or directly related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position.

Current or former human resources professionals (0201), human resources specialist, human resources generalist, human resources coordinators and human resources liaisons may be interested in this position.

Examples of Specialized experience:

• Experience as a human resources (HR) liaison, assistant or specialist administering and/or managing human resources related functions for an agency or division with more than 75 employees.

• Experience supporting an organization's full range of recruitment and hiring processes to include drafting job duties for position descriptions, recommendation memos, assisting managers with reviewing draft job postings, contacting references, and informing management regarding confidential HR matters.

• Experience updating and monitoring HR tracking systems, documenting information, pending activities and preparing/briefing status reports.

• Experience ensuring HR programs and services are in compliance with established agency policies and procedures, federal laws and regulations.

• Experience collaborating with management, and conferring with HR business partners to coordinate and facilitate the completion of multiple HR activities to include personnel actions for awards, promotions, reassignments, realignments, position changes, extensions, pay changes or similar etc.

• Experience disseminating appropriate HR information to managers on a wide variety of personnel matters, personnel policies and procedures.

• Experience gaining the trust and respect of executive leadership and employees while pursuing positive organizational goals and objectives, and effectively engaging and collaborating with both business partners and organizational staff.

• Experience delivering pro-active advice and counsel to leaders, while maintaining integrity with respect to HR policies and practices, and seeking creative solutions to problems.

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, 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.

Education

This job does not have an education qualification requirement.

Additional information

If you are a veteran with preference eligibility and are claiming 5-points veterans' preference, you must submit a copy of your DD-214 or other proof of eligibility. If you are claiming 10-point veterans' preference, you must also submit an SF-15, "Application for 10-Point Veterans' Preference" plus the proof required by that form. For more information on veterans' preference visit: https://www.usajobs.gov/Veterans .

Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/RegVer/wfRegistration.aspx ).

Career Transition Assistance Programs: These programs apply to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: (1) meet CTAP or ICTAP eligibility criteria; (2) be rated well-qualified for the position with a score of 90 or above; and, (3) submit the appropriate documentation to support your CTAP or ICTAP eligibility. For more information visit: http://www.opm.gov/rif/employee_guides/career_transition.asp .

FHFA is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment regardless of race, color, religion, gender (including pregnancy, sexual orientation, and gender identity), national origin, disability (physical or mental), age (40 years of age or over), genetic information, parental status, marital status, prior protected EEO activity, political affiliation, or other non-merit factors.

REASONABLE ACCOMODATION:

FHFA provides reasonable accommodations to applicants with disabilities, except when doing so would pose an undue hardship on the Agency. If you need a reasonable accommodation for any part of the application and hiring process, please notify FHFA at (202) 649-3963. The Agency's decision on granting a reasonable accommodation will be made on a case-by-case basis.

Ethics: FHFA employees are subject to government-wide ethical standards of conduct, financial disclosure requirements, and post-employment prohibitions. In addition, certain FHFA employees are prohibited from accepting compensation from Fannie Mae and Freddie Mac for a two-year period after terminating employment with FHFA. Furthermore, to avoid financial conflicts-of interest or the appearance of conflicts-of-interest, FHFA employees may need to divest or sell certain assets they, their spouse, or minor children own or control, including securities issued by Fannie Mae, Freddie Mac, or the Federal Home Loan Banks. Employees who work on Federal Home Loan Bank issues may need to sell or divest financial interests with any of the Federal Home Loan Bank members, which may include stock in bank holding companies, insurance companies, and other financial services firms. Questions regarding these requirements and prohibitions should be directed to the Office of General Counsel at (202) 649-3088.

Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements:

• Persons with Disabilities-Schedule A
• Special Hiring Authorities for Veterans
• Special Hiring Authority for Certain Military Spouses
• Other Special Appointment Authorities

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

You will be rated based on your responses to the job specific questionnaire and assigned a score ranging from 70 to 100 points. The top ten candidates, and those tied for the tenth spot, will be referred for selection. All qualified non-competitive applicants will be referred.

Competencies:

1. General Human Resources Knowledge
2. Collaboration
3. Oral Communication
4. Written Communication

To preview the announcement questionnaire: https://apply.usastaffing.gov/ViewQuestionnaire/10976498

All of the information you provide will be verified by a review of the work experience and/or education as shown on your application forms, by checking references or through other means, such as the interview process. This verification could occur at any stage of the application process. Any exaggeration of your experience, false statements, or attempts to conceal information may be grounds for rating you ineligible.

Background checks and security clearance

Security clearance
Other

Drug test required
No

Position sensitivity and risk
Non-sensitive (NS)/Low Risk

Trust determination process
Suitability/Fitness

Required Documents

To apply for this position, you must submit a complete Application Package which includes:

1. Your resume showing hours worked per week, dates of employment and duties performed.
2. It is strongly recommended that status candidates submit an SF 50 showing highest grade held on a permanent basis in the competitive service.
3. Other supporting documents:

• Cover Letter, optional
• Veterans' Preference documentation, if applicable (e.g., DD-214 Member Copy 4 showing type of discharge/character of service, SF-15 Form and related documentation, VA letter, etc.)
• Career Transition Assistance Program/Interagency Career Transition Assistance Program documentation, if applicable (e.g., Certification of Expected Separation, Reduction-In-Force Separation Notice, or Notice of Proposed Removal; SF-50 that documents the RIF separation action; and most recent performance appraisal.)