Duties

Summary

This position is located in the Division of Human Resources Management (DHRM). DHRM directs and coordinates all human resources management activities including but not limited to staffing, recruitment, position classification and management, payroll, suitability, drug testing, benefits, training, human capital, work-life programs, and compensation in accordance with applicable Federal laws, regulations, standards, procedures, and policies.

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Responsibilities

• As the Director of Human Resources, the incumbent plans, directs, and coordinates by providing leadership and guidance to the OIG's total human resources management program for the OIG staff in both headquarters and regional and/or field offices. This includes formulating and implementing policies and procedures through a staff servicing the OIG in the specialty areas of: staffing; classification and position management; executive resources, performance management and employee recognition, employee relations; employee development and training; benefits and retirement; employee suitability; EEO; quality of work life; compensation administration; etc. Serves as the principal expert and advisor to the AIG/DAIG for OMAP, Deputy Inspector General and the Inspector General on such matters.
• Provides direct and indirect supervision to a staff engaged in professional and technical human resources and payroll work. Assigns work as necessary, sets priorities, and establishes deadlines for completion of work. Makes decisions on major work problems referred by subordinate supervisors. Evaluates work performance and reviews recommendations made by subordinates. Resolves serious employee complaints and makes provisions for training of staff members. Recommends employees for promotion, awards, etc., and makes selections of new staff members.
• Provides primary human resources management policy for the OIG. Serves as the principal advisor to the Inspector General, Deputy Inspector General, and the AIGs on all organizational, training, and human resources management matters with full authority to formulate human resources policies and programs for, and to take final action on, human resources matters to the same extent that is vested in the Inspector General Act of 1978, as amended and /or delegated to that official by the Secretary of Labor.
• As the human resources subject matter expert, represents the OIG, and participates on behalf of the OIG, in departmental and interagency programs, meetings, task forces, etc., related to human resource matters.
• Directs the full range of employee compensation work required to accurately and timely process payroll and retirement actions. This includes, biweekly timesheets, separations, retirements, time and leave administration, etc. Ensures conformance with policies and regulations, and monitors for consistency in application throughout OIG.

Travel Required

Occasional travel - May be required to support the mission of the Agency.

Supervisory status
Yes

Promotion Potential
15 - This position is at the full performance level.

Requirements

Conditions of Employment

• Subject to financial disclosure requirements.
• Requires supervisory probationary period if requirement has not been met.
• Must be at least 16 years old and a U.S. Citizen.
• Appointment to this position may require a background investigation.

Applicants must meet time-in-grade, time-after-competitive-appointment and qualifications requirements within 30 calendar days after the closing date of the vacancy to be eligible for consideration for selection.

Federal Employees Please Note: Your SF-50 must include enough information to be able to determine that time-in-grade requirements have been met and reflects your position title, pay plan/series/grade, tenure and the type of appointment (i.e. competitive/excepted). In some cases you may need to submit more than one SF-50.

Reference the "Required Documents" section for additional requirements.

You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states:

Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interests and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements.

Qualifications

Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level in the Federal Service.

You will qualify for the GS-15 grade level if you possess one (1) year of specialized experience at the GS-14 grade level or equivalent performing these duties:

Providing senior leadership with technical HR subject matter expertise on the full range of human resources operational activities, including recruitment, staffing, classification, personnel processing, benefits, retirement;

Evaluating and interpreting new and existing HR laws, regulations, and policies to provide operational guidance and instructions for implementation to program offices, customers, and subordinate employees;

Assessing HR operations to identify deficiencies and systemic issues and implementing solutions to enhance the efficiency and effectiveness of programs and services;

Leading or managing a staff of human capital employees performing operational HR work (i.e., assigning work, evaluating performance, identifying developmental needs, providing counsel, resolving complaints);

Adjust policies and procedures based on integrated workforce analytics, data analyses and survey data (e.g. Federal Employee Viewpoint Surveys, etc.); AND

Assess organizational strengths and weaknesses and supports open relationships, team building, feedback, and related productivity factors.

As required by Executive Order 14043, effective November 22, 2021, Federal employees are required to be fully vaccinated against COVID-19 regardless of the employee's duty location or work arrangement (e.g., telework, remote work, etc.), subject to such exceptions as required by law. If selected, you will be required to be vaccinated against COVID-19 and submit documentation of proof of vaccination by November 22, 2021, or prior to your start date, whichever is later. The agency will provide additional information regarding what information or documentation will be needed and how you can request of the Agency a legally required exception from this requirement.

Due to COVID-19, the agency is currently in an expanded telework posture. If selected, you may be expected to temporarily telework, even if your home is located outside the local commuting area. Once employees are permitted to return to the office, you will be expected to report, within 30 days, to the duty station offered to you in your offer letter. At that time, you may be eligible to request to continue to telework under the terms of the Agency's telework policy.

This position will not be filled until the Department's Placement Assistance Programs have been fully utilized.

No Relocation Incentives will be offered.

No Permanent Change of Station Incentives will be offered.

This position is outside the Bargaining Unit.

Education

There is no substitution of education for the required specialized experience at the GS-15 level.

Additional information

DOL seeks to attract and retain a high performing and diverse workforce in which employees' differences are respected and valued to better meet the varying needs of the diverse customers we serve. DOL fosters a diverse and inclusive work environment that promotes collaboration, flexibility and fairness so that all individuals are able to participate and contribute to their full potential.

Refer to these links for more information: GENERAL INFORMATION , ADDITIONAL DOCUMENTATION , FORMER FEDERAL EMPLOYEES

How You Will Be Evaluated

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

Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies:

Building Coalitions and Communications-Explains, advocates, and expresses facts and ideas to negotiate with or convince others to work toward common goals; develops a professional network with other organizations and effectively represents an organizational unit and its work to others.

Business Acumen-Acquires and administers human, financial, material, information, and resources in a manner that instills public trust and accomplishes the organization's mission.

Leading Change-Develops and implements an organizational vision that integrates key national and/or program goals, priorities, values, and other factors; balances change and continuity while creating a work environment that encourages creative thinking and improved customer service and program performance.

Leading People-Designs and implements strategies that maximize employee potential and foster high ethical standards in meeting the organization's vision, mission, and goals.

Results Driven-Makes timely and effective decisions and produces results through strategic planning, performance measurement, continuous improvement, and implementation and evaluation of programs and policies.

HR Program Knowledge and Application-Knowledge and application of programs, principles, practices, guidelines, systems and other techniques pertaining to Federal human resources management.

Legal, Government, and Jurisprudence-Knowledge of laws, legal codes, precedents, legal practices and documents, government regulations, executive orders, agency rules, government organization and functions, and/or third-party proceedings.

Technology Application-Uses machines, tools, and technical investigative equipment effectively; uses computers and computer applications to obtain, analyze, and communicate information in the appropriate format.

The information you provide may be verified by a review of your work experience and/or education, by checking references, and through other means (ex. interview). Your evaluation may also include a review by an HR Specialist or panel and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.). The examining Office of Human Resources (OHR) makes the final determination concerning applicant ratings. Your resume MUST provide sufficient information to substantiate your vacancy question responses. If not, the OHR may amend your responses to more accurately reflect the level of competency indicated by the content of your resume.

Click here for Evaluation details.

INFORMATION FOR CTAP[/ICTAP] ELIGIBLE(S) ONLY: If you are eligible for special priority selection under CTAP [or ICTAP], you must be well-qualified for the position to receive consideration. ICTAP/CTAP eligible(s) will be considered "well-qualified" if they attain at least a rating score of _85_ in a numerical rating scheme. Be sure to review DOL Account Eligibility Questions #24 to reflect that you are applying as an ICTAP or CTAP eligible and submit supporting documentation.

To preview questions please click here .

Background checks and security clearance

Security clearance
Not Required

Drug test required
No

Position sensitivity and risk
High Risk (HR)

Trust determination process
Suitability/Fitness

Required Documents

The following documents must be submitted by 11:59 p.m. (ET) on the vacancy closing date. Warning: If you submit a document using the same document title, the 2nd submission will OVERWRITE the 1st submission. Also, do not upload password-protected documents.

The following documents are required from all applicants (PLEASE READ CAREFULLY):

ARE YOU A CURRENT OR FORMER FEDERAL EMPLOYEE? If applying as a status candidate with current or former Federal Service, please provide a copy of your last or most recent SF-50, "Notification of Personnel Action" which shows your appointment eligibility for the position for which you are applying. Your SF-50 must identify the highest grade you held on a permanent basis, Pay Plan/Pay Schedule, Series, and Grade/Pay Band, and career status. Multiple SF-50 may be submitted to demonstrate your highest previous rate and eligibility.

*WARNING: An award SF-50 (ex. cash or time off award) may not indicate grade, step, and competitive status. For current DOL employees, an award SF-50 DOES NOT indicate grade and step.

- Resumes are required - provide a resume either by creating one in USAJOBS or uploading one from your computer and USAJOBS profile. To receive full consideration for relevant and specialized experience, please list the month, year, and the number of work hours worked for the experience listed on your resume. We also suggest that you preview the vacancy questions, and confirm that your resume supports your question responses.

- Most recent performance appraisal/evaluation signed and dated within 18 months is requested by the agency, but will not disqualify candidates if not submitted. If not submitted during the application process, one may/will be requested at the time of the interview if the opportunity is extended. Applies to current and former Federal employees.

The following documents are required if applicable:

- Displaced Employee Placement Documents - Only required if requesting priority consideration under ICTAP / CTAP Eligibility.

- DD-214 - verifying military service, eligibility for consideration under the Veterans Employment Opportunity Act (VEOA) , and showing the character of discharge (ex. Member Copy 4 and 2 are acceptable vs. Copy 1 which is not acceptable to adjudicate veteran's preference)

- Special/Non-Competitive Appointing Authority Documents - Applicants who are eligible for consideration, and wish to be considered, under one of the following non-competitive hiring authorities must submit appropriate documentation (click on the links below to see the documentation requirements): (a) Persons with Severe Disabilities (SCHEDULE A) (b) 30% or More Compensable Disabled Veterans (DAV) (c) Former Peace Corps Volunteers (PCV) OR AmeriCorps VISTA OR Current/Former Peace Corps Employees (PCE) (d) Military Spouses (MISP) (e) Other

- Land Management Eligible(s): a copy of your most recent Notification of Personnel Action (SF-50 or equivalent) proving your eligibility for appointment under the Land Management Workforce Flexibility Act. This service must have been performed in the competitive service, under a time-limited appointment in a Land Management Agency, as defined by P.L. 114-328. For more information, click here .

- Cover Letters are not mandatory and will not be used to verify experience, but may be submitted.

Applicants selected for employment who are not current DOL employees will be required to provide proof of citizenship , and the E-Verify system will be used to confirm the employment eligibility of all new hires.

If you are relying on your education to meet qualification requirements:

Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education .

Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.