Duties

The Human Resources Officer (HRO) will serve as Director of the Office of Human Resources and will oversee a full range of personnel services for the Office of the Inspector General (OIG), providing leadership in Human Resources (HR) functional areas such as recruitment and staffing/retention, position management and classification, pay administration and benefits, employee relations, policy and accountability, performance management, awards, organizational development, work/life programs, reasonable accommodations, and/or workforce planning. The Director will provide office-wide leadership to supervise a multidisciplinary team of human resources specialists and to direct, organize, and manage the Human Capital framework agency-wide. This role involves, but is not limited to assigning and reviewing work, resolving both administrative and technical questions, and recommending human resources actions.
Major Duties:

• Serves as expert advisor to OIG senior leadership on key, mission-critical Human Capital issues, initiatives, and the success of the human resources program.
• Leads the implementation of Departmental and Office of Personnel Management mandates and initiatives, which substantially impact the personnel administration and Human Capital activities of the OIG.
• Provides and evaluates a spectrum of human resources operational support to the field and OIG headquarters to foster a customer-centric organization and to execute the Office of Human Resources mission.
• Formulates, initiates, and executes cutting-edge concepts, principles, and methods to address extremely difficult and/or especially complex personnel management challenges.
• Analyzes proposed changes in legislation and/or regulations to determine estimated impacts/procedural implications on OIG human resources programs.
• Recommends and implements strategies and drafts or amends policies and processes to ensure that OIG HR policies, standards, and procedures satisfy the requirements and intent of Federal law and executive orders.
• Represents the OIG on human resources matters and serves on inter-agency work groups, task forces, and expert panels for special projects or studies critical to the resolution of far-reaching operating issues.
• Researches innovative Human Capital practices in other Federal agencies, as well as in the private and non-profit sectors, and recommends the implementation of practices to improve existing Human Capital programs or operations.
• Conducts succession planning and workforce analysis as a program to benefit the recruitment and retention of employees who are needed to carry out the current and future mission of the OIG.
• Participates in management meetings with OIG senior-level officials and contributes advice on the HR program and management processes.

As an integral part of the leadership team, you will be responsible for the development and implementation of a Human Capital plan, which provides a clear vision that guides the planning, investment, and management of human resources to achieve performance consistent with the OIG's strategic goals and objectives and that directly supports the mission of the organization.

Requirements

Conditions of Employment

• You must be a U.S. Citizen or National.
• You must be able to obtain and maintain a Top Secret/Sensitive Compartmented Information security clearance.
• You must be registered for the Selective Service, if applicable.
• You must successfully pass and are subject to random drug screenings.
• You must meet all qualification requirements by the closing date of this announcement.
• You may be subject to a supervisory probationary period.
• You must provide a copy of your most recent performance appraisal.

Qualifications

As required by Executive Order 14043, 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 before appointment or onboarding with the agency, if after November 22. 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.

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To qualify for this position at the GS-15 grade level, you must have one year of specialized experience equivalent to the GS-14 grade level obtained in the public sector. (Specialized experience is paid or unpaid experience which has equipped you with the specific knowledge, skills, and abilities to successfully perform the duties of the position.) Specialized experience for this position is defined as 1) Developing and implementing policy and program guidance in all areas of Human Resources Management (HRM) for use throughout an organization; 2) Providing procedural guidance and direction on HR operations to HR staff, component supervisors, and selecting officials to improve efficiency and customer satisfaction; 3) Managing HRM program operations through staff, establishing priorities, work schedules, and the assignment and evaluation of work; and 4) Reviewing HR decisions and courses of action to ensure they are consistent with laws and regulations.

Time in Grade Requirement: Applicants who have held a General Schedule (GS) position within the last 52 weeks must have 52 weeks of Federal service at the next lower grade level (or equivalent).

Education

There is no education requirement for this position, therefore, transcripts are not required.

Some Federal jobs allow you to substitute your education for the required experience in order to qualify. For this job, you must meet the qualification requirement using experience alone--no substitution of education for experience is permitted.

Additional information

The Career Transition Assistance Plan (CTAP)/Interagency Career Transition Assistance Plan (ICTAP). The CTAP/ICTAP provides eligible displaced Federal competitive service employees with selection priority over other candidates for competitive service vacancies. If your agency has notified you in writing that you are a displaced employee eligible for CTAP/ICTAP consideration, you may receive selection priority if: 1) this vacancy is within your CTAP/ICTAP eligibility; 2) you apply under the instructions in this announcement; and 3) you are found well-qualified for this vacancy. To be well qualified, you must satisfy all qualification requirements for the vacant position and (for scored examining) score 85 or better on established ranking criteria OR (for category rating criteria) rate equivalent to the Highly Qualified or better category using established category rating criteria. You must provide proof of eligibility with your application to receive selection priority. Such proof may include a copy of your written notification of CTAP/ICTAP eligibility or a copy of your separation personnel action form. Additional information about CTAP/ICTAP eligibility is at: www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/ .

Veterans Employment Opportunity Act (VEOA): VEOA allows eligible veterans to apply and compete for positions announced under merit promotion procedures when the hiring agency is recruiting from outside its own workforce. To be eligible for a VEOA appointment, a veteran must be honorably separated and either a preference eligible or have substantially completed three (3) or more years of continuous active military service. If you are applying for a Merit Promotion announcement and wish to be considered under the VEOA, you must submit a copy of the Member Copy 4 of your DD-214, in addition to any other required documents listed on this announcement.

DOJ EEO Statement/Policy: http://www.justice.gov/jmd/eeos/08-eeo-policy.pdf

Reasonable Accommodation Statement: Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application and hiring process should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

Schedule A: DOJ welcomes and encourages applications from persons with disabilities and is firmly committed to satisfying its affirmative obligations under the Rehabilitation Act of 1973 to ensure that persons with disabilities have every opportunity to be hired and advanced on the basis of merit within the Department. DOJ also encourages eligible Schedule A applicants to submit their resumes.

Selective Service: If you are a male applicant born after December 31, 1959, you must certify that you have registered with the Selective Service System, or are exempt from having to do so under the Selective Service Law. Additional information is found at: www.sss.gov.