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Summary The role of the Assistant Human Resources Officer / Strategic Business Partner contributes to overall VISN performance by providing tactical and strategic consulting on people and organization development strategies in support of business objectives. This position is on site, for those candidates willing to relocate to the Fayetteville NC area and work onsite, Permanent Change in Station (PCS) is authorized. Relocation or Recruitment incentive may be authorized for a highly qualified candidate. Responsibilities VA offers a comprehensive total rewards package: HR Specialist Total Rewards The Assistant Human Resources Officer / Strategic Business Partner (SSBP), reports directly to the VISN 6 Human Resources Officer. Major duties include, but are not limited to: Serve as a key member in various VISN committees and activities working directly with leadership to develop HR strategies. Produce comprehensive workforce analyses and strategies that drive a cohesive and focused HR organization. Set a strategic direction and coordinate the delivery of Human Capital Management (HCM) services in the areas of talent sustainment, talent development, and performance enhancement to specific needs. Performs talent acquisition for assigned client base. Actively participates in recruitment campaigns; job fairs; college relations programs; general networking; etc. to ensure robust candidate pipeline. Leads the succession planning process and coordinates expert services in performing analyses of the workforce to identify succession plan priorities. Lead and manage the HR Employee Relations section of the HR Strategic Business unit. Establishes trust and credibility with leaders and acts as a valuable sounding board on organizational and talent issues. Act as a key driver in the organization's high-performance culture, ensures managers and employees understand and participate in the performance management and development programs. Collaboratively drives complex employee relations issues for field-based employees such as employee complaints, harassment allegations, and work performance issues while ensuring legal compliance, leveraging employee abilities and managing risks. Addresses and resolves difficult and complex problems that have a direct impact on the Department mission. Works with leadership, staff and operational officials, employee groups, etc., to develop and explore labor relations alternatives to improve policies, techniques, and procedures. Serves as a consultant, technical advisor, and negotiating team member on issues not previously negotiated and where particularly controversial matters are at stake. Advises leadership in the resolution of administrative grievances, post separation reviews, Congressional, Office of Inspector General (OIG), Office of Special Counsel (OSC), Equal Opportunity Employment (EEO), Merit System Protection Board (MSPB) or department level complaints. Represents executive leadership as the authoritative spokesperson in dealing with individuals, groups, unions, and supervisors for the purpose of explaining and securing acceptance of leadership's reviews on matters that may range from individual case decisions to those of a precedent setting nature. Works collaboratively with the all levels of leadership and the Compensation Center of Excellence (CCoE), by establishing strategy for the utilization of Special Salary Rates, Nurse Pay Schedules, Physician, Dentist, and Podiatrist Pay, Student Loan Repayment Program (SLRP), Education Debt Reduction Program (EDRP), Recruitment, Relocation, and Retention (3Rs) incentives, and any associated facility-wide advisory boards. Serve as the VISN advisor to the facility executive leadership team for the Human Capital Program. Provide expert management consultative service involving the full spectrum of HR functions (e.g., recruitment and placement, employee performance, and conduct issues) on highly complex VISN-wide or equivalent issues. Review completed work of the staff and provides feedback to encourage top performance to enhance an atmosphere of teamwork in the office. Plan training and development with subordinate employees to assure they acquire and maintain both technical competencies in their fields and cross training in related fields. Responsible for equal opportunity for all employees supervised, ensuring fair and equitable practices in the selection of employees for training, promotions, awards and recognition, and for other career development opportunities. Work Schedule: Monday through Friday 8:00am - 4:30pm EST Compressed/Flexible: May be available Telework: This position may be authorized for telework. Telework eligibility will be discussed during the interview process. Virtual: This is not a virtual position. Position Description/PD#: Assistant Human Resources Officer (Senior Strategic Business Partner)/PD99991A Relocation/Recruitment Incentives: Authorized to a highly qualified candidate Critical Skills Incentive (CSI): Not Approved Permanent Change of Station (PCS): Authorized Financial Disclosure Report: Not required 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. Requirements Conditions of Employment You must be a U.S. Citizen to apply for this job Selective Service Registration is required for males born after 12/31/1959 You may be required to serve a probationary period Subject to background/security investigation Selected applicants will be required to complete an online onboarding process Participation in the seasonal influenza vaccination program is a requirement for all Department of Veterans Affairs Health Care Personnel (HCP) Participation in the Coronavirus Disease 2019 (COVID-19) vaccination program is a requirement for all Veterans Health Administration Health Care Personnel (HCP) - See "Additional Information" below for details. Qualifications To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 06/24/2024. 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. 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: Providing expert level human resources advice and guidance to the Medical Center's management and staff; Providing continuing advice and guidance in areas which include, but are not limited to, basic employment policy, appointment authorities, recruitment and staffing, employee and labor relations, benefits, etc; Collaboratively evaluating trends in missions, technology, manpower, fiscal resources, and other factors influencing future needs; Coordinating with advisory staff to obtain management information; Advising staff on difficult and unusual recruitment, placement and pay issues or problems; and Troubleshooting and resolving difficult and controversial internal and external staffing and placement problems. 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: Progressively responsible managerial/administrative experience planning, directing, coordinating, and providing internal evaluation of a health care system's Human Resources Management Program; serving as advisor and consultant to executive leadership; formulating and implementing human resources polices involving recruitment, staffing and placement, position management and classification, pay administration, employee and labor relations, employee training and development, employee recognition programs, employee health programs; and providing advice/guidance to management/supervisors on human resource management principles, techniques and acceptable practices, as well as technical advice on propriety of statutory, regulatory and procedural requirements. Education Qualifying education for the GS-0201 series includes courses and programs in HR, HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and/or humanities. A transcript must be submitted with your application if you are basing all or part of your qualifications on education. Reference: VA Regulations, specifically VA Handbook 5005, Part II, Appendix F1; Human Resources Specialist Qualification Standards GS-0201. This can be found in the local Human Resources Office. Additional Information Receiving Service Credit or Earning Annual (Vacation) Leave: Federal Employees earn annual leave at a rate (4, 6 or 8 hours per pay period) which is based on the number of years they have served as a Federal employee. VA may offer newly-appointed Federal employee's credit for their job-related non-federal experience or active duty uniformed military service. This credited service can be used in determining the rate at which they earn annual leave. Such credit must be requested and approved prior to the appointment date and is not guaranteed. The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy. To be well-qualified: applicants must possess experience that exceeds the minimum qualifications of the position including all selective factors, and who are proficient in most of the required competencies of the job. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/ " target="_blank">"http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/ During the application process you may have an option to opt-in to make your resume available to hiring managers in the agency who have similar positions. Opting in does not impact your application for this announcement, nor does it guarantee further consideration for additional positions. This job opportunity announcement may be used to fill additional vacancies. Pursuant to VHA Directive 1193.01, VHA health care personnel (HCP) are required to be fully vaccinated against COVID-19 subject to such accommodations as required by law (i.e., medical, religious or pregnancy). VHA HCPs do not include remote workers who only infrequently enter VHA locations. If selected, you will be required to be fully vaccinated against COVID-19 and submit documentation of proof of vaccination before your start date. The agency will provide additional information regarding what information or documentation will be needed and how you can request a legally required accommodation from this requirement using the reasonable accommodation process. If you are unable to apply online or need an alternate method to submit documents, please reach out to the Agency Contact listed in this Job Opportunity Announcement.