Summary In this role, you will help the Veterans Affairs Office of Acquisition, Logistics, and Construction (OALC) build a skilled, compliant workforce by leading HR operations, policy standardization, and data reporting. You will use HR expertise, HR Smart data, and dashboards to produce accurate analyses, guidance, and recommendations for OALC leadership, supervisors, and employees. You will supervise GS-11 to 13 employees and report to the Division Director. Location is negotiable after selection. Responsibilities THIS IS NOT A REMOTE POSITION; YOU MUST LIVE WITHIN OR BE WILLING TO RELOCATE WITHIN A COMMUTABLE DISTANCE OF THE DUTY LOCATION LISTED ON THE ANNOUNCEMENT OR BE IN COMPLIANCE WITH THE RETURN TO OFFICE (RTO) POLICY Duties include, but are not limited to: The incumbent serves as the first line supervisor in overseeing and managing the daily activities and operations for recruitment, staffing, classification, employee development and training, performance management system, awards, permanent change in duty station, assignment notification letters, and for developing policies, guidelines, and operating procedure; as well as developing handbooks and other materials for formal presentations such as new employee orientations, administrative staff updates and ongoing collaboration for leadership development programs that impact all of OALC. In addition to ensuring and enabling outstanding work quality personally and on the part of subordinate staff, exercise the following authorities and responsibilities: plan work to be accomplished by subordinates; set immediate priorities and prepare schedules for completion of work; assign work to subordinates, based on priorities, difficulty and requirements of assignments, and capabilities of employees; develop performance standards, evaluate work performance of subordinates, and give advice, counsel, or instruction to employees on both work and administrative matters. Interview candidates for positions in the unit and make recommendations for appointment, promotion, or reassignment of such positions; hear and resolve complaints from employees, refer group grievances and more serious unresolved complaints to higher level supervisor or manager; effect disciplinary measures, such as warnings and reprimands as appropriate, and recommend other action in more serious cases to supervisor; identify developmental and training needs of employees and provide or arrange for needed development and training, find way to improve production and increase work quality. Performs or directs the conduct of ad-hoc and on-going programmatic analyses of administrative and program operations, prepares reports, and compiles information or presentations to management, and briefs the Director on major OALC administrative and programmatic issues. Establishes and maintains measures of effectiveness to objectively gauge the success rate of achieving pre-defined outputs, and the impacts of various programs and processes on human and fiscal resources to include Human Capital Planning. The incumbent develops internal SOPs for HR Liaison Staff and conducts monthly HR Meetings coordinating with the servicing HR office. The incumbent is responsible for performance management appraisal review and oversee assignments for staff. The incumbent provides problem resolutions for specific actions; oversees data input management: resolves pay issues; makes provisions for HR support at recruitment fairs and works with department programs such as Veterans Employment Office, intern programs, and Presidential Management Fellows program coordinators. Manages the evaluation and analysis of multi-functional programs, functions, and organizations, e.g., on Department-wide or equivalent scope, to determine whether the management systems use is efficient to accomplish planned management goals and objectives. The incumbent uses complex analytical techniques to determine whether the existing controls are sufficient for sound management of human resources technical, administrative and operational functions. Develop operational plans and objectives, and develop, implement, and monitor program plans, budgets, and schedules to ensure OALC is effective in its approach to fulfill Human Capital objectives. Review financial status reports to ensure staffing workforce plans, recommendation and execution is in accordance with the approved budget; serve as an internal OALC expert on policy matters pertaining to OALC's strategic and workforce planning; ensure all program planning activities in support of workforce execution and staffing actions are fulfilled in a timely manner; advise and consult with employees on technical questions relating to workforce and related mission requirements; manage processes and policies for completing and documenting business requirements. Work Schedule: Monday - Friday, 8:00am - 4:30pm EST. Compressed/Flexible: Available with supervisory approval. Return to Office (RTO): RTO mandates are in effect and selectees will be required to report to in person work unless they have an approved exemption. Telework: Available - Ad Hoc telework (situational telework) as determined by the agency policy. Virtual: This is not a virtual position. Position Description/PD#: PD00231A Relocation/Recruitment Incentives: Not Authorized Financial Disclosure Report: Not required Permanent Change of Station (PCS): Not Authorized Requirements Conditions of Employment You must be a U.S. Citizen to apply for this job To be considered for this position, you must complete all required steps in the process. In addition to the application and questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the 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 Acceptable form(s) of identification will be required to complete pre-employment requirements (https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents). Effective May 7, 2025, driver's licenses or state-issued identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment. As a condition of employment for accepting this position, you may be required to serve a one year probationary period or two year trial period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service. Upon completion of your one year probationary period or two year trial period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest. Qualifications To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 11/03/2026. 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 some former Federal employees applying for reinstatement, as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. See the Required Document section below for more information regarding the SF-50s needed to verify time-in-grade. You may qualify based on your experience as described below: Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-13 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: Leading and directing people. You led teams, work groups, projects, or detailed employees. You assigned and reviewed work, set priorities and deadlines, and coached or mentored team members. You may also have helped recruit or onboard staff, provided input to performance evaluations, or addressed performance and conduct concerns, whether formally or informally. Building and sustaining a high-performing workforce. You trained, developed, and cross-trained team members, and you promoted fair, equitable, and effective treatment of staff. You may have delegated tasks, resolved conflicts, or run team meetings to keep work on track. Standardizing HR policies and procedures. You developed, implemented, or improved policies, processes, or procedures that made operations consistent and compliant across organizational components. You guided others through those changes. Directing complex data analysis. You oversaw or led analytic efforts. You ensured accuracy, data integrity, and timely responses for enterprise-level reporting and executive decision-making. You directed the work of analysts or other contributors in doing so. Presenting strategic recommendations. You briefed senior leaders on multifaceted organizational issues. Your findings and recommendations influenced major programs and management initiatives. Evidence of this specialized experience must be supported by detailed documentation of like duties performed in positions held on your resume. You will also need to provide work experience information such as hours per week, full-time/part-time status, and starting/ending dates of employment (month and year format) to establish you have one (1) full year of specialized experience at the required grade level. 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; religions; 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. Note: Resume must include job title and employer name, number of hours worked per week, start and end dates (including month and year), list of duties and responsibilities for each position held. In addition, if the experience was a federal position, you must list the grade for each position held. Failure to include this information may result in an ineligible rating. A full year of work is considered to be 40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. Physical Requirements: The work is primarily sedentary, although some slight physical effort may be required. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/. The 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 found well qualified, applicants must meet the following qualifications: Partnered with clients and customers across the enterprise to assess needs, resolve complex issues, and deliver high-quality services that align with mission requirements and stakeholder expectations. Designed and disseminated HR communications, training, and survey instruments that clarify policy, strengthen supervisor capability, and improve workforce understanding and compliance. Determined objectives and strategies and coordinated across components to monitor, evaluate, and adjust operational plans, anticipating threats and opportunities to optimize outcomes. Applied advanced problem identification and analysis to distinguish relevant from irrelevant data, develop alternatives, and make sound, evidence-based judgments that address multifaceted organizational challenges. Established and maintained data management and database controls-including storage, retrieval, security, and integrity-enabling standardized processes and reliable reporting across HR systems. Led cross-functional initiatives that enhance operational performance and workforce capability, aligning business systems improvements with strategic priorities and risk mitigation. 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/. Local Commuting Area: The local commuting area for this position is defined as a radius of 50 miles from Washington, D.C or Fredericksburg, VA. This includes all locations that fall within a 50-mile driving distance from 810 Vermont Ave., NW, Washington, DC 20420 or 10300 Spotsylvania Ave, Suite 400, Fredericksburg, VA 22408. Education There is no educational substitution at this grade level. Additional Information Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer. For more information about the Act and the complaint process, visit Human Resources and Administration (HRA) at The Fair Chance Act. Placement Policy: The posting of this announcement does not obligate management to fill a vacancy or vacancies by promotion. The position may be filled by reassignment, change to lower grade, transfer, appointment, or reinstatement. Management may use any one or any combination of these methods to fill the position. It is the policy of the VA to not deny employment to those that have faced financial hardships or periods of unemployment. This job opportunity announcement may be used to fill additional vacancies. Veterans and Transitioning Service Members: Please visit the VA for Vets site for career-search tools for Veterans seeking employment at VA, career development services for our existing Veterans, and coaching and reintegration support for military service members. For more information on the "Who may apply" eligibility requirements, please refer to the OHRM Status Candidates and Other Candidate Definitions document. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments here: https://appsupport.usastaffing.gov/hc/en-us/sections/28980686389652-Reasonable-Accommodation-Information

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