Supervisory Human Resources Specialist

U.S. Secret Service; Washington (District of Columbia); On-site; USD 110,000 - 165,000; Full time

Job summary

The U.S. Secret Service in Washington, DC, is seeking a seasoned Human Resources professional for the Performance Management and Employee Relations Division.

The role advises employees and managers on policy and procedures across awards, leave, FMLA, grievances, and retention incentives. Qualified candidates have at least one year of specialized experience at GS-13 level, demonstrated ability to interpret federal laws and develop program guidance, and experience leading HR teams in employee

Qualifications

• One year of specialized experience equivalent to GS-13 performing duties such as advising stakeholders on interpretation of federal laws, regulations, policies, and procedures governing employee relations and performance management programs.
• Developing human capital policies, procedures, standard operating procedures, or program guidance to enhance operational efficiency.
• Evaluating employee relations and performance management programs to recommend improvements.

Responsibilities

• Advise employees and managers on policy and procedures including awards, leave and absence issues including FMLA, grievances, and retention incentives.

Skills

Policy interpretation

HR program guidance

Employee relations

Job description

Joining the Secret Service, Office of Human Resources, Performance Management and Employee Relations Division, will allow you to advise employees and managers on policy and procedures, including but not limited to awards, leave and absence issues including Family and Medical Leave Act, grievances, and retention incentives. For definitions of terms found in this announcement, please click here.

To be considered qualified for this position you must meet the following qualification requirements for the respective grade level in which you are applying. You qualify for the GS-14 level if you possess one year of specialized experience equivalent to the GS-13 level performing duties such as: Advising stakeholders on the interpretation of federal laws, regulations, policies, and procedures governing employee relations and performance management programs. Developing human capital policies, procedures, standard operating procedures, or program guidance to enhance operational efficiency. Evaluating employee relations and performance management programs to recommend improvements. Leading HR professionals responsible for employee relations and performance management programs (i.e. assigning and reviewing work, setting priorities, coaching staff, or addressing employee performance and conduct matters). Time-in-Grade Requirements: Under competitive merit promotion procedures, any individual who is currently holding, or who has held within the previous 52 weeks, a General Schedule position under a non‑temporary appointment in the competitive or excepted service, must meet "time‑in‑grade" requirements (have served 52 weeks at the next lower grade of the grade for which you are applying). Time‑In‑Grade requirements also apply to current competitive service employees applying for a Veterans Employment Opportunities Act of 1998 (VEOA) appointment. NOTE: All current or former Federal employees must provide a copy of their SF‑50, "Notice of Personnel Action" that indicates proof of status and time‑in‑grade eligibility. The SF‑50 must include your position, title, series, grade, step, tenure (1 or 2), and type of service (Competitive or Excepted). You may need to submit more than one SF‑50 to comply. The qualification requirements listed above must be met by the closing date of this announcement. 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. Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non‑career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office.