Clarification from the agency

This detail is open to current, permanent employees of the Department of Veterans Affairs (VA) at the GS-14 grade level. Temporary promotions are not authorized.

Work Schedule: Monday - Friday, 8:00am - 4:30pm; or as negotiated
Compressed/Flexible: Available at supervisor discretion
Telework: Yes - as determined by agency policy
Relocation/Recruitment Incentives: Not authorized
Financial Disclosure Report: Not required
Travel: Up to 25% travel may be required (paid by funds transfer but subject to availability)
Physical Requirements: The work is primarily sedentary, although some slight physical effort may be required

Detail to begin immediately upon selection.

Conditions of employment

• You must be a U.S. Citizen to apply for this job
• Designated and/or random drug testing may be required
• 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 dentification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment.

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 04/17/2026.

The Office of Human Resources and Administration, Office of the Chief Human Capital Officer, is seeking seasoned Supervisory HR Specialists to provide leadership and support for key enterprise initiatives. This role is for managerial professionals with strong technical expertise who can take on complex HR program areas with minimal onboarding. Below is the list of positions available for this detail opportunity. You may qualify based on your experience as described below:

Classification: Serves as Manager/Director with executive responsibility for leading the Classification Pillar, including strategic planning and oversight of classification programs, policies, and automated systems across VA. Directs enterprise-level projects involving HR systems, workload management, resource allocation, and organizational redesign. Manages workflow and virtual operations to ensure efficient processes and compliance with federal and VA classification requirements. Provides authoritative advisory services on classification and position management to senior leaders. Exercises full supervisory authority over subordinate supervisors and staff, ensuring high-quality delivery of classification and consultative services.

Employee and Labor Relations: Serves as Manager/Director responsible for directing ER/LR strategy, overseeing daily program operations, and supervising subordinate staff. Acts as the principal advisor to management across VACO Staff Offices on ER/LR matters and provides expert guidance to staff. Oversees case-tracking metrics, advises leadership on policy development and implementation, and supports priorities related to organizational and program improvement.

Human Resources Development: Serves as enterprise HR professional development program, providing strategic direction for training needs assessment, curriculum design, learning strategies, and workforce capability development. Oversees the integration and standardization of HR training methodologies, competency assessments, and development initiatives aligned with organizational goals. Directs the delivery of high-impact training programs using data and workforce insights to set priorities. Provides expert consultation on complex HR issues to ensure alignment with VA policy and strategic objectives. Exercises full supervisory authority over subordinate supervisors and staff to ensure consistent, high-quality training and advisory services.

Human Capital Management: Serves as a senior HR leader responsible for providing expert guidance and resolving complex issues across all HR functional areas. Offers consultative support to internal and external customers, ensuring accurate information, effective problem-solving, and timely issue resolution. Research laws, regulations, and policy directives to develop supporting policies, guidelines, and reference materials. Collaborates with stakeholders to analyze and address sensitive HR challenges and delivers comprehensive consultative services across the VA. Develops training and instructional resources for HR staff and serves as a primary technical expert on federal and VA HR regulations. Evaluates program needs and challenges to recommend effective approaches and solutions.

Organizational Change Management: Serves as Manager/Director working with enterprise-wide customers and HR teams to implement complex organizational changes and actions affecting employee data. Coordinates with VA Manpower to ensure alignment with governing policies. Partners with VA organizations to support transformations and reorganizations consistent with VA missions and objectives. Leads evaluation of current and proposed organizational structures, ensuring sound design and proper authorization. Identifies required organizational change actions and provides recommendations to management through briefings and supporting documentation.

Quality and Oversight: Serves as Manager/Director leading agency-wide human capital quality assurance initiatives that assess the effectiveness, accuracy, and compliance of HR programs. Provides authoritative oversight of audit readiness, internal controls, and policy adherence in alignment with federal regulations, OPM guidance, and VA directives. Directs reviews, risk assessments, and data-driven evaluations to identify gaps and strengthen processes. Coordinates with senior leadership and program offices to implement corrective actions, standardize quality frameworks, and enhance enterprise accountability. Supervises quality and oversight staff, establishes performance expectations, and ensures consistent delivery of compliant, high-quality HR services.

Recruitment and Placement: Serves as a Manager/Director responsible for leading complex, enterprise-wide initiatives, studies, and projects that assess, design, and implement hiring strategies aligned with workforce priorities. Provides authoritative oversight of end-to-end recruitment and staffing operations, encompassing workforce planning, position management coordination, strategic sourcing, and delegated examining. Directs comprehensive analysis of key hiring performance indicators including time-to-fill, certificate quality, applicant flow, and onboarding outcomes to inform executive decision-making and drive improvements in hiring efficiency, effectiveness, and workforce readiness. Collaborates with senior leadership, program offices, and shared service partners to address complex staffing challenges, standardize recruitment practices, and ensures full compliance with federal hiring regulations and merit system principles. Oversees and mentors recruitment and staffing supervisors and staff, establishes operational priorities, and ensures the timely and accurate delivery of hiring services that sustain mission readiness and strengthen organizational capability.

Technical Review: Serves as Manager/Director overseeing agency-wide personnel action review operations, ensuring accurate, legally compliant adjudication of HR actions prior to processing. Provides authoritative oversight of technical reviews, including personnel actions, pay setting, appointment authorities, and regulatory coding in alignment with federal, OPM, and VA requirements. Directs analysis of error trends and systemic issues to strengthen data integrity and inform leadership decisions. Coordinates with senior leaders and HR teams to resolve complex or high-risk cases and standardize review criteria. Supervises technical review staff, establishes review protocols and accuracy benchmarks, and ensures timely, precise validation of actions affecting employee pay, benefits, and records.

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: A full year of work is considered to be 35-40 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.

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/.

How you will be evaluated

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

IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.

Narrative responses are not required at this time. If you are referred for consideration, you may be asked to submit additional job related information, which may include, but not limited to; responses to the knowledge, skills and abilities; completion of a work sample, and/or contact for an interview.Your resume and/or supporting documentation will be verified. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment.

To apply for this position, you must provide a complete Application Package which includes:

• Resume
• SF-50/ Notification of Personnel Action

The following documents are accepted, and may be required if applicable to your eligibility and/or qualifications for this position. Please use this checklist to make sure you have included other documents required for your application, such as a copy of your transcript (if using education to qualify), SF-50's (current/former Federal employees), documentation to support Veterans Preference claims, or ICTAP/CTAP documentation (for displaced Federal employees). You will not be contacted for additional information.

• Cover Letter
• Resume
• SF-50/ Notification of Personnel Action

SF-50, Notification of Personnel Action:

• Most recent SF-50 reflecting your current, permanent status as a VA employee and your current grade level.

Next steps