Supervisory Human Resources Specialist

Summary

What Is Human Captial

OFFICE? A description of the business units can be found at: Position(s) are to be filled in following area(s): HCO

• Office of Executive Services (OES) This job (or announcement) is open to current permanent IRS competitive service employees in HCO
• Human Capital Office business units.

Review the Additional Information Below for Further Details

Duties General Manager Duties: As a Senior Manager you will: Exercise delegated managerial authority to oversee the overall planning, directing and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational unit or lower organizational levels. Approve multi year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manage the overall work to enhance achievement of the goals and objectives. Oversee the revision of long range plans, goals and objectives for the work directed. Manage the development of policy changes in response to changes in levels of appropriations or other legislated changes. Manage organizational changes throughout the organization directed or major change to the structure and content of the program or program segments directed. Exercise discretionary authority to approve the allocation and distribution of funds in the organizations budget. The following are the job specific duties of this position. You will have the opportunity to learn to perform these duties and receive training to help you grow in this position. Plans, organizes, directs, and evaluates the operations of the Executive Services, ensuring executive human capital programs are administered efficiently, consistently, and in compliance with applicable statutes, regulations, executive orders, Office of Personnel Management guidance, Treasury directives, and IRS policies. Establishes strategic goals, operating priorities, and long-range objectives that support IRS workforce strategies, executive leadership priorities, and organizational mission requirements. Develops operational plans, establishes performance expectations, and allocates financial, human capital, and organizational resources to accomplish program objectives while maintaining effective stewardship of government resources. Provides leadership to professional staff responsible for administering enterprise executive resources programs. Establishes priorities, balances workloads, monitors organizational performance, evaluates program accomplishments, and reallocates resources to address changing mission requirements and emerging executive workforce needs. Ensures organizational activities are integrated across Human Capital and other IRS organizations to promote consistent application of executive personnel policies and effective service delivery. Provides direction and oversight for the Servicewide administration of executive resources programs supporting the Senior Executive Service and other executive personnel systems. Directs the planning, implementation, coordination, and evaluation of executive staffing activities, Executive Resources Board operations, Qualifications Review Board submissions, executive recruitment, executive onboarding, executive mobility, executive performance management, executive development, succession planning, executive personnel actions, and related executive human capital initiatives. Serves as the principal executive advisor on executive human capital matters affecting Servicewide executive workforce management. Provides authoritative advice and recommendations to IRS executives, Human Capital leadership, Treasury officials, and Office of Personnel Management representatives regarding executive staffing strategies, executive personnel policies, succession planning, organizational effectiveness, executive development, and other complex executive resources issues requiring senior-level consideration. Directs strategic studies, workforce analyses, and program evaluations involving executive staffing trends, executive workforce demographics, succession planning, organizational capability, executive development outcomes, workforce risks, and emerging executive human capital issues. Evaluates complex qualitative and quantitative data to identify organizational trends, assess program effectiveness,

Standard Position Descriptions

(SPD): PD26860 Visit the

Irs Spd

Library to access the position descriptions. Qualifications Federal experience is not required. Experience may have been gained in the public sector, private sector or through Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement. QUALIFICATION REQUIREMENTS: To qualify for this position, you must meet the qualification requirements outlined below.

Specialized Experience

IR-01: To be minimally qualified for this position you must have at least one (1) year of specialized experience equivalent to the next lower level payband or GS grade in the normal line of progression. Specialized experience would include one (1) year of substantive supervisory or program management experience at the GS-13 or GS-14 level or equivalent level manager or comparable management or leadership experiences outside of Federal service. To be qualifying for this position your experience should be sufficient to demonstrate: Experience applying management techniques, methods, theories, principles, and labor relations concepts, sufficient to assure optimum utilization of personnel, equipment, and space, and to accomplish program objectives through combined technical and administrative oversight. Experience planning, directing, and evaluating work of subordinate managers, employees, and/or others. Experience applying human resources principles, concepts, and practices, including staffing, onboarding, performance management, classification, compensation, and associated policies, laws, regulations, rules, practices, procedures, and techniques sufficient to provide authoritative technical leadership and oversight in the planning, development, and implementation of the technical aspects of human resources programs. Experience working on major human resources programs segments, organizational structures and/or functional responsibilities specific to the technical aspects of the position being filled. AND You must also meet the following requirement(s):

Time After Competitive Appointment

(TACA): By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment. For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens". For more information on qualifications please refer to OPM's Qualifications Standards. Go to Understanding the IRS Paybands for GS/IR conversion. Education A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show