You will:

• Plan, direct, and implement Human Capital programs for the region to ensure effective workforce planning, recruitment, onboarding, and employee and labor relations.
• Serve as advisor to regional management on a broad spectrum of human capital matters to persuade management officials.
• Supervise and lead the regional human capital staff to ensure technically accurate, compliant, and mission-aligned HR services that support regional and agency priorities.
• Maintain effective relationships with internal and external customers and business partners to identify and meet customers human capital needs for mission success.

Conditions of employment

#LI-Onsite

As a condition of employment for accepting this position, you will be serving in a position in Schedule Policy/Career of the excepted service. You will obtain competitive status after two years of service in this position, if applicable. Your employment in this position will be at-will, and you are not required to serve a trial period. Merit Systems Protection Board (MSPB) appeals of adverse actions concerning performance, discipline, and other matters arising under Chapters 23, 43, and 75 of Title 5, United States Code, will not be available to an individual serving in this position. Prohibitions on prohibited personnel practices will be enforced by the Office of General Counsel and not the Office of Special Counsel.

You must be a U.S. citizen.

This position is designated as Moderate Risk and requires a background investigation. Unless an appropriate background investigation is already on record with the Office of Personnel Management, you must undergo a background investigation. All conditions of the pre-employment security process must be met before an official letter of employment can be issued with a report for duty date.

REAL ID requirements became effective on 05/07/25. If you are selected for this position and plan to use your driver's license or identification card during the onboarding process (i.e., for employment eligibility verification or to obtain your EPA identification card), the document must be a REAL ID-compliant state-issued driver's license or identification card that includes the REAL ID-compliant star marking, or must be an Enhanced Driver's License (EDL). You will receive information about alternative acceptable documents (e.g., passport) prior to onboarding. For more information about REAL ID, see Dept. of Homeland Security and REAL ID FAQs.

If you are selected, you will be required to complete a Confidential Financial Disclosure form within 30 days of your first day of employment and annually thereafter.

Qualifications

NOTE: You must meet qualification requirements by the closing date of this announcement.

To qualify for the GS-15 level, you must have 1 year of full-time* specialized experience equivalent to at least the GS-14 level defined as advising on policies and procedures related to federal labor and employee relations, recruitment and staffing, performance management, training and employee development; and leading initiatives to improve organizational processes and making recommendations for the development of new human resources techniques or methods.

You will need the following competencies in order to perform the duties of this position successfully:

• Human Capital Management
• Personnel and Human Resources *
• Employee and Labor Relations
• Technical Knowledge (Related to Position) *
• Workforce Planning
• Managing Employees
• Stakeholder Management
• Written Communication *
• You will be evaluated on these critical competencies.

• If you have part-time work experience, read this: Part-Time Experience.

How you will be evaluated

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

After the vacancy announcement closes, we will review your resume and required documents to ensure you meet the eligibility and minimum qualification requirements.

In addition, one or more subject matter experts will systematically review your resume to assess the degree to which your background matches the competencies required for successful performance in this position (see the Qualifications section for a list of the critical competencies being evaluated).

Based on the assessment ratings, a score will be calculated; you will be ranked using the category rating method, and you will be placed in one of the following quality categories: Best Qualified (highest), Well Qualified, or Qualified (lowest).
NOTE: Cheating (including the use of a consultant or an AI tool to assist you) on any assessment may result in your removal from consideration for this job.

Veterans' preference is applied after applicants are assessed. Qualified preference eligibles who have a compensable service-connected disability of 10 percent or more are placed at the top of the highest category (except for scientific or professional positions at the GS-09 level or higher). All other preference eligibles are placed above non-preference eligibles within their assigned category.
NOTE: Applicants who are referred to the selecting official for consideration and are entitled to veterans' preference in the hiring process must be selected, or decline further consideration, before applicants who are ineligible for veterans' preference can be selected (to learn more, visit Veterans' Preference).

If you are referred for consideration, you may be subject to additional assessments by the selecting official (e.g., technical writing sample or other work sample, job knowledge test, case scenario analysis, scientific data assessment, structured interview, etc.).

ALL APPLICANTS

• -include specific dates (MM/DD/YY - MM/DD/YY) so we can determine that you have the required amount of experience (if applicable). In describing your experience, you need to be clear and specific (we may not make assumptions regarding your experience). Resume must not exceed 2 pages. If you do not submit a resume that is 2 pages or less, you will be ineligible for further consideration. See How to Apply section for more information.

• DD-214 Member 4 copy (or other copy indicating character of service) or other official document/statement from the Armed Forces showing separation, discharge, or release from active duty; document must show separation is under honorable conditions (Honorable or General Discharge) and that the release or discharge was due to sole survivorship

• DD-214 Member 4 copy (or other copy indicating character of service) or other official document/statement from the Armed Forces showing separation, discharge, or release from active duty; document must show separation is under honorable conditions (Honorable or General Discharge)

• DD-214 Member 4 copy (or other copy indicating character of service); document must show separation is under honorable conditions (Honorable or General Discharge); and
• VA letter stating overall/combined disability rating (percentage); and
SF-15 (use current version: SF-15 Form)
• -see page 2 for documents that can be submitted in lieu of the DD-214 and VA letter

• SF-15 (use current version: SF-15 Form); and
• Other required documentation indicated on the SF-15

• Certification from the Armed Forces (Statement of Service) documenting active duty dates, expected discharge/release date, campaign medals/badges, and character of service (a certification is any written document from the Armed Forces that certifies you are expected to be discharged/released from active duty service in the Armed Forces under honorable conditions (Honorable or General Discharge) within 120 days after you submit the certification)

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