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Summary The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance. Responsibilities This position is in the Division of Compensation and Processing within the Office of Human Resources (OHR), OASAM. The employee serves as a Human Resources Specialist responsible for providing technical processing guidance and payroll support to DOL agencies performing duties that include, but are not limited to, the following: Advises on a full range of complex personnel actions and payroll documentation across multiple automated systems (e.g., HR Connect, National Finance Center (NFC), eOPF, EPIC) in accordance with federal regulations and standards. Provides program leadership in the development and implementation of departmental policies and standard operating procedures. Identifies, evaluates, and recommends appropriate HR interventions to address complex, interrelated issues involving personnel action processing, eOPF, and employee records. Advises on compensation-related matters, including special salary rates, pay limitations, allowances, differentials, work schedules, premium and overtime pay, severance pay, back pay, claims settlements, garnishments, and other special payments. Guides management to ensure legal compliance, accurate personnel and payroll processing, cost avoidance, and effective resolution of claims against the government. Serves as a primary liaison with the National Finance Center (NFC), communicating agency policies and concerns while resolving complex operational issues. Delivers technical training to agency staff and junior employees on personnel processing, eOPF and records management, and pay and compensation practices. Plans, manages, and conducts employee orientation sessions. Requirements Conditions of Employment Qualifications You must meet the Specialized Experience to qualify for Human Resources Specialist (Processing), as described below. For GS-201-13: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-12, in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Candidates must meet 2 out of 3 examples of the specialized experience identified below: Experience providing authoritative guidance in personnel action processing, pay and compensation by applying knowledge of HR systems, Federal HR laws, OPM and agency guidelines to ensure accuracy, regulatory compliance, and data integrity. This includes reviewing and validating data, identifying and resolving complex processing and compensation issues. Experience delivering training, coaching, and technical instruction to agency organizations and junior level employees on personnel action processing, and pay and compensation. This includes preparing clear written material (e.g., job aids, guides, reports), communicating with diverse stakeholders, presenting program information, and collaborating to address customer needs and improve HR service delivery. Experience in pay setting for a variety of Federal personnel actions (e.g., promotions, accessions, change to lower grade, etc.) and issues such as special salary rates, pay limitations, premium and overtime pay, back pay and other special payments. This includes applying the full range of pay setting policies, principles, and practices to achieve correct processing results and compliance with Federal HR rules and regulations. Education Additional Information The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATIONS, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION For more information, click Telework Position Information. This is not a remote work position. The selectee will report to an assigned DOL office location on a regular basis and is eligible for participation in telework as determined by management in accordance with DOL policy. Based on agency needs, additional positions may be filled using this vacancy. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. 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.