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The incumbents will serve as an Human Resources Specialist under Human Capital Division in the Office of Operations in any of the following program sections: Document Management; Payroll; Personnel Processing or Special Handling. Descriptions for each of the program sections are listed under the Duties section.
["This Human Resources Specialist (Operations) position is located Human Capital/Operations, Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to: Provides advice and guidance to management, employees, and stakeholders on human capital operational programs, including personnel action processing, payroll administration, time and attendance, personnel records management, onboarding, offboarding, and complex personnel matters. Processes, reviews, and resolves a wide range of human resources actions and operational issues, including personnel actions, pay and compensation matters, benefits-related transactions, leave programs, employment records, debt bills, retroactive corrections, and other actions affecting an employee's federal service history. Conducts analysis of reports, system data, records, metrics, and case information to identify processing errors, operational problems, trends, or programmatic weaknesses; documents findings, performs root cause analysis, and recommends corrective actions. Maintains, reviews, and safeguards personnel-related records and documentation in accordance with federal records management, privacy, and security requirements; ensures records are complete, accurate, retrievable, and properly handled. Researches and resolves complex, sensitive, retroactive, or high-profile human capital operational issues involving areas such as pay, benefits, personnel processing, incentives, severance, workers' compensation, unemployment compensation, leave transfer, and other specialized employee matters. Serves as a liaison with internal program offices, servicing providers, and external partners; develops and updates standard operating procedures, job aids, guidance, briefings, presentations, and training materials to support consistent and compliant HC Operations processes. Please note: The major duties are at the full performance level, SV-I band. Program Section Summaries: Document Management: The Document Management team is responsible for organizing, storing, and safeguarding all personnel-related documents in accordance with federal records management requirements, managing HR document systems by setting government-wide rules for personnel records and using the electronic Official Personnel Folder (eOPF). They maintain legal and financial employment histories for civil service workers, standardize document workflows, and facilitate efficient retrieval and secure handling of sensitive information to support operational needs Payroll: The Payroll team provides payroll administration and compensation activities, interpreting and applying rules, laws, and policies to ensure accurate pay for federal employees, including pay-impacting programs such as unemployment, workers' compensation, and Voluntary Leave Transfer. They deliver authoritative guidance to managers and employees on complex compensation issues - including basic pay, overtime, leave entitlements, and debt bills - while monitoring payroll reports and completing payment processing to ensure timely notification and resolution for the agency and affected individuals. Personnel Processing: The Personnel Processing team manages all aspects of onboarding, offboarding, and personnel actions for federal employees, ensuring compliance with applicable policies and regulations. They manage the formal system for documenting, approving, and tracking changes in a federal employee's career using standardized forms such as the SF-52 and SF-50, and ensure all personnel actions are accurately recorded and maintained throughout federal service. Special Handling: The Special Handling team addresses unique, retroactive, or complex personnel cases that fall outside standard processing procedures, handling specialized cases across all areas of human capital, including benefits, severance, pay, processing, and incentives. They also provide expert support for other agency needs on sensitive and high-profile actions, applying specialized expertise to resolve non-routine issues and ensure compliance with federal guidelines for exceptional cases."]
You must possess U.S. Citizenship or be a U.S. National. You must have reached the minimum age (18) at the time of application. You must complete a favorable Background Investigation (BI). Selective Service registration is required. If you fail to meet the conditions of employment or any other pre-employment requirements, such as missing any of the scheduled appointments, the hiring agency may rescind their tentative offer of employment. Applying to this announcement certifies that you give permission for TSA to share your application with others in DHS for similar positions. Any offers of employment made pursuant to this announcement will be consistent with all applicable authorities, including Presidential Memoranda, Executive Orders, interpretive U.S. Office of Management and Budget (OMB) and U.S. Office of Personnel Management (OPM) guidance, and Office of Management and Budget plans and policies concerning hiring. These authorities are subject to change.
In addition to the minimum qualifications described above, you must meet the following specialized experience and/or education requirement to be considered qualified for the position: To qualify for the SV-G Pay Band (equivalent to GS-11), you must have one year of specialized experience at the SV-F or GS-09 in the Federal service or equivalent experience in the private sector. Specialized experience is defined as experience that has equipped you with the knowledge, skills and abilities to successfully perform the duties of the position. Specialized experience is defined as: Experience assisting with human resources operational functions such as personnel action processing, payroll support, time and attendance administration, benefits-related processing, employee records management, onboarding, or offboarding activities. Experience communicating with internal (i.e. employees, managers) and external stakeholders regarding human resources processes, procedures, forms, records, or transaction status. Experience utilizing an automated human resource, payroll, timekeeping, or records systems to enter, retrieve, update, track, or validate employee information (i.e GovTA, WebTA). OR In lieu of experience, you must possess the education requirement for this band level: Ph.D. or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M., if related. OR A combination of education and experience. To qualify for the SV-H Pay Band (equivalent to GS-12), you must have one year of specialized experience at the SV-G or GS-11 in the Federal service or equivalent experience in the private sector. Specialized experience is defined as experience that has equipped you with the knowledge, skills and abilities to successfully perform the duties of the position. Specialized experience is defined as: Experience interpreting and applying human resources laws, regulations, policies, and procedures to support personnel action processing, payroll administration, time and attendance, benefits-related transactions, records management, or other human capital operational functions. Experience reviewing, processing, or resolving human resources actions, such as personnel actions, pay-related transactions, onboarding or offboarding actions, leave-related matters, employment records updates, or benefits-related documentation. Experience researching and responding to inquiries from internal (i.e. employees, managers) and external stakeholders regarding human resources operational issues, policies, procedures, records, or system-related actions. To qualify for the SV-I Pay Band (equivalent to GS-13), you must have one year of specialized experience at the SV-H or GS-12 in the Federal service or equivalent experience in the private sector. Specialized experience is defined as experience that has equipped you with the knowledge, skills and abilities to successfully perform the duties of the position. Specialized experience is defined as: Experience processing, reviewing, or resolving unprecedented human resources actions involving pay, leave, benefits-related transactions, personnel records, retroactive corrections, onboarding, offboarding, or other employee lifecycle actions. Experience analyzing reports, system data, metrics, case files, or personnel records to identify processing errors, trends, operational problems, compliance issues, or programmatic weaknesses and recommending corrective actions. Experience providing technical guidance to employees, supervisors, managers, HR staff, timekeepers, financial specialists, or other stakeholders on human resources operational requirements, procedures, and case resolution. Experience developing or updating standard operating procedures, job aids, guidance, briefings, or training materials related to human capital operational processes. Credit for experience is given based on a 40-hour workweek. Part-time experience is credited on a part-time ratio, i.e., working 20 hours per week for two months equals one month of experience. No additional credit is given for overtime. National Service Experience (i.e., volunteer experience): 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. You will receive credit for all qualifying experience, including volunteer experience. 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. You must meet the qualification requirements for this position no later than the closing date of the vacancy announcement.
For positions requiring positive education requirements, or if you are using education to meet all or part of the qualification requirements, you MUST submit a copy of your transcripts or an itemized list of college courses from an accredited college or university, which includes equivalent information from the transcript (course title, semester/quarter hours, and grade/degree earned) in your resume. The information must be provided with the application by the closing date of the announcement. If selected, the applicant must supply a transcript or certification of degree.
Eligibility to apply for other Federal positions: TSA is an Excepted Service agency exempt from most of Title 5 United States Code, including regulations which apply to displaced Federal employees (CTAP/ICTAP) of other agencies, and employment with TSA does not confer "Competitive Status" that generally results from selection and service in Competitive Service agencies. The Office of Personnel Management (OPM) has established an Interchange Agreement, which allows most permanent TSA employees to apply and be considered for vacancies in Competitive Service agencies. Information from OPM on this or other Interchange Agreements is available at: www.opm.gov/ To ensure the accomplishment of our mission, DHS requires every employee to be reliable and trustworthy. To meet those standards, all selected applicants must undergo and successfully pass a background investigation as a condition of placement into this position. DHS uses E-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about E-Verify, including your rights and responsibilities. If you receive a conditional offer of employment for this position, you will be required to complete an Optional Form 306 Declaration for Federal Employment, and to sign and certify the accuracy of all information in your application, prior to entry on duty. False statements on any part of the application may result in withdrawal of offer of employment, dismissal after beginning work, fine, or imprisonment. TSA employees who are absent for the purpose of performing military duty may apply for any vacancies announced in their absence. More than one position may be filled from this announcement. If you are entering TSA employment on an appointment without time limitations, you must serve a basic trial period unless you have already met the requirement. 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. (https://appsupport.usastaffing.gov/hc/en-us/sections/28980686389652-Reasonable-Accommodation-Information)