Human Resources Specialist (Compensation) - Agriculture, Office of the Chief Financial Officer

Summary This position is within the Office of the Chief Financial Officer, National Finance Center Office of the Deputy Director, Human Resources Management Staff, Workforce Planning and Policy Branch located in New Orleans, LA. This position serves as a Human Resources Specialist (Compensation) and provides customer assistance regarding pay and leave programs, initiatives, and administration. Responsibilities Provides administrative support for leave programs (Family Medical Leave Act, Advanced Leave, Voluntary Leave Transfer Program, etc.), payroll system (i.e, WebTA, Paycheck 8) administration and the Telework Program. Operates and maintains Agency timekeeping systems and ensure consistency of user access roles with their job function Provides assistance with issues in regards to timekeeping errors, verification of pay and leave data, special pay requests, and time and attendance processing. Responds to employee and management inquiries regarding pay and leave programs, providing information regarding specific issues or general program information. Reviews employee applications for pay and leave program requests. Requirements Conditions of Employment Qualifications Applicants must meet all qualifications and eligibility requirements by the closing date of the announcement including time-in-grade restrictions, specialized experience and/or education, as defined below. Time-in-Grade Requirements: Merit promotion applicants holding or having held a GS position in the past 52 weeks must meet applicable time-in-grade requirements. One year at the GS-5 is required to be eligible for the GS-7. Time-in-Grade requirements must be met by the closing date of the announcement. Applicants MUST submit an SF-50 that illustrates time-in-grade and reflects title, series, and grade. No Award SF-50 will be accepted. GS-7: One year of specialized experience, equivalent to the (GS-5) level in the Federal service or equivalent responsibility in the private sector/pay systems that has equipped me with the particular competencies to successfully perform as a Human Resources Specialist(Compensation). Examples of such experience include: Experience researching and interpreting a wide range of time and attendance/payroll laws, policies, regulations and directives; Experience reviewing, verifying, and processing a variety of payroll and time and attendance data impacting pay; Experience reviewing and responding to inquiries on payroll/time and attendance related inquiries. NOTE: This experience must be demonstrated on your resume/supporting documents. 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 and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Education GS-7 Education Can Be Substituted For Experience: Successfully completed one full year of graduate education or a bachelor's degree with superior academic achievement. (Transcripts are required at the time of application) GS-7 Combination Of Education And Experience: You may combine education and experience to meet the specialized experience requirement. It must total at least 100 percent. To compute the percentage, divide your total months of qualifying experience by 12. Then divide your semester hours of graduate education by 18. Add the two percentages. The total percentage must equal at least 100 percent to qualify. (Only education above a bachelor's degree is creditable towards meeting the requirement at the GS-07 grade level.) Transcripts are required at the time of application. Additional Information Career Transition Assistance Plan (CTAP), Reemployment Priority List (RPL), or Interagency Career Transition Assistance Plan (ICTAP): Visit the OPM website for information on how to apply as a CTAP, RPL, or ICTAP eligible. To exercise selection priority for this vacancy, CTAP/RPL/ICTAP candidates must meet the basic eligibility requirements and all selective factors. CTAP/ICTAP candidates must be rated and determined to be well qualified (or above) based on an evaluation of the competencies listed in the How You Will Be Evaluated section. When assessed through a score-based category rating method, CTAP/ICTAP applicants must receive a rating of at least 85 out of a possible 100. Veterans who are preference eligible or who have been separated from the armed forces under honorable conditions after three years or more of continuous active service are eligible for consideration under the Veteran's Employment Opportunity Act (VEOA). Farm Service Agency (FSA) County Employees: Permanent County employees without prior Federal tenure who are selected for a Civil Service position under Public Law 105-277 will be given a career-conditional appointment and must serve a 1-year probationary period. For more information on applying under special hiring authorities such as the Veteran's Recruitment Act (VRA), 30 percent disabled veterans, certain military spouses, Schedule A Disabled, etc., explore the different Hiring Paths on the USAJOBS website. Land Management Workforce Flexibility Act (LMWFA) provides current or former temporary or term employees of federal land management agencies opportunity to compete for permanent competitive service positions. Individuals must have more than 24 months of service without a break between appointments of two or more years. Service must be in the competitive service and have been at a successful level of performance or better. Refer to PUBLIC LAW 114-47-AUG. 7, 2015 for more information. This position may be eligible to telework up to four days per week, based upon the duties of the position. This position may also be eligible for flexible work arrangements as determined by agency policy and any applicable collective bargaining agreements. If you are selected for a position with further promotion potential, you will be placed under a career development plan, and may be non-competitively promoted if you successfully complete the requirements and if recommended by management. However, promotion is neither implied nor guaranteed. This position is not included in the bargaining unit.