Duties
WHAT IS THE Human Capital OfficeDIVISION?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions
Vacancies will be filled in the following specialty areas: Human Capital Office of Human Resource Operations Labor/Employee Relations and Negotiations
The following are the duties of this position at the full working level.
Technical 50%
Provides expert advice and authoritative information to all levels of leadership (including executives)
throughout the IRS on a wide variety of highly complex, controversial, and sensitive program problems and issues. Conducts fact-finding and analysis and presents recommendations and conclusions.
Creates, develops and publishes (using professional authoring tools and software as required by the IRS's
Internal Management Documents (IMD) process) HR policies and guidance for all of IRS. These policies
are based on law, regulation, Office of Personnel Management (OPM) guidance, and U.S. Department of
Treasury ("Treasury") directives, and the HR specialist applies consistent methodology for this policy
development across all HR lines of business.
Serves as technical advisor and consultant on HR policy-related legislative and regulatory matters and serves as a liaison between IRS and OPM, Treasury, HCO, or other stakeholders on issues relative to policy and interpretation.
Serves as technical advisor for term and mid-term contract negotiations for the National Agreement between IRS and the National Treasury Employees Union and may testify at arbitrations or grievance hearings related to assigned policy areas.
Consults with General Legal Services (GLS) on legal issues regarding interpretation of law, regulations,
OPM guidance and legal decisions to ensure HR policies comply and are in alignment with both the written word and intent of these authoritative sources.
Analytical 50%
Monitors proposed and new legislation, OPM regulations, and Treasury orders or directives to proactively
determine the need to establish and/or update IRS policies and/or seek negotiability determinations as
necessary. Devises strategy and timeline to develop and effect these new or updated policies.
Works collaboratively with OHRO to conduct extensive research, studies, surveys, trend analysis, and
benchmarking relative to assigned policy areas, as appropriate, and compiles/shares results/findings with
leadership to help drive HCO strategy or decisions that affect accomplishment of the IRS mission.
Identifies and analyzes complex legal decisions issued by a variety of sources to include the Federal Labor Relations Agency (FLRA), U.S. Supreme Court, Comptroller General, OPM, Merit Systems Protection Board (MSPB), U.S. Department of Labor, the Office of Government Ethics, and so on, to determine their effect on IRS HR policies.
Prepares and presents clear and concise briefings, briefing papers, talking points, and so on, to keep
leadership, at all levels (including executives), abreast of new, updated, or proposed and updated policy
development and issues involving existing policies. Proactively advises on the potential or actual impact of trends and decisions relating to IRS policies and recommends revisions or other appropriate action to
leadership as appropriate.
Coordinates and/or prepares responses to audit findings/reviews related to assigned policy areas for external agencies such as the Government Accountability Office (GAO), the Treasury Inspector General for Tax Administration (TIGTA) audits/reviews. Coordinates and/or effects any planned corrective actions related to assigned policies, and works collaboratively, if applicable, with OHRO.
This position has career progression. If you are selected at a grade level lower than the full working level, you may be non-competitively promoted as your career progresses. For example, you may be hired as a GS-05, but if the position has career progression to GS-11, then you may move from a GS-05 to a GS-11 in as little as three years.
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RequirementsConditions of Employment

• Telework Eligible Positions: Telework eligible positions do not guarantee telework. Employees must meet and sustain IRS telework eligibility requirements (e.g., reporting at least twice a pay period to your assigned Post of Duty (POD)) and supervisor's approval to participate in the IRS Telework Program. Employees must also be within a 200-mile radius of their official assigned post-of-duty (POD) while in a telework status. As a reminder - If you are selected for a position, you are responsible for reporting to your designated POD (location) on the negotiated start date or as directed by management.
• Must be a U.S. Citizen or National and provide proof of U.S. Citizenship. (Birth certificate showing birth in the U.S; Unexpired U.S. Passport; Certificate of Citizenship or Naturalization; or Report of Birth Abroad of a U.S. Citizen (Form FS-240))
• A 1-year probationary period is required.
• Have your salary sent to a financial institution of your choice by Direct Deposit/Electronic Funds Transfer.
• Undergo a review of prior performance/conduct and an income tax verification. Refer to "Get Your Tax Record" at http://www.irs.gov/(https://www.irs.gov/individuals/get-transcript) to check the status of your account, balance owed, payment history, make a payment, or review answers to tax questions. If you are not in compliance, you will be determined unsuitable for employment with IRS.
• Complete a Declaration for Federal Employment to determine your suitability for Federal employment, at the time requested by the agency.
• If you are a male applicant born after December 31, 1959, certify that you have registered with the Selective Service System or are exempt from having to do so.
• Go through a Personal Identity Verification (PIV) process that requires two forms of identification from the Form I-9. Federal law requires verification of the identity and employment eligibility of all new hires in the U.S. These documents must be unexpired original or certified copies.
• The employment of any candidate, including a current employee or a new hire, selected for this position may be conditional upon classification and/or audit of federal tax returns. This audit may include up to 2 years of returns.
• The employment of any candidate, including a current employee or a new hire, selected for this position will be conditional on obtaining and maintaining a High Risk Security Clearance.
• Obtain and use a Government-issued charge card for business-related travel.

QualificationsFederal experience is not required. The experience may have been gained in the public sector, private sector or 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/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:
SPECIALIZED EXPERIENCE GS-12: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the next lower grade level (GS-11) in the normal progression in the Federal service. Specialized experience for this position includes: Knowledge of Human Resources management principles, concepts, regulations, and practices and a wide range of qualitative and/or quantitative methods to assist in developing and evaluating HR policies or guidance based on law, regulation, guidance, and orders or directives; researching and interpreting policies within one or more HR functional areas (i.e., staffing/ employment, pay administration, leave, hours of duty, work schedules, benefits administration, telework, performance management, employee recognition and awards, restructuring, and labor and employee relations). Experience evaluating the potential or actual impact of trends and decisions relating to Federal or other policies and recommending revisions or actions as appropriate. Knowledge of communication techniques (e.g., formatting, grammar, and punctuation) to prepare and present clear and concise briefings/ briefing papers regarding new, updated, or proposed policy development and issues involving existing policies. Experience with project management including planning, organizing, and developing interventions on significant HR issues and concerns.
SPECIALIZED EXPERIENCE GS-13: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the next lower grade level (GS-12) in the normal progression in the Federal service. Specialized experience for this position includes: Knowledge of, and experience with, advanced Human Resources management principles, concepts, regulations, and practices and a wide range of qualitative and/or quantitative methods related to developing or evaluating HR policies based on law, regulation, guidance, and orders or directives. Experience in one or more HR discipline (i.e., staffing/ employment, pay administration, leave, hours of duty, work schedules, benefits administration, telework, performance management, employee recognition and awards, restructuring, and labor and employee relations) and advising leadership, other human resource point of contacts, and employees regarding authoritative policy interpretations concerning service wide issues; experience evaluating the potential or actual impact of trends and decisions relating to federal or other policies and recommending revisions or actions as appropriate; experience with project management including planning, organizing, and developing solutions to significant HR issues and concerns, and analytical and evaluative skills including gathering and evaluating data and recommending, developing, and implementing solutions. Knowledge of communication techniques (e.g., formatting, grammar, and punctuation) to draft formal policy or guidance and/or proposals such as white papers, PowerPoint briefings, intranet guidance, and other substantive material for use by others; experience presenting findings, delivering briefings, helping others in understanding and accepting findings and recommendations, and negotiating solutions to disputed recommendations.
AND
MEET TIME IN GRADE (TIG) REQUIREMENT: You must meet applicable TIG requirements to be considered eligible. To meet TIG for positions above the GS-05 grade level, you must have served at least one year (52 weeks) at the next lower grade (or equivalent) in the normal line of progression for the position you are applying to. Advancement to positions up to GS-05 is permitted if the position to be filled is no more than two grades above the lowest grade held within the preceding 52 weeks.
AND
TIME AFTER COMPETITIVE APPOINTMENT: 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.
Education
For positions with an education requirement, or if you are qualifying for this position by substituting education or training for experience, submit a copy of your transcripts or equivalent. An official transcript will be required if you are selected.
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 proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. Click here for Foreign Education Credentialing instructions.
Additional information

• We may select from this announcement or any other source to fill one or more vacancies. Additional jobs may be filled.
• The salary range indicated in this announcement reflects the minimum locality pay up to maximum locality pay for all duty locations listed. The range will be adjusted for selected duty location. General Schedule locality pay tables may be found under Salaries & Wages.
• This is a non-bargaining unit position.
• Tour of Duty: Day Shift - Start and stop times between 6:00 a.m. and 6:00 p.m.
• Alternative work schedule, staggered work hours or telework may be available.
• In the event that a building is closed due to rent management, new hires may be placed in a local commuting location.
• The Fair Chance to Compete for Jobs Act prohibits the Department of Treasury and its bureaus from requesting an applicant's criminal history record before that individual receives a conditional offer of employment. In accordance with 5 U.S. Code
• 9202(c) and 5 C.F.R
• 920.201 certain positions are exempt from the provisions of the Fair Chance to Compete Act. Applicants who believe they have been subjected to a violation of the Fair Chance to Compete for Jobs Act, may submit a written complaint to the Department of Treasury by email at, FairChanceAct@treasury.gov. To learn more, please visit our page at: Treasury.gov/fairchanceact.

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