Assistant Human Resources Officer (SSBP) NTE 1 Year

Not to Exceed: This is a Temporary Promotion/Detail Not to Exceed One (1) Year it may be terminated at any time. It may be extended or converted to permanent without further competition. You may be returned at any time to the position from which you were temporarily promoted/detailed or to a different position of equivalent grade and pay. The return is not subject to reduction-in-force (5 CFR part 351) performance-based reduction in grade and removal (5 CFR part 432) adverse (5 CFR part 752) or agency administrative grievance procedures (5 CFR part 771) action.

The Senior Strategic Business Partner (SSBP) analyzes trends and metrics to develop solutions. Provides day-to-day consultation to leadership on a variety of actions to include employee relations issues policy interpretation and application talent management and development and organizational design consultation. Actively participates in annual budget planning/labor forecasting process with business partners. Conducts ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs. This SSBP may be responsible for covering more than one facility with VISN 15.

Duties include but not limited to the following:

• Serve as a key member in various VISN committees and activities working directly with leadership to develop an HR strategy that closely supports and facilitates meeting local organizational goals
• As a member of the facility-level Strategic Planning Committee examines the forecasting data to project managerial strategies organizational processes competencies and human resources interventions necessary to create the required cultures to support new and establish VHA initiatives.
• Supporting leadership and organizational goals which includes but is not limited to: Resource Management Committee; Succession Planning; Emergency Management; Activations Planning; Quality Management; Joint Commission Planning; Workforce Planning; and any others as applicable.
• Directly advises communicates and supports the execution of Human Capital Management (HCM) programs products and services into the organization.
• Leads the succession planning process and coordinates expert services in performing analyses of the workforce to identify succession plan priorities.
• Lead and manage the HR Employee Relations section of the HR Strategic Business unit.
• Analyzes evaluates and develops major aspects of agency-wide labor relations programs that require isolating and defining unknown conditions resolving critical problems and developing new concepts and methodologies.
• Works collaboratively with the all levels of leadership and the Compensation Center of Excellence (CCoE) by establishing strategy for the utilization of Special Salary Rates Nurse Pay Schedules Physician Dentist and Podiatrist Pay Student Loan Repayment Program (SLRP) Education Debt Reduction Program (EDRP) Recruitment Relocation and Retention (3Rs) incentives and any associated facility-wide advisory boards.
• Provides expert management consultative service involving the full spectrum of HR functions (e.g. recruitment and placement employee performance and conduct issues) on highly complex VISN-wide or equivalent issues.
• Provides consultation and advice on ways to address process structure culture and people challenges or opportunities with initiatives that are aligned with the HCM policies and strategies.
• Other duties as assigned.

Work Schedule: Monday - Friday 8:00am - 4:30pm (Negotiable)
Telework: This position may be authorized for ad-hoc telework at the managers discretion.
Virtual: This is not a virtual position.
Position Description/PD#: Assistant Human Resources Officer (SSBP) NTE 1 Year/PD99991S
Relocation/Recruitment Incentives: Not Authorized
Critical Skills Incentive (CSI): Not Approved
Permanent Change of Station (PCS): Not Authorized

• You must be a U.S. Citizen to apply for this job
• To be considered for this position you must complete all required steps in the process. In addition to the application and questionnaire this position requires an online assessment. The online assessment measures critical general competencies required to perform the job.
• Selective Service Registration is required for males born after 12/31/1959
• Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.
• Subject to background/security investigation
• Selected applicants will be required to complete an online onboarding process. Acceptable form(s) of identification will be required to complete pre-employment requirements ( Effective May 7 2025 drivers licenses or state-issued identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment.
• Participation in the seasonal influenza vaccination program is a requirement for all Department of Veterans Affairs Health Care Personnel (HCP)

As a condition of employment for accepting this position you will be required to serve a 1-year probationary period or 2-year trial period during which we will evaluate your fitness and whether your continued employment advances the public determining if your employment advances the public interest we may consider:

• your performance and conduct;
• the needs and interests of the agency;
• whether your continued employment would advance organizational goals of the agency or the Government; and
• whether your continued employment would advance the efficiency of the Federal service.

Upon completion of your probationary period your employment will be terminated unless you receive certification in writing that your continued employment advances the public interest.

To qualify for this position applicants must meet all requirements by the closing date of this announcement 07/15/2026.

Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-14 position you must have served 52 weeks at the GS-13. The grade may have been in any occupation but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year it may not clearly demonstrate you possess one-year time-in-grade as required by the this instance you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment.

You may qualify based on your experience and/or education as described below:

• Basic Requirement: HR Specialist GS-0201 series is presumed met if found qualified at the GSlevel and above.

To qualify for this position at the GS-14 level you must meet one of the following listed Criteria:

Criteria 1: Graduate Degree and Specialized Experience: Successful completion of a graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-12 grade level. Such experience may be gained in administrative professional technical or other responsible work positions in the public (i.e. Government or military) or private sector. Qualifying specialized experience includes:

• Serving as advisor and consultant to executive leadership
• Formulating and implementing human resources polices involving at least one core human resources function (i.e. recruitment staffing and placement position management manpower classification pay administration employee and labor relations employee training and development)
• Providing advice/guidance to management/supervisors on human resource management principles techniques and acceptable practices as well as technical advice on propriety of statutory regulatory and procedural requirements
• Collaborating with facility executives and VISN leadership to execute and align human capital goals and priorities
• Supporting VA leadership by participating in organizational goals such as Resource Management Services Succession Planning Emergency Management Diversity and Inclusion Activations Planning etc.
• Advising leadership and provides responses to proposed legislation policies and standards of higher authority regarding human resources issues to include requests from members of Congress the Office of Management and Budget (OMB) and the Office of Personnel Management (OPM)
• Providing analysis and recommendations to senior management officials on various Human Resources programs and issues
• Working knowledge of recruitment/placement rules and regulations employee and labor relations and succession planning and performs internal management of HR staff
• Applying consensus building negotiation coalition building and conflict resolution techniques sufficient to establish and maintain effective relationships and to interact appropriately in highly charged emotional situations for the purpose of influencing managers or other officials to accept and implement findings and recommendations for justifying and resolving matters involving significant or controversial issues. OR

Criteria 2: Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-13 grade level in federal service that demonstrates HR management knowledge concepts and principles and the performance of work in one or more of the HR specialty areas. Such experience may be gained in administrative professional technical or other responsible work positions in the public (i.e. Government or military) or private sector. Qualifying specialized experience includes:

• Serving as advisor and consultant to executive leadership
• Formulating and implementing human resources polices involving at least one core human resources function (i.e. recruitment staffing and placement position management manpower classification pay administration employee and labor relations employee training and development)
• Providing advice/guidance to management/supervisors on human resource management principles techniques and acceptable practices as well as technical advice on propriety of statutory regulatory and procedural requirements
• Collaborating with facility executives and VISN leadership to execute and align human capital goals and priorities
• Supporting VA leadership by participating in organizational goals such as Resource Management Services Succession Planning Emergency Management Diversity and Inclusion Activations Planning etc.
• Advising leadership and provides responses to proposed legislation policies and standards of higher authority regarding human resources issues to include requests from members of Congress the Office of Management and Budget (OMB) and the Office of Personnel Management (OPM)
• Providing analysis and recommendations to senior management officials on various Human Resources programs and issues
• Working knowledge of recruitment/placement rules and regulations employee and labor relations and succession planning and performs internal management of HR staff
• Applying consensus building negotiation coalition building and conflict resolution techniques sufficient to establish and maintain effective relationships and to interact appropriately in highly charged emotional situations for the purpose of influencing managers or other officials to accept and implement findings and recommendations for justifying and resolving matters involving significant or controversial issues.

Reference: For more information on this qualification standard please visit

Required Experience:

Unclear Seniority