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Summary This position is located in the Assistant Secretary Indian Affairs, Deputy Assistant Secretary Management, Office of Human Capital Management. The incumbent will oversee policy and compliance functions for all HR programs under Title-5 all Bureaus under Indian Affairs conducting recruitment, placement, classification, security, and performance management. Indian Affairs has determined that this position and the duties are eligible and approved for remote work and telework. Responsibilities Develops and implements methods of evaluating human capital management strategies, policies, programs, and activities to identify, monitor, and implement process improvements and ensure adherence to and compliance with OPM and Department policies. Provides policy advice and guidance in HR functional areas, including recruitment and staffing, classification, compensation, human resources systems, records management, work-life programs, and workforce development. Monitors and implements policy and process changes to ensure consistency across Bureau Human Resources offices. Leads a variety of human capital evaluations, program reviews, and audits to identify opportunities to improve effectiveness and efficiency. Develops and implements policies in response to emerging and/or changing issues affecting programs bureau-wide through analyzing legislation. Develops and implements Indian Affairs specific policies based on guidance from OPM and the Department of the Interior. Serving on work groups, task forces, and expert boards for special projects or initiatives. Requirements Conditions of Employment Qualifications GS-15: To qualify for the GS-15 grade level, you must have at least one year of specialized experience equivalent to the GS-14 grade level. This experience should include: 1) Serving as the Supervisory HR Specialist by providing guidance on HR matters; 2) Responding to routine HR inquiry actions; ensuring compliance with applicable laws, regulations, and policies, and consistency with merit system principles; 3) Communicating changes to HR procedures and policies; 4) Providing ongoing HR services to managers and employees including initiating, tracking, and following up on cases and actions to ensure timely completion and regulatory compliance; and 5) Resolving recurring case specific problems or issues independently when applicable guidelines are available. All qualification requirements must be met by the closing date of this announcement. Merit Promotion candidates must also meet time-in-grade requirements by the announcement closing date. Education Additional Information All new hires earn the beginning salary of their pay grade (Step 1). See 2024 Salary Tables and select the pay chart for Albuquerque, New Mexico and Washington, District of Columbia. If no specific chart is listed for this geographic location, see the "rest of U.S." chart. Career Transition Assistance Programs: These programs apply to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: (1) meet CTAP or ICTAP eligibility criteria; (2) be rated well-qualified for the position with a score of 86 or above; and, (3) submit the appropriate documentation to support your CTAP or ICTAP eligibility. For more information visit: http://www.opm.gov/rif/employee_guides/career_transition.asp . LAND MANAGEMENT WORKFORCE FLEXIBILITY ACT: If applying under the Land Management Workforce Flexibility Act, you must provide documentation to support your eligibility (SF-50) and performance (references and/or performance appraisal). Under the Land Management Workforce Flexibility Act (LMWFA) two groups of individuals are eligible to apply under this announcement: current and/or former employees serving or who have served under time-limited competitive appointments at land management agencies. Land Management Agencies include: Bureau of Indian Affairs, Bureau of Land Management, Bureau of Reclamation, U.S. Fish and Wildlife Service, National Park Service, and U.S. Forest Service. Current appointees: 1) must have been hired under competitive examining procedures to a time limited appointment with a land management agency; 2) must have served under one or more time limited appointment(s) by a land management agency for a period totaling more than 24 months without a break in service of 2 or more years; AND 3) must have performed at an acceptable level during each period of service. Former appointees: 1) must have been hired under competitive examining procedures to a time limited appointment with a land management agency; 2) must have served under one or more time limited appointment(s) by a land management agency for a period totaling more than 24 months without a break in service of 2 or more years; 3) must have separated for reasons other than misconduct or performance; AND 4) must have performed at an acceptable level through the service period. Former Federal Employees are required to indicate whether they received a Voluntary Separation Incentive Payment (VSIP) buyout in their previous employment with the Federal government, and are required to submit a copy of the applicable Notification of Personnel Action (SF-50) regarding the VSIP. Most individuals who accept reemployment with the Federal government within 5 years of receiving the VSIP amount, must repay the gross amount of the separation pay prior to reemployment.