About this role
Job Summary
As the Manager for Compensation, Payroll, and Awards in the Office of Management, Office of Human Capital, you will lead the Compensation, Payroll, and Awards teams; oversee compensation, payroll, and employee recognition programs; develop and interpret policy; advise senior management on compensation and awards matters; resolve complex issues; and supervise staff and program resources.
Qualifications
You must meet the following requirements within 30 calendar days after the closing date of this announcement: To qualify for the NB-VI.2 level, you must have one year of specialized experience equivalent to the NB-V or GS-13 level. Examples of qualifying specialized experience include: Applying compensation policies and procedures to situations involving pay setting, merit pay, locality pay, special salary rates, premium pay, or other compensation authorities; Resolving payroll or pay administration issues involving pay discrepancies, retroactive pay actions, overpayments, leave and pay interactions, or payroll system processing problems; and Leading compensation, payroll, or awards program work in accordance with established policies and procedures.
The experience may have been gained in the public sector, private sector, or through volunteer service. One year of experience refers to full-time work; part-time work is considered on a prorated basis. To receive any credit for your work experience, please indicate dates of employment by month/year, and indicate the number of hours worked per week, on your resume.
Major Duties
- As a Supervisory Human Resources Specialist, you will: Provide leadership and technical expertise in the development, update, and administration of OCC compensation, payroll, and employee recognition programs.
- Advise senior management and staff on pay setting, pay determination, job evaluation, payroll, benefits-related issues, and employee engagement and incentive matters.
- Work with the Director for Compensation and Benefits and other analysts to develop compensation and benefits strategy and annual and long-term compensation, payroll, and employee recognition initiatives.
- Lead salary planning, conduct analyses of compensation and employee recognition programs, support the FIRREA Salary Survey, analyze market data, and prepare cost impact analyses and recommendations.
- Review and recommend actions on position evaluation issues; provide guidance and training on compensation, payroll, and awards policy; develop reports; and support process improvements and program implementation.
- As an FLRA supervisor, lead and develop staff, monitor assignments, assess training and developmental needs, provide input to performance evaluations, and recommend personnel actions.
Requirements
This position requires that the successful candidate undergo personnel vetting, which includes a background investigation and enrollment upon onboarding into "Continuous Vetting." Enrollment in Continuous Vetting will result in automated record checks being conducted throughout one's employment with Treasury. The successful candidate will also be enrolled into FBI's Rap Back service, which will allow Treasury to receive notification from the FBI of criminal matters (e.g., arrests, charges, convictions) involving enrolled individuals in near real-time.
There are three key documents that contain important information about your rights and obligations. Please read and retain these documents: Noncriminal Justice Applicant's Privacy Rights, for those who undergo an FBI fingerprint-based criminal history record check for personnel vetting, which includes Rap Back, FD-258 Privacy Act Statement - FBI (this is the same statement used when your fingerprints are submitted as part of your background investigation), and SEAD-3-Reporting-U.pdf (dni.gov), (applicable to those who hold a sensitive position or have eligibility for access to classified information).
Complete a one-year probationary period (unless already completed). Complete a one-year supervisory or managerial probationary period (unless already completed). Complete a background investigation (unless already completed). Complete a Declaration for Federal Employment to determine your suitability for Federal employment. Have your salary sent to a financial institution of your choice by Direct Deposit/Electronic Funds Transfer. 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. Travel occasionally to attend conferences and/or training. Obtain and use a Government-issued charge card for business-related travel. File an OCC Financial Disclosure Form. Complete a financial disclosure review and resolve any ethics issues. Click here for important information about OCC ethics standards, such as the requirement that new hires divest their bank securities.