Human Resources Specialist (Processing)

The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance.

**Qualifications:**
You must meet the Specialized Experience to qualify for Human Resources Specialist (Processing), as described below. For GS-201-13: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-12, in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Candidates must meet 2 out of 3 examples of the specialized experience identified below: Experience providing authoritative guidance in personnel action processing, pay and compensation by applying knowledge of HR systems, Federal HR laws, OPM and agency guidelines to ensure accuracy, regulatory compliance, and data integrity. This includes reviewing and validating data, identifying and resolving complex processing and compensation issues. Experience delivering training, coaching, and technical instruction to agency organizations and junior level employees on personnel action processing, and pay and compensation. This includes preparing clear written material (e.g., job aids, guides, reports), communicating with diverse stakeholders, presenting program information, and collaborating to address customer needs and improve HR service delivery. Experience in pay setting for a variety of Federal personnel actions (e.g., promotions, accessions, change to lower grade, etc.) and issues such as special salary rates, pay limitations, premium and overtime pay, back pay and other special payments. This includes applying the full range of pay setting policies, principles, and practices to achieve correct processing results and compliance with Federal HR rules and regulations.