Human Resources Specialist (Payroll)

The incumbent serves as a Senior Specialist with responsibility for developing, administering, coordinating, and overseeing the full range of payroll duties and key office programs. This includes responsibility for the accuracy and timeliness of the agency's pay and leave accounts. The incumbent will perform the following duties: Serves as expert consultant and advisor in interpreting and applying laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees on the full range of pay administration policies, principles, and practices.

Serves as subject matter expert for payroll operations, leave, benefit, and financial functional areas; responsible for troubleshooting problems, training employees, program development, coordination, and support for special projects. Serves as the subject matter expert in reviewing automated systems output, initiate recommendations for resolution of pay/leave problems and if changes need to be made in the automated payroll/personnel system. Actively participates in the agency debt collection program as it pertains to the recovery of over payments of salary, veteran's benefits, and other debts due to the US Government.

Responsible for the agency leave donation and leave sharing programs. Research, interpret and apply laws, policies, regulations and procedures associated with payroll delivery systems. Determine the impact on current pay processing procedures, when there are changes in laws and regulations.

Serves as the principle point of contact for the Commission's human resources shared service provider involving the interagency agreement. Provide leadership, guidance and technical direction to Human Resource Specialists/Assistants who perform pay account maintenance in an automated payroll/personnel system and subsystem, pay plans, pay/leave categories, appointments, employment situations, and unique items. Performs leave audits of employees when requested by management.

Responds to inquiries regarding payroll, performing research as appropriate to answer inquiries. Reviews leave and payroll policies and procedures, coordinating with stakeholders, and submitting needed updates. Examines personnel actions, pay changes and employee requests and makes appropriate changes to master records.

Responsible for providing initial and periodic refresher training to employees who have been assigned certifier and timekeeping duties. Provides technical assistance on pay and leave matters to unit timekeepers, supervisors, other management and employees. Audits leave of incoming and separating employees to validate leave transfers, advanced leave, leave payments, and leave debts.

Works with separating employees to address leave-based debts. Reviews authorization documents and codes the appropriate data for input to properly update each employee's master record.

There is no education substitute at this level.

Once the announcement has closed, your resume and supporting documentation will be used to determine if you meet the qualifications listed on this announcement. If you are found qualified, your resume and supporting documentation will be compared to your responses on the assessment questionnaire to determine your level of experience. If you rate yourself higher than is supported by your application package, you may be excluded from consideration for this position.

If you are found to be among the top qualified candidates, you will be referred to the selecting official for employment consideration.

Your qualifications will be evaluated on the following competencies (knowledge, skills, abilities and other characteristics): Attention to Detail, Compensation, Customer Service, Partnering, Planning and Evaluating, and Technical Competence

Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, you must be a preference eligible or a Veteran separated after 3 years or more of continuous active service performed under honorable conditions. 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 Career Transition Assistance Program (CTAP) or Interagency Career Transition Assistance Program (ICTAP) eligibility criteria; (2) be rated well-qualified for the position with a score of 87 or above; and, (3) submit the appropriate documentation to support your CTAP or ICTAP eligibility.

For more information visit: ICTAP/CTAP Non-competitive Appointment Authorities: For more information on non-competitive appointment authority eligibility requirements: - Persons with Disabilities-Schedule A - Special Hiring Authorities for Veterans - Special Hiring Authority for Certain Military Spouses - Other Special Appointment Authorities

To apply for this position, you must complete the online application and submit the documentation specified in the Required Documents section above. A complete application package must be submitted by 11:59 PM (EST) on the closing date of the announcement to receive consideration. To begin, click Apply to access the online application.

You will need to be logged into your USAJOBS account to apply. If you do not have a USAJOBS account, you will need to create one before beginning the application.

Follow the prompts to select your rsum and/or other supporting documents to be included with your application package.

You will have the opportunity to upload additional documents to include in your application before it is submitted.

Your uploaded documents may take several hours to clear the virus scan process.

After acknowledging you have reviewed your application package, complete the Include Personal Information section as you deem appropriate and click to continue with the application process.

You will be taken to the online application which you must complete in order to apply for the position.

Complete the online application, verify the required documentation is included with your application package, and submit the application. To verify the status of your application, log into your USAJOBS account (https://my.usajobs.gov/Account/Login), all of your applications will appear on the Welcome screen. The Application Status will appear along with the date your application was last updated.

For information on what each Application Status means, visit: https://www.usajobs.gov/Help/how-to/application/status/. To preview the Assessment Questionnaire, click https://apply.usastaffing.gov/ViewQuestionnaire/12875012.

To apply for this position, you must submit a complete application package which includes: 1.

Your resume showing work schedule, hours worked per week, dates of employment and duties performed.

1. Other supporting documents: - Cover Letter, optional - College transcript(s), if qualifying based on education - Most recent SF-50, "Notification of Personnel Action" showing you are/were in the competitive service and the highest grade or promotion potential held (if applying as a status candidate with current or former Federal Service) - Most recent Performance Appraisal, if applicable - DD-214, SF-15 Form and VA letter, or certification of expected discharge or release from active duty from Veterans for consideration under Veteran hiring authorities - Noncompetitive appointment authority documentation, if applicable - Career Transition Assistance Program/Interagency Career Transition Assistance Program Documentation, if applicable (e.g. Certification of Expected Separation, Reduction-In-Force Separation Notice, or Notice of Proposed Removal; SF-50 that documents the RIF separation action; and most recent performance appraisal.) FEDERAL APPLICANTS: You must submit SF-50(s) that verify your highest competitive grade, full performance level, and eligibility as a federal applicant.

DO NOT submit an award SF-50 as these often do not verify grade or eligibility. For consideration for a promotion, Box 4 of the SF-50 must show a date that is at least 52 weeks prior to the job announcement closing. We recommend submitting your last promotion SF-50 or within-grade increase SF-50.

Pay adjustment raise SF-50s for the current year will not support the 52 weeks' time-in-grade requirements. https://www.usajobs.gov/Help/working-in-government/service/SF-50/