Summary 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. Responsibilities This position is in the Division of Human Resources Information Systems within the Office of Human Resources (OHR), OASAM. The employee serves as a Branch Chief responsible for performing duties that include, but are not limited to, the following: Direct Department-wide Human Resources Information Systems (HRIS) programs and operations to ensure effective delivery of HR, payroll, time and attendance, talent acquisition, electronic personnel records, reporting, and related human capital technology services. Manage HRIS contracts, budgets, interagency agreements, service level agreements, and vendor relationships to ensure compliance, fiscal accountability, and successful system performance. Develop and implement HRIS policies, procedures, governance frameworks, change management strategies, and training programs to support organizational objectives and regulatory compliance. Lead enterprise HR automation initiatives and system modernization efforts to improve operational efficiency, data integrity, customer service, and mission effectiveness across the Department. Analyze and evaluate HRIS functionality, system enhancements, security requirements, emerging technologies, and business processes to recommend and implement innovative automation solutions and continuous process improvements. Oversee the development, testing, implementation, and maintenance of HRIS functional requirements, system configurations, and data management controls to ensure accurate, reliable, and high-quality HR information. Represent the organization with internal and external stakeholders, including Department leadership, OPM, shared service providers, vendors, and partner agencies to resolve issues, coordinate initiatives, and advance HR technology objectives. Supervise and mentor federal employees and contract staff to establish priorities, manage performance, develop workforce capabilities, and ensure the successful execution of HRIS programs and projects. Requirements Conditions of Employment Qualifications Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-14, 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. To qualify for this GS-201-15 position, applicants must meet ALL of the following: Experience overseeing HR, payroll, time and attendance, talent acquisition, official personnel folders, and other integrated HR information systems to ensure efficient operations, data integrity, and compliance with organizational policies and regulatory requirements. Experience collaborating with HR Shared Services Providers and vendors supporting HR, payroll, time and attendance, official personnel folders, and talent acquisition application suites to maintain system performance, resolve operational issues, and support service delivery objectives. Experience providing leadership and guidance to stakeholders and technical teams to identify, research, and implement effective solutions for resolving HR issues related to HR, payroll, time and attendance, talent acquisition, official personnel folders, and other integrated HR information systems. Experience analyzing automated HR information system functionality, security, system changes, and emerging technologies to develop sound justifications, recommendations, risk assessments, and impact analyses supporting the implementation, enhancement, and operation of HR information systems. Education Additional Information The mission of the DOL is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. For more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES, Telework Position Information As a condition of employment, all personnel must undergo a background investigation: BACKGROUND INVESTIGATION Section 2638.103 of Title 5 of the CFR: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interests and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). If selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) annually to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. Based on agency needs, additional positions may be filled using this vacancy. The DOL may use certain incentives and hiring flexibilities. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. All DOL employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA and appropriate supporting documentation must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. Please review Procedures for Requesting a Reasonable Accommodation for Online Assessments.
