Program Specialist

Full Job Description

This position is a Human Resources Analyst and reports to the Chief Human Capital Officer (OCHCO).

The incumbent is a key advisor to all HR&A leadership on strategic departmental issues facing the VA's recruitment initiatives and is responsible for coordinating with internal and external stakeholders to further VA's mission.

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 03/30/2026.

Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement.

For a GS-15 position you must have served 52 weeks at the GS-14. The grade may have been in any occupation, but must have been held in the Federal service.

An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials.

If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement.

In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade.

Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment.

See the Required Document section below for more information regarding the SF-50s needed to verify time-in-grade.

You may qualify based on your experience as described below: You may qualify based on your experience and/or education as described below: Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade (GS-14) in the normal line of progression for the occupation in the organization.

Examples of specialized experience would typically include, but are not limited to: Examples of specialized experience would typically include but are not limited to: Experience in drafting policies, guidance, and providing oversight and technical assistance in the areas of human capital management and recruitment incentives.

Extensive experience in the development and implementation of recruitment policies, including managing the full lifecycle of incentive programs.

Experience in facilitating and leading working groups, task forces, and ad hoc teams focused on developing and enhancing recruitment and retention programs.

Experience in planning, directing, and coordinating program activities of related to special projects, studies, and audits.

You will be rated on the following Competencies for this position: Conflict Management Influencing/Negotiating Manages Resources Oral Communication Partnering Planning and Evaluating Problem Solving Strategic Thinking Technical Credibility Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social).

Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment.

You will receive credit for all qualifying experience, including volunteer experience.

The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced Federal/VA competitive service employees with selection priority over other candidates for competitive service vacancies.

To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy.

To be found well qualified, applicants must meet one year of the following qualifications: Providing an extensive experience in human capital management, recruitment policy development, and incentive program management.

Recognized for the ability to develop and implement strategic recruitment and retention initiatives that align with organizational goals and enhance workforce effectiveness.

Directing and guiding cross-functional teams and working groups to design and implement innovative solutions that improve hiring outcomes and maximize the efficient use of resources.

Brings a results-driven approach to program oversight, process optimization, and policy development. Managing complex projects, audits, and special studies.

Adept at providing expert technical assistance and recommendations to leadership, ensuring compliance with federal regulations while driving continuous improvement in recruitment and retention strategies.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religions; spiritual; community; student; social).

Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment.

You will receive credit for all qualifying experience, including volunteer experience. Note: A full year of work is considered to be 35-40 hours of work per week.

Part-time experience will be credited on the basis of time actually spent in appropriate activities.

Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment.

Physical Requirements: The employee works primarily in an office setting involving everyday risks or discomforts.

For more information on these qualification standards, please visit the United States Office of Personnel Management's website at http://://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.

Local Commuting Area: The local commuting area for this position is defined as a radius of 50 miles from Washington, DC.

This includes all locations that fall within a 50-mile driving distance from 810 Vermont Ave NW, Washington, DC 20420 . Major Duties:

Duties include but are not limited to: Develops and maintains an effective communication bridge with all VA components to establish a comprehensive plan for recruiting.

Oversees the development and establishment of Strategy Enablers related to VA Recruiting to increase the agency ability to work together and present a unified presence in each of our recruiting markets.

Ensures proper policies are in place and followed to ensure the proper influx of talent into the VA to assist in meeting strength requirements.

Develops, implements, and ensures proper execution of recruiting action plans designed to ensure VA mission accomplishment.

Is responsible for the analysis of mission requirements and the oversight of adjustments in recruitment plans.

The incumbent is responsible for the development and coordination of necessary Courses of Actions and briefs to Senior VA leaders, and other Officials on personnel issues to create a forum for senior level decisions making.

Serves as the advisor to the CHCO on all matters pertaining to the development of recruitment policy and management of programming, budgeting, and execution of incentives and the input to incentive policy.

Others duties may be assigned.