Assistant Human Resource Officer (Senior Strategic Business Partner (SSBP))

Assistant Human Resource Officer (Senior Strategic Business Partner (SSBP))

Department: Department of Veterans Affairs

Location(s): Amarillo, Texas

Salary Range: $125776 - $163514 Per Year

Job Summary: This position will serve as the Senior Strategic Business Partner (SSBP) for the Amarillo VA Health Care System, located in Amarillo, Texas. The SSBP reports directly to the VISN Chief Human Resources Officer. This is a Temporary Promotion/Detail Not to Exceed One Year but may be extended up to a total of 5 years, it may be terminated at any time. It may be extended or converted to permanent without further competition.

Major Duties:

• Duties include, but are not limited to:Technical Consultation, Advisory and Program Management Serving as a key member in various VISN committees and activities working directly with leadership to develop an HR strategy that closely supports and facilitates meeting local organizational goals. Examining the forecasting data to project managerial strategies, organizational processes, competencies, and human resources interventions necessary to create the required cultures to support new and establish VHA initiatives. Supporting leadership and organizational goals, which includes, but is not limited to: Resource Management Committee; Succession Planning; Emergency Management; Diversity and Inclusion; Activations Planning; Quality Management; Joint Commission Planning;Workforce Planning; and any others as applicable. Advising leadership and providing responses to proposed legislation, policies, and standards of higher authority regardinghuman resources issues. Developing, communicating, and coordinating HR strategies, policies, and initiatives with the units and corporate organizations. Leading the succession planning process and coordinating expert services in performing analyses of the workforce to identify succession plan priorities Leading and managing the HR Employee Relations section of the HR Strategic Business unit. Establishing trust and creditability with leaders and acting as a valuable sounding board on organizational and talent issues. Proactively providing guidance and advice to mangers and leaders on employee engagement. Ensuring leaders and managers assess results and build comprehensive action plans from employee performance appraisals, proficiencies, competencies and all employee surveys. Collaboratively driving complex employee relations issues for field-based employees such as employee complaints, harassment allegations, and work performance issues while ensuring legal compliance, leveraging employee abilities and managing risks. Assisting with local fact finding and investigations. Conducting exit interview, analyzing trends in turnover, separations and grievances to determine support or actions needed to adjust unfavorable trends. Working with leadership, staff and operational officials, employee groups, etc., to develop and explore labor relations alternatives to improve policies, techniques, and procedures. Working collaboratively with the all levels of leadership and the Compensation Center of Excellence (CCoE), by establishing strategy for the utilization of Special Salary Rates, Nurse Pay Schedules, Physician, Dentist, and Podiatrist Pay, Student Loan Repayment Program (SLRP), Education Debt Reduction Program (EDRP), Recruitment, Relocation, and Retention (3Rs) incentives, and any associated facility-wide advisory boards. Reviewing and consulting with the CCOE on valid wage evaluations, ensuring the integrity of comparable data from reliable sources are utilized as evidentiary support of establishment/update/continuance of compensation considerations. Leading matrixed teams in conducting special projects or studies of considerable scope and depth. Sustaining current workforce by providing subject matter expert services to resolve issues. Acting as an interpretive conduit for programmatic changes to better meet the needs of the organization and its people. Presenting, explaining and defending controversial policies to persuade organizational leaders with widely differing goals and interests to follow a recommended course of action consistent with established policies, objectives, and regulations. Supervisory Duties Recruiting and hiring subordinate staff members in line with merit staffing procedures and equal employment opportunity guidelines. Supervising a minimum of three full performance level GS-0201-12 HR Specialists and administrative staff as deemed necessary. This is subject to change under future phases. Planning and establishing work schedules, hours of duty, etc. Reviewing completed work of the staff and providing feedback to encourage top performance to enhance an atmosphere of teamwork in the office. Approving expenses such as overtime and employee travel. Evaluating the work performance of subordinate staff members and recommending appropriate awards to enhance effective performance or acting to deal with inadequate performance, through counseling, training, coaching and other means. Incumbent may be responsible for covering more than one facility within their VISN. Work Schedule: Monday through Friday, 8:00am to 4:30pm CST Telework: Available on Ad-Hoc basis only Virtual: This is not a virtual position. Position Description/PD#: Assistant Human Resource Officer (Senior Strategic Business Partner (SSBP))/PD99991-A Relocation/Recruitment Incentives: NOT Authorized Critical Skills Incentive (CSI): NOT Authorized Permanent Change of Station (PCS): NOT Authorized

Qualifications: To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 05/08/2026. 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-14 position you must have served 52 weeks at the GS-13. 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. You may qualify based on your experience as described below: Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-13 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: providing advice and guidance to all supervisory levels on human resources management principles, techniques and acceptable practices; directing, overseeing and coordinating work projects and action items timely; providing advice to management on the interpretation and implementation of union agreement; providing staff assistance in analyzing personnel problems and exploring possible solutions; utilizing subordinate supervisors to direct, oversee, and coordinate work related to the range of functions within human resources and evaluating subordinate supervisors and advising on the most appropriate action to take that will most effectively assist management in accomplishing objectives. You will be rated on the following Competencies for this position: Personnel and Human Resources Planning and Evaluating Technical Competence Organizational Stewardship Critical Thinking Interpersonal Effectiveness 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 work is sedentary. Some work may require movement between offices, hospitals, warehouses, and similar areas for meetings and to conduct work. Work may also require walking/standing, in conjunctions with travel to and attendance at meetings and/or conferences away from the work site. Incumbent may carry and lift light items weighing less than 15 pounds. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.

How to Apply: All applicants are encouraged to apply online. To apply for this position, you must complete the questionnaire and submit the documentation specified in the Required Documents section below. The complete application package must be submitted by 11:59 PM (ET) on 05/08/2026 to receive consideration. To preview the questionnaire click https://apply.usastaffing.gov/ViewQuestionnaire/12953322. To begin, click Apply Online to create a USA JOBS account or log in to your existing account. Follow the prompts to select your USA JOBS resume and/or other supporting documents and complete the occupational questionnaire. Click Submit My Answers to submit your application package. NOTE: It is your responsibility to ensure your responses and appropriate documentation is submitted prior to the closing date. Beginning September 27, 2025, Federal agencies will only accept resumes up to two pages in length to comply with the Merit Hiring Plan. Resumes longer than two pages will result in ineligibility for further consideration for the position. USAJOBS will not allow you to upload or build resumes longer than two pages, and you will need to update the resumes in your profile before applying for a job. Resumes should include information relevant to the knowledge, skills, abilities, and competencies of the position to which you are applying. VA is unable to make assumptions about qualifications if not clearly listed. Resumes must be legible so they can be reviewed for eligibility, minimum qualifications and other position requirements listed in the job announcement. Your resume must be 5MB or less. We recommend saving and uploading your resume as a PDF to maintain formatting and number of pages. We also accept GIF, JPG, JPEG, PNG, RTF, TXT, PDF, ODT or Word (DOC or DOCX). We do not accept PDF portfolio files. We recommend using a sans-serif font size like Lato, if available. Other widely available options are Calibri, Helvetica, Arial, Verdana, Open San Source Sans Pro, Roboto or Noro Sans. Make your page margins 0.5 inches. Consider using 14-point size font for titles and 10-point for the main text in your resume. The resume builder can help you create a resume using these recommendations and uses the information in your USAJOBS profile to help you get started. Helpful Hints for Creating a Two-Page Resume: Prioritize most relevant and recent experience Use concise, results focused language Align language from the job announcement Focus on demonstrating skills and competencies Remove outdated or unrelated experience Use the USAJOBS resume builder Additional guidance on this new requirement and resume building tools can be found at: https://help.usajobs.gov/faq/application/documents/resume/page-limit https://www.opm.gov/policy-data-oversight/hiring-information/merit-hiring-plan-resources/applicant-guidance-on-the-two-page-resume-limit/ 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 well-qualified: applicants must possess experience that exceeds the minimum qualifications of the position including all selective factors, and who are proficient in most of the required competencies of the job. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. During the application process you may have an option to opt-in to make your resume available to hiring managers in the agency who have similar positions. Opting in does not impact your application for this announcement, nor does it guarantee further consideration for additional positions.

Application Deadline: 2026-05-08