Human Resources Specialist (Employee Benefits / Workers Compensation)

Food Safety and Inspection Service•Minneapolis, MN

13d

About The Position

The HR Specialist (Employee Benefits / Workers Compensation) manages and helps reduce workers’ compensation for the USDA Food Safety and Inspection Service (FSIS), supporting the agency responsible for ensuring the safety of meat, poultry, and processed eggs. The position provides technical expertise, case management, and advisory services to support the effectiveness of the FSIS Workers’ Compensation Program in the Worklife Services Branch of the Human Resources Business Systems Division. The specialist develops and maintains the Workers’ Compensation Program in compliance with federal and agency policies, advises employees and managers on claims, coordinates injury investigations and claim documentation, and supports rehabilitation and return-to-work efforts. The role also reviews program costs, provides training, and promotes compliance with Equal Employment Opportunity and civil rights policies. The position may be filled at the GS-9, GS-11, or GS-12 level. Qualification may be based on specialized experience, graduate education, or a combination of education and experience, depending on grade. Applicants must meet applicable eligibility requirements, including U.S. citizenship or nationality and any time-in-grade requirements. Federal employment is subject to satisfactory background adjudication and other stated conditions.

Requirements

U.S. citizen or U.S. national.
Males born after December 31, 1959, must be registered with Selective Service or exempt.
Must satisfactorily complete applicable background investigation and/or fingerprint check.
May be required to complete a probationary or trial period unless previously served.
Must use direct deposit for federal payments.
Must pass E-Verify employment verification.
Applicants must meet qualifications and eligibility requirements by the announcement closing date, including applicable time-in-grade requirements.
For GS-9, requires 52 weeks or more of specialized experience at the GS-7 level involving HR systems, basic workers’ compensation claim guidance, and maintaining accurate data tracking systems; qualifying graduate education or a combination of education and experience may substitute.
For GS-11, requires 52 weeks or more of specialized experience at the GS-9 level involving HR systems, researching workers’ compensation regulations and policies, assisting with claim procedures and processing, and communicating claim information; qualifying graduate education or a combination of education and experience may substitute.
For GS-12, requires 52 weeks or more of specialized experience at the GS-11 level involving ECOMP claims processing, analysis of complex workers’ compensation rules, claim guidance and counseling, policy advice, end-to-end claim management, and oral briefings or training.
Education used to qualify must be from an accredited institution; relevant transcripts are required, and foreign education must be documented as equivalent to U.S. education standards.

Responsibilities

Develop and maintain an effective Workers’ Compensation Program integrated with agency-wide initiatives and compliant with federal and agency policies.
Research, interpret, and apply workers’ compensation regulations and policies, and disseminate new or revised procedures and information to staff and management.
Provide technical advice and assistance to HR staff, supervisors, and managers regarding complex or controversial workers’ compensation claims and inquiries.
Coordinate and conduct investigations of employee injuries, establish factual records, and prepare documentation for claims processing and challenges.
Present relevant information and evidence to the Department of Labor to challenge claims, including potential fraud or invalid claims.
Analyze compensation cases and periodic rolls to identify employees with a reasonable probability of returning to work, and coordinate rehabilitation or return-to-work efforts.
Work with HR specialists and management to identify or modify positions and provide reasonable accommodations for employees with medical restrictions.
Audit and analyze quarterly and annual workers’ compensation costs and charge-back billings, identify errors, and recommend corrective actions.
Promote and adhere to Equal Employment Opportunity and civil rights policies in communications and program activities.
Deliver training, workshops, and informational sessions to employees and managers on workers’ compensation policies, procedures, and developments.