Supervisory Human Resources Specialist (Chief, Human Resources Policy, Quality, & Compliance)

Bureau of Prisons/Federal Prison System•Washington, DC

10d•Onsite

About The Position

The Chief, Human Resource (HR) Policy, Quality & Compliance provides executive leadership and national oversight of two complementary program areas: the HR Quality Control team and the HR Policy & Compliance team. The Quality Control team conducts Bureau-wide audits, quality reviews, program evaluations, internal control assessments, and compliance measurement. The Policy & Compliance team develops HR policy, interprets regulatory requirements, administers compliance actions, maintains internal controls, and implements corrective actions based on quality evaluation findings. The Chief ensures the teams work in an integrated manner, translating empirical evaluation findings from Management and Program Analysts into HR policy, procedural guidance, corrective action plans, and sustained compliance activities carried out by HR Specialist staff. The position provides authoritative leadership to ensure Bureau HR policy remains current, legally sufficient, operationally feasible, and consistently applied across institutions, Regional Offices, and the Central Office. Duty locations include the Central Office in Washington, D.C.; the Grand Prairie Office Complex in Grand Prairie, Texas; and FCI Leavenworth, Kansas. The representative pay rate is $138,356 per annum ($66.29 per hour), based on Rest of the U.S. rates and subject to change depending on position location. The role requires a one-year probationary period upon initial appointment to a supervisory or managerial position, and the incumbent may be relocated geographically to meet agency needs. Appointment is subject to satisfactory completion of a urinalysis, physical, and background investigation; applicants are also subject to NCIC and credit checks. U.S. citizenship is required.

Requirements

U.S. citizenship is required.
At least one year of specialized experience equivalent in difficulty and complexity to the next lower grade level.
Specialized experience must be in or related to the position and must equip the applicant to perform its duties successfully.
Qualifying experience may include directing research, drafting, and publication of policy guidance aligned with federal statutes, OPM regulations, and Department-level directives.
Qualifying experience may include advising executive leadership and agency officials on complex HR policy, compliance, and regulatory matters.
Qualifying experience may include overseeing and providing guidance on audits of HR operations, including staffing, classification, pay administration, and benefits.
There is no substitution of education for specialized experience.
Applicants must document actual time spent in activities, such as hours worked per week, for experience to receive proper credit.
Initial appointment to a supervisory or managerial position requires a one-year probationary period.
The incumbent is subject to geographic relocation to meet agency needs.
Appointment is subject to satisfactory completion of a urinalysis, physical, and background investigation; applicants are also subject to NCIC and credit checks.
Applicants must provide a primary residence address at the time of application and may be required to provide proof of residence.
For eligibility for secondary law-enforcement coverage, applicants must have three years of qualifying primary law-enforcement coverage by the vacancy closing date; those without it may still be considered for a non-law-enforcement position.
Current Federal Law Enforcement Employees selected for the secondary law-enforcement position who have not completed Introduction to Correctional Techniques (ICT) Phase I and II must complete those courses after entering the position.
Candidates should be committed to improving government efficiency, the ideals of the American republic, the rule of law, and the United States Constitution.

Responsibilities

Provide executive leadership and national oversight of the HR Quality Control and HR Policy & Compliance teams.
Oversee Bureau-wide HR audits, quality reviews, program evaluations, internal control assessments, and compliance measurement.
Lead development of HR policy, interpretation of regulatory requirements, administration of compliance actions, maintenance of internal controls, and implementation of corrective actions.
Integrate evaluation findings into HR policy, procedural guidance, corrective action plans, and sustained compliance activities.
Ensure Bureau HR policy is current, legally sufficient, operationally feasible, and consistently applied across institutions, Regional Offices, and the Central Office.
Provide direction on researching, drafting, and publishing policy guidance aligned with federal statutes, OPM regulations, and Department-level directives.
Advise executive leadership and agency officials on complex HR policy, compliance, and regulatory matters.
Oversee and provide guidance on audits of HR operations, including staffing, classification, pay administration, and benefits.