Supervisory HR Specialist (Compensation)
US Government Other Agencies and Independent Organizations
 Washington, DC
  • Duties

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Duties

Summary

This position is located in the Consumer Financial Protection Bureau, Office of Human Capital.

OHC serves as a strategic partner with CFPB Directorates and Offices providing seamless support and guidance in all human capital operational, planning and development activities.

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Responsibilities

As a Supervisory HR Specialist, you will:

  • Serve as the recognized agency expert and principal advisor on laws and regulations regarding compensation programs. Analyze and evaluate compensation strategies, initiatives and approaches. Advise management on solutions to complex compensation challenges; and supports management's initiatives in delivering an effective compensation program for CFPB. Ensure program complies with applicable laws and regulations.
  • Provide direction, lead efforts and establishe procedures and policies related to the development and/or modification of compensation programs to promote pay equity and align with leading practice. Leverage pay flexibilities available to CFPB and maintain CFPB compliance with all applicable laws and federal regulations. This may include review and/or modification of policies and practices for setting and maintaining fair and equitable pay.
  • Work closely with other OHC programs as well as leaders and managers across CFPB to ensure that the compensation program, policies, and practices align with and promote mission needs and help the Bureau attract and retain high quality talent.
  • Employ information gained from compensation program projects and studies led by subordinate staff to make recommendations and decisions and to draft policy guidance that significantly influence important CFPB pay administration.

Travel Required

Occasional travel - 01 to 05 nights per month

Supervisory status

Yes

Promotion Potential

71

  • Job family (Series)

0201 Human Resources Management

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Requirements

Conditions of Employment

  • Please refer to “Conditions of Employment.“
  • Click “Print Preview“ to review the entire announcement before applying.
  • Must be a U.S. Citizen or U.S National
  • Public Trust background investigation will be required

The experience may have been gained in either the public or private sector or volunteer service. One year of experience refers to full-time work; part-time work is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week on your résumé.

This opportunity is also open to Status eligibles under Announcement 20-CFPB-370-MP. Please refer to that announcement for details on open period, eligibility, and how to apply.

Qualifications

You must meet the following requirements within 30 days of the closing date of this announcement.

Specialized experience: For the CN-71, you must have one year of specialized experience at a level of difficulty and responsibility equivalent to the CN-60 grade level in the Federal service (For qualification purposes, the CN-60 is broadly equivalent to the GS-14). Specialized experience for this position includes:

  • developing and directing compensation strategies and programs for an enterprise-wide compensation program; serving as an expert and principal advisor on compensation policies, laws and regulations; and advising management on solutions to complex and challenging compensation issues;
  • leading efforts to improve compensation programs and leveraging compensation practices to promote pay equity and align with industry best practice and organizational priorities;
  • expertise in establishing and/or maintaining effective pay banding systems and job evaluation procedures for a wide range of positions, including analyzing labor market data and conducting and analyzing benchmarking information from both public and private sector organizations;
  • working closely with compensation leaders or experts from public and/or private industry to support organizational compensation goals and strategies;
  • providing leadership to a subordinate staff who plan, coordinate, direct, and evaluate complex compensation activities and issues;
  • communicating orally and in writing to present findings, make presentations, effectively resolve questions and inquiries, and discuss policy, program changes and proposals.

Education