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Federal Housing Finance Agency is Hiring a HR Specialist (Performance Management & Total Rewards) Near Washington, DC

Qualifications:

In order to qualify for the HR Specialist (Performance Management & Total Rewards) position, you must meet the specialized experience requirements for the grade level described below. Your resume must clearly describe your relevant experience.
Minimum Qualification Requirement for the EL/GS-11 level: To qualify for the EL/GS-11 grade level, you must demonstrate that you have at least 52 weeks of specialized experience equivalent to the EL/GS-09 level in the Federal service or private sector.
Examples of specialized experience include the following:

1. Administering Title V and agency-specific benefits programs.
2. Counseling employees on a variety of benefit issues, including retirement, Federal Employee Health Benefits (FEHB), transportation, life insurance, reasonable accommodation, and other related programs.
3. Developing reporting and analysis to inform management decisions related to compensation, benefits, or Performance Management issues.
4. Utilizing analytical software (Excel, PowerBI, Tableau, etc) to develop analyses and reports on human resources subject matter.

Time-In-Grade: Current or Former Federal government employees who have held an EL/GS position in the preceding 52 weeks, must meet the time-in-grade requirement. To be eligible for the:

• EL-11 position, applicants must have served 52 weeks as an EL/GS-09 or higher in the Federal Service.

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; religious; 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.

Responsibilities:

The HR Specialist will support the agency's compensation program and provide analytical and customer-focused support to all areas of the Performance Management & Total Rewards Branch (PMTR).
Duties include:
Benefits Management:
1. Collaborate with OHRM leadership to support benchmarking and the continued evaluation and improvement of FHFA-specific employee benefits programs to maintain comparability with peer agencies and competitiveness in the market.
2. Counsel employees on benefits options, including the review of current benefits, eligibility for both Title 5 and FHFA-specific benefits programs, costs and enrollment information, and assist both newly hired employees and employees undergoing a qualifying life event in enrolling or updating their benefits.
3. Support open enrollment processes and aid in developing other communication and education campaigns to ensure employees are well-informed about available benefits and enrollment procedures.
4. Aids in providing analyses of overall employee benefits usage to make recommendations about potential avenues to improve benefits usage or provide enhanced or modified offerings to better meet employee expectations.
5. As assigned, serves as Contracting Officer's Representative for certain FHFA-specific benefits programs and oversees cost management for specific benefits programs.
Performance Management:
6. Assist in the development and implementation of Performance Management policies, procedures, and systems to enhance organizational effectiveness.
7. Collaborate with HR Business Partners, OHRM colleagues, and managers across the agency to ensure an effective, fair, and timely annual Performance Management process.
8. Provide reporting on Performance Management data. Perform initial analyses of this data and advise colleagues on potential uses or conclusions that can be made from the data and make recommendations on trends, issues, or other conclusions.
9. Support the delivery of training programs related to Performance Management, goal setting, and feedback techniques for managers and employees, which may include providing Performance Management training to new employees.
10. Serve as contact for employees and managers on both policy-related and systems questions, troubleshooting and making systems updates as appropriate.
Compensation
11. Utilize HRIS and other relevant systems to compile and analyze data related to agency compensation.
12. Generate regular reports to support the setting of pay for new employees, the review of salaries for current employees, and other compensation-related reports to support efforts to ensure employees are being paid equitably for similar work.
13. Assist in completing external surveys to ensure pay comparability across agencies and within marketplaces. Respond to external inquiries about agency paysetting processes gathers external market data to inform potential changes to agency processes to ensure comparability and equity.
14. Other duties as assigned.

Job Summary