• lead the Human Resources activities for five global organizations within the Corporate Functions (CF) organization • support the Technology organization, made up of approximately 2400+ staff around the globe • direct accountability for supporting the Technology organization • one direct report who has shared accountability of the organization • key contributor to the Technology & Workforce Strategy (TWFS) Initiative • join the senior leadership teams of the organizations you support • help clients achieve key business objectives and increase the effectiveness of their organization • Partner with each respective client leadership team to define a vision that drives innovation, growth, and employee engagement • partner with global Centers of Excellence (COEs) to execute people strategies at the Business Unit (BU) / function level, including org design, organizational effectiveness, leadership development, and workforce planning & strategy • serve as a trusted advisor to business leaders and employees • develop strong partnerships with HR centers of expertise

Role Description This position is located within the Veterans Affairs VISN 12 Pharmacy Clinical Contact Center. The certified GS-9 Pharmacy Technician Supervisor is responsible for the supervision of all Pharmacy non-pharmacist technical staff and volunteers. Major Duties: - Develop the work schedule, plan and grant leave, and rotate duties of the pharmacy technician staff. - Continuously analyze and reassess priorities, redirecting staff to assure that workload demands are accomplished in the most effective, efficient, and economic manner possible. - Assist with the development of performance standards that are realistic, challenging, and supportive of the organizational mission, vision, and goals. - Responsible for ensuring all employees meet performance standards and competencies; identify areas for improvement as needed. - Recommend counseling and disciplinary action based upon conduct under the supervision of the Chief of Pharmacy Supervisor with guidance from Employee Labor Relations. - Conduct technician meetings to assure proper updates of departmental and local pharmacy communications. - Assist in the development of policies and procedures and participate in departmental goal planning and quality improvement activities. Work Schedule: Monday - Friday; 8:00am - 4:30pm Remote: This is a remote position Virtual: This is not a virtual position. Functional Statement #: 09427F Qualifications - Applicants pending the completion of educational or certification/licensure requirements may be referred and tentatively selected but may not be hired until all requirements are met. - Basic Requirements: - United States Citizenship: Non-citizens may only be appointed when it is not possible to recruit qualified citizens in accordance with VA Policy. - Certification: For positions above the full performance level, the employee must pass a national certification exam and hold an active national certification through either: - (1) Pharmacy Technician Certification Board (PTCB), Certified Pharmacy Technician (CPhT). - OR - (2) National Healthcareer Association (NHA), Certified Pharmacy Technician (ExCPT). - Grade Determinations: - Pharmacy Technician, GS-09 Experience: One year of progressively complex experience equivalent to the lower grade level. - Certification: For positions above the full performance level, the employee must pass a national certification exam and hold an active national certification through either: - (a) PTCB as a CPhT. - OR - (b) NHA as a ExCPT. - Knowledge, Skills and Abilities (KSAs): In addition to the experience above, the candidate must demonstrate the following KSAs and meet any additional KSAs for the assignment, if indicated: - (a) Expert knowledge serving as a key resource advising others in their particular specialty area or section of the pharmacy (such as procurement, sterile compounding (USP compounding standards), controlled substances DEA, automation, clinical pharmacy, lead tech, contact center, etc.). - (b) Skill in analyzing data for self-driven (independent) performance improvement projects, workload analysis, and statistical reports. - (c) Skill in solving problems and implementing corrective actions to maximize outcomes in their program area. - (d) Ability to maintain special accreditations and prepare for national reviews/inspections (e.g., The Joint Commission, Inspector General, American Society of Health System Pharmacists®, controlled substance inspections). - (e) Ability to develop training programs and material for orientation, competency development, and educational needs for regulatory requirements within the specialized pharmacy program area. Reference: For more information on this qualification standard, please visit VA Qualification Standards . The full performance level of this vacancy is GS-9. Requirements - Physical Requirements: See VA Directive and Handbook 5019, Employee Occupational Health Service.

• Serve as the primary HR partner for frontline teammates and operational/functional leaders within assigned leadership teams, including multi-site practice operations and support teams. • Coach leaders on day to day people leadership topics such as team dynamics, communication challenges, performance expectations, and development conversations. • Prepare and guide leaders through performance and development discussions and follow-ups. • Support new leader onboarding and reinforce consistent people leadership practices. • Manage moderate complexity employee relations matters. • Conduct fact-finding and document information in alignment with standard practices. • Identify trends early and elevate patterns or risk scenarios appropriately. • Partner with leaders to ensure actions are fair, timely, and consistent. • Execute core HR processes, including engagement action planning, performance check-ins, development cycles, and required trainings. • Reinforce consistent messaging and adoption of HR tools, expectations, practices, and programs. • Partner with leaders to monitor trends in engagement, retention, and team stability and follow through with leaders on agreed action plans. • Support leaders through organizational changes by reinforcing clear communication, maintaining team stability, and ensuring adoption of new processes and expectations. • Ensure consistent HR guidance across assigned region or business group. • Partner with People Operations, Talent Acquisition, Compensation, L&D, and internal business partners to support a seamless employee experience. • Surface feedback and insights to inform workforce planning, leader development needs, and team dynamics, and organizational effectiveness. • Review workforce trends such as retention, vacancies, and engagement data with leaders and support the development of targeted action plans. • Serve as the primary HR partner for frontline and operational/functional leaders within an assigned region, market, or functional group. • Typically supports multiple locations, practice operations teams, and/or shared services groups across multiple states. • Independently owns moderate-complexity employee relations and performance support cases; escalates high-risk or high-complexity matters as needed. • Operate independently while maintaining strong alignment with HRBP peers and leadership to ensure consistent practices across the organization. • May contribute to cross-functional project work aligned to operational needs, capacity, and readiness.

• Support the HR Operations and Employee Relations functions • Build and maintain effective working relationships with the business and the HR team • Assist with implementation and administration of human resources practices and procedures regarding onboarding, pre-employment screenings, new hire orientations, and offboarding activities • Ensure delivery of high-quality HR service and support by providing timely responses to resolve daily issues and inquiries • Guide managers and employees in all areas of employee relations administration • Analyze HR/ER data and metrics for themes and trends and suggest improvements and training • Prepare ad hoc and regular Workday reports on HR operational subjects