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

Role Description The Lead HRIS Analyst will support the maintenance and enhancement of the Workday HCM system. This role will collaborate with internal and external stakeholders to improve efficiencies and automate processes using the Workday platform. The Lead HRIS Analyst will optimize system functionality through continuous process improvements and enhancements to provide an excellent end-user experience. You are required to have very deep knowledge of the skills necessary to perform your role, and the structure of the technology for which you are responsible. You will guide others through problem solving whether it is a technical issue, project impediment, or conflict. Essential Functions - Support system administration, including business process configuration and design of Workday HR. - Collaborate with HR and business stakeholders to gather requirements and deploy high-quality solutions in an Agile framework. - Understand system pain points, determine root causes, and develop solutions in Workday to address short-term and long-term requirements. - Identify and manage dependencies and downstream impacts of projects to minimize adverse effects on the system and business processes. - Design and develop custom reports to meet business requirements. - Configure and administer security in compliance with policies and procedures. - Deliver end-user support by conducting root cause analysis and resolving issues through the ticketing system. - Create and maintain detailed documentation for the design, configuration, and testing of requested changes and enhancements. - Manage the design and development of deliverables independently. - Support Workday release activities. - Train, coach, and mentor team members. Qualifications - Bachelor's degree. - 8+ years experience with an HR ERP system development role (Oracle, PeopleSoft, SAP, etc.) troubleshooting and resolving environment issues for enterprise software applications. - At least 5 years of experience in Workday HCM with expertise in multiple modules. - Strong knowledge of Workday Security. - Proficient in Workday report writing (custom, advanced, matrix, and composite), dashboards, and hubs. - Strong understanding of APIs, data serialization formats (CSV, XML, JSON), and software integration best practices. - Proficiency in Enterprise Interface Builder (EIB), XSLT, data transformation, Core connectors, and PECI, payroll integrations. - Experience with BIRT for creating custom reports and managing reporting needs within Workday. - Strong understanding of HR processes and best practices. - Excellent analytical and problem-solving skills, with the ability to architect and design scalable solutions. - Ability to work independently and prioritize tasks to meet project deadlines. - Emphasize lead analysts should have strong coding skills JSON, APIs, Web Services. Preferred Qualifications - Experience with Workday Studio & BIRT and designing business document layouts. - Experience as a technical lead on a large full life-cycle implementation of Workday HCM. - Willingness to work until 2 pm EST / 11:30 pm IST. Preferred Education - Bachelor’s degree in IT or related field. Preferred Certifications - Workday Certifications. Mandatory Requirements - Employees must have a high-speed broadband internet connection with a minimum speed of 50 Mbps and the ability to set up a wired connection to their home network to ensure effective remote work. These requirements may be updated as needed by the business. Company Description Evolent Health has a bold mission to change the health of the nation by changing the way health care is delivered. Our pursuit of this mission is the driving force that brings us to work each day. We believe in embracing new ideas, challenging ourselves and failing forward. We respect and celebrate individual talents and team wins. We have fun while working hard and Evolenteers often make a difference working in everything from scrubs to jeans. Are we growing? Absolutely and Globally. In 2021 we grew our teams by almost 50% and continue to grow even more in 2022. Are we recognized as a company you are supported by for your career and growth, and a great place to work? Definitely. Evolent Health International (Pune, India) has been certified as “Great Places to Work” in 2021. In 2020 and 2021 Evolent in the U.S. was both named Best Company for Women to Advance list by Parity.org and earned a perfect score on the Human Rights Campaign (HRC) Foundation’s Corporate Equality Index (CEI). This index is the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. We recognize employees that live our values, give back to our communities each year, and are champions for bringing our whole selves to work each day. If you’re looking for a place where your work can be personally and professionally rewarding, don’t just join a company with a mission. Join a mission with a company behind it.