Division of Human Resource Management (HRM)
Acting Deputy Division Director: Sanya Spencer
OIRM's Division of Human Resource Management supports staffing and personnel service requirements for the agency's approximately 1,475 staff members, including visiting scientists, engineers and educators.
HRM STAFF LOCATOR
Search for division staff in the Staff Directory.
Employee Relations (ERB) is comprised of human resources experts that provide support for supervisors, senior leaders, and employees regarding practical, legally-sound strategies to prevent and address workplace and people management challenges in a way that promotes employee engagement and organizational results. The ERB human resources experts support or manage a number of human resources programs that impact every NSF employee such as Employee Relations programs (Performance Management, Employee Motivation, Recognition, and Awards; and Assistance with Workplace Problems, including Disciplinary and Adverse Actions); Career/Life Balance programs (Telework, Alternative Work Schedules and Hours of Duty, Leave Administration, Health Unit and Wellness, Employee Assistance Program, and Childcare Subsidy ); Employee Benefits Programs (Retirement; Employee Insurance Options, Workers Compensation and Parking Subsidy Programs); Payroll and Premium Pay Entitlements; and Personnel Security (Background Investigations and Suitability/ Fitness and Security Clearance Adjudications).
The Executive Services Section (ESS) provides recruitment and employment support services to NSF for Senior Executive Service (SES), executive Intergovernmental Personnel Act (IPA), and other senior-level positions. ESS is also responsible for SES performance management, performance bonus, pay adjustment, and Presidential Rank Award programs.
The Staffing and Classification Branch (SCB) is responsible for providing human resource management services to NSF. It provides leadership, technical assistance, guidance, advice and consultation in human resource utilization, position management, position classification, staffing, recruitment strategies, pay flexibilities and pay administration, and reorganization. This includes positions in the GS and Administratively Determined (AD) pay plans, as well as non-executive appointments under the Visiting Scientist, Engineer, and Educator (VSEE) program and Intergovernmental Personnel Act (IPA).
The Strategic Human Capital Planning (SHCP) branch provides internal human capital (HC) consultation, enables data-driven decision-making by delivering the data and analyses required for HC planning and reporting, and manages the agency's HR IT systems. Branch efforts are focused on employee engagement, change management, stakeholder integration, business process reengineering, and human capital management (HCM) accountability - all of which are required to create the adept, empowered NSF workforce needed to accomplish the Foundation's mission of promoting the progress of science.
The NSF Academy serves as the hub for learning and training activities for NSF staff. The NSF Academy is committed to ensuring the highest level of achievement for all NSF staff by providing continuous learning opportunities through a variety of educational venues in support of the agency's vision, mission, and strategic goals.
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