SUPERVISORY HUMAN RESOURCES SPECIALIST

Duties

As a SUPERVISORY HUMAN RESOURCES SPECIALIST at the GS-0201-14 some of your typical work assignments may include:

• Plan, organize, and direct the activities of Talent Acquisition and Management Relations Branch, ensuring that recruitment, employee relations, and performance management complies with legal and regulatory requirements and meets customer needs.
• Exercise supervisory personnel management responsibilities.
• Represent the Talent Acquisition and Management Relations Branch with a variety of command and functional area organizations.
• Conduct, lead, and/or participate in studies to improve assigned HRM programs and/or influence policy changes for the command that typically involve long-range, highly complex, and often potentially sensitive topics.
• Prepare and deliver written reports and oral presentations, e.g. briefings, training sessions, consultations,orientation, and discussions with command leadership, supervisors, customers, subordinate staff members, and coworkers and conducts and/or leads conferences as a representative of USTRANSCOM.

Requirements

Conditions of employment

• Must be a U.S. citizen
• Males born after 12-31-59 must be registered for Selective Service
• Resume and supporting documents (See How To Apply)
• Suitable for Federal employment, determined by a background investigation
• May be required to successfully complete a probationary period
• Work Schedule: Full Time
• Overtime: Occasionally
• Tour of Duty: Flexible
• Recruitment Incentives: May be Authorized
• Fair Labor Standards Act (FLSA): Exempt
• Financial Disclosure: Not Required
• Telework Eligibility: Situational telework may be authorized based on operational requirements, contingent upon Agency and Supervisor approval.

Qualifications

You may qualify at the GS-14, if you fulfill the following qualifications:

One year of specialized experience equivalent to the GS-13 grade level in the Federal service:

• Implements full range of federal recruitment, employee-management relations, performance management, and diversity management principles, concepts, practices, and techniques.
• Establish policies and procedures for accomplishment of recruitment, work-life programs and performance management.
• Identify requirements and initiate requests for additional resources including personnel, overtime, equipment, supplies, and space to ensure success in meeting goals and objectives.
• Advise and provide counsel to employees regarding policies, procedures, and directives of management.
• Develop detailed strategic human capital management plans, goals, objectives with metrics, critical success factors, results, key elements and performance indicators.

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.

Education

Substitution of education may not be used in lieu of specialized experience for this grade level.

Additional information

Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions.

Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: .

Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements:

Males born after 12-31-59 must be registered or exempt from Selective Service (see )

The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision.
NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy.

Selective Service Requirement: Please visit for more information.

For more information, please visit

Other Notes:
Re-employed Annuitant: This position Does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at:

Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).