HUMAN RESOURCES SPECIALIST

Duties

Summary Continued:
Due to the high level of oversight and collaboration required, this position demands a consistent, physical on-site presence at the Pentagon or National Capital Region worksite.

Duties:

• Develops, interprets, and oversees overarching human capital policies to optimize the civilian lifecycle (talent acquisition, staffing, classification, compensation, performance, benefits, employee relations, and labor relations), leveraging hands-on, on-site collaboration to align DAF program execution with statutory guidelines.
• Orchestrates strategic planning and business process reengineering as the primary AIC representative, establishing HAF-wide coalition relationships and conducting critical in-person coordination across Pentagon functional domains to resolve complex organizational issues.
• Exercises full supervisory and personnel management authority over a professional GS-12/14 and career-broadening staff, directing daily operations, setting performance standards, and driving professional development through direct, on-site mentorship and team leadership.
• Directs the preparation, coordination, and delivery of executive packages and metrics, including Congressional inquiries, staff studies, and briefings, ensuring subordinate CHR policy proponents provide compliant, data-driven recommendations that drive senior DAF decisions.

Requirements

Conditions of employment

• U.S. Citizenship Required
• Males must be registered for Selective Service, see www.sss.gov
• This position is Centrally Managed; PCS is authorized and will be paid by the career field.
• If authorized, PCS will be paid IAW JTR and AF Regulations. If receiving an authorized PCS, you may be subject to completing/signing a CONUS agreement. More information on PCS requirements, may be found at: https://afciviliancareers.com/regulatory/
• This position is subject to provisions of the DoD Priority Placement Program
• Work may occasionally require travel away from the normal duty station on military or commercial aircraft.
• Disclosure of Political Appointments
• Advance in hire may be authorized if there is demonstrable proof provided on your resume
• Depending on the type of position (competitive/excepted) you are selected for, you will be required to serve a 1-year probationary period OR 2-year trial period.
• Upon completion of your probationary/trial period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

Qualifications

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, GS-0201 Series.

SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-14, or equivalent in other pay systems. Examples of specialized experience includes having mastery of advanced Human Resource Management principles, concepts, laws, practices, and consultative skills is needed to serve as the Headquarters, Department of the Air Force Civilian Force Management expert in the areas relating to talent acquisition, compensation and performance management and workforce management. This includes knowledge of novel, emergent, and theoretical areas of leadership and human development concepts and issues in order to develop a cohesive human resource program that is innovative and addresses problems previously resistant to solution. Knowledge required includes expertise broad problem areas for resolution, broad objectives sought and broad priorities. The employee is given significant latitude to take individual initiative, organize work flow, set priorities, and exercise professional judgment in the development and presentation of recommendations and in directing assigned projects. The choice of methods of analysis, criteria for evaluation of alternatives and overall conduct of the specific problems or analyses are generally left to the discretion of the employee. Expert knowledge of national defense planning - overall planning objectives, timing and sequence of key planning events, processes, procedures and source documents of key organizations. Work involves managing Air Force civilian personnel policy governing recruitment and placement, classification and position management; workforce shaping; internal evaluation/ assessment; special salary rates; alternative personnel systems and demonstration projects and non-appropriated Fund personnel programs to optimally meet the needs of the Air Force as well as SecAF/CSAF/DoD initiatives. The work involves establishing criteria, formulating long-range strategic plans and policies and assessing program effectiveness. Extensive skills in qualitative and quantitative analysis, as well as ability to conduct or lead studies, projects, and cross-organizational task groups, and skill in identifying, analyzing, and synthesizing advanced concepts, subtle nuances or political implication, sand complex interrelationships in coming to conclusions and making recommendations that provide novel approaches to unusual or highly sensitive and far-reaching problems and of broad scope impacting a critical, large-scale agency program of worldwide scope.
(NOTE: YOUR RESUME MUST SUPPORT THIS STATEMENT IF CHOSEN.)

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in-grade requirements to be considered eligible. One year at the GS-14 level is required to meet the time-in-grade requirements for the GS-15 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas:

Expert knowledge of the full range of federal CHR management principles, concepts, and practices, statutes, executive orders, regulations, and other directives governing CHR functions relating to three or more of the following functional areas: Benefits, Compensation & Performance Management, Awards and Recognition, Employee and Management Relations, Labor Relations, Workforce Management, Classification and Talent Acquisition, Occupational Analysis and Staffing.

Expert ability to provide leadership, advice, and counsel in the development and implementation of federal, CHR program and policies. Expert ability to gather facts and use effective, analytical, and evaluative methods to accurately assess information and make sound decisions. In-depth knowledge in continuous process improvement and DAF corporate structure bodies and processes. Includes ability to develop strategic priorities and performance gaps and development plans and countermeasures to close those gaps.

Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative policies and procedures across the DAF to conduct studies, which are frequently ad hoc team efforts, to identify, consider, and recommend options for the resolution of substantive organizational and program issues or complex problems not susceptible to treatment by standard methods.

Knowledge of safety and security regulations, practices and procedures.

Skill sufficient to concurrently manage several, complex multi-mission projects that are of major importance to the Civilian Force Management Directorate and HQ USAF. Often, these projects will have unique and difficult to define solutions requiring unconventional approaches. Inherent with managing high-visibility projects, incumbent must be capable of making decisions or recommendations significantly changing, interpreting, or developing important public policies or programs.

Ability to plan, organize, and direct the functions and supervise, mentor, motivate, and appraise the staff of an organization; to communicate effectively, both orally and in writing and establish effective working relationships with others; to maintain personal and Division effectiveness while working at traditional or alternative (remote) worksites.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Education

This job does not have an education qualification requirement.

Additional information

Interagency Career Transition Assistance Program (ICTAP): For information on how to apply as an ICTAP eligible click . To be well-qualified and exercise selection priority for this vacancy, displaced Federal employees must be rated well qualified or above for this position. You must submit a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting position, grade level, and duty location.

Employed Annuitants (Reemployed Annuitants): Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Click for more information.

120-Day Register: This announcement may result in a 120-day register that may be used to fill like vacancies for 120 days after the closing date. Applicants may be referred for consideration as vacancies occur.

Military Spouse Preference (MSP) Eligible: MSP applicants, if determined best qualified, must be selected and placed at the highest grade for which they applied. You must include a completed copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility for MSP. Click to obtain/download a copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist.

Priority Placement Program (PPP) Applicant Eligible: PPP Applicants, if determined well qualified and selected, will be placed at the at the full performance level. You must include the applicable completed copy of the PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility as a PPP Applicant. Click to obtain/download a copy of the applicable PPP Self-Certification Checklist (DD3145-1 through DD3145-4, select the appropriate checklist for your claimed preference). To determine the applicable PPP Self-Certification Checklist required to substantiate the eligibilities you are claiming, refer to the AF Civilian Employment Eligibility Guide located in the Required Documents section of this vacancy announcement.

Direct Deposit: All federal employees are required to have direct deposit.

is available to a Federal employee hired on/after 5 Nov 2016, who is a veteran with a service-connected disability rating of 30% or more. For more information, click .

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