HUMAN RESOURCES SPECIALIST

Summary

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position is to serve as a Human Resources Specialist within the Resources Directorate (SAF/AAR) and at the HAF MAJCOM level.

Duties

Serves as a Human Resources Specialist provides strategic and technical guidance as well as seasoned consultative management advisory services throughout an entire HAF MAJCOM (Secretariat, Air Staff, Field Operating Agencies and organizations for which the Air Force is Executive Agent) on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions. Serves as trusted agent and expert advising senior management within the HAF on affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification, and employee development relating to GS, DCIPS, WG, and other pay schedule positions. Reviews, analyzes, and synthesizes data from core personnel documents, organization charts, unit manpower documents, DCPDS, Business Objects and reports containing civilian personnel and position data to ensure compliance with policies and advises management or takes corrective action as appropriate. Manages all aspects of civilian personnel support processes. Accomplishes trend analysis and other related resource analysis pertaining to the HAF MAJCOM.

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, 0201 Series. SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience includes mastery of a wide range of federal HR laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, employment performance and conduct issues, and other programs to serve as an HR specialist at a MAJCOM, providing staff-level advice to operating HR offices across the command in the development of solutions to especially complex problems of program improvements . 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-12 level is required to meet the time-in-grade requirements for the GS-13 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: Knowledge of a wide range of federal human resources laws, executive orders, regulations, policies, and concepts governing core HR functions, including merit promotion, recruitment and placement, affirmative employment, employee/labor-management relations, performance management, and classification. Knowledge of automated human resources information systems and database tools, including the Defense Civilian Personnel Data System (DCPDS) and Defense Civilian Payroll System (DCPS), sufficient to extract, analyze, and validate civilian personnel data. Skill in applying qualitative and quantitative analytical methods and evaluation techniques to identify, trend, project, and resolve complex human resources management and operational issues. Skill in troubleshooting, analyzing, and resolving difficult or non-standard human resources problems across varied personnel systems (e.g., General Schedule, DCIPS, Federal Wage System, and senior leader/executive programs). Ability to interpret unit manpower documents and organizational structures, accurately aligning personnel records and actions to authorized manpower and funding data elements. Ability to communicate effectively, both orally and in writing, to deliver executive-level briefings, provide advisory consultations, and establish and maintain constructive working relationships with leadership, managers, and employees. 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

********************ADDITIONAL INFORMATION FOR ACTIVE DUTY SERVICES MEMBERS******************** ACTIVE DUTY SERVICE MEMBERS: The VOW Act requires federal agencies to treat an eligible active duty service member as a veteran, disabled veteran, and preference eligible (as applicable) when applying for civil service positions before the effective release or discharge date. Appointment of military members before the release or discharge date is permissible if the member is on terminal leave. At the time the active duty member applies for a civil position, he or she must submit a "certification" memo in lieu of a DD-Form 214, Certificate of Release or Discharge from Active Duty. Active duty members applying for a civil service position without submitting a valid certification memo or DD-Form 214 with their application will render the member ineligible for the position. The certification memo must originate from the member's military service branch on official letterhead and contain the following: Name/Rank/Grade of Service Member Branch of Armed Forces Dates of Active Service (Start and End Date(s) Expected Date of Discharge/Release from Active Duty Terminal leave start date (if applicable) Expected character of service (honorable or general) and type of separation (i.e. separation or retirement) Must be certified within 120 days of anticipated discharge Signature by, or by direction of the adjutant, personnel office, unit commander, or higher headquarters commander. Note: The VOW Act provides tentative preference. If appointed, a DD Form-214 must be submitted upon receipt