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 senior technical authority and policy expert responsible for planning, developing, formulating, evaluating, and advocating enterprise-wide civilian personnel policies, directives, and legislative proposals governing Department of the Air Force (DAF)civilian employees across the total human capital lifecycle.

Duties

Are you a visionary Human Resources leader ready to architect personnel policy for a global workforce of over 170,000 civilian personnel? The Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs (SAF/MR) is standing up and scaling a transformed Office of the Deputy Assistant Secretary of the Air Force for Civilian Force Management (MRC). As a senior technical authority and policy expert, you will be responsible for planning, developing, formulating, evaluating, and advocating enterprise-wide civilian personnel policies, directives, and legislative proposals governing Department of the Air Force (DAF) civilian employees across the total human capital lifecycle. If you are an agile, forward-thinking professional eager to help build organizational capability from the ground up, modernize enterprise-wide talent governance, and impact landmark civil service initiatives, we want you on our team! Formulates, develops, and coordinates Department of the Air Force civilian human capital policies and regulatory guidance across the full human resources lifecycle Analyzes legislative proposals, evaluates statutory authorities, and advocates DAF civilian workforce equities across interagency and defense governance forums Conducts policy oversight, programmatic compliance reviews, and strategic advisory services Leads special policy initiatives, complex workforce modernization projects, and executive deliverables

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-13 or equivalent in other pay systems. Examples of specialized experience include mastery of, and skill in applying, advanced HRM principles, concepts, laws, regulations, and practices, analytical methods, and seasoned consultative techniques to develop, implement, and evaluate Headquarters-level strategic plans, policies, and program directives. Mastery-level knowledge of federal and defense-wide personnel management systems based on Title 5 and Title 10, U.S.C., Executive Orders, OPM guidelines, and DoD Issuances to resolve critical enterprise human capital challenges not susceptible to treatment by standard methods. Mastery-level knowledge of research methodology to design, plan, and conduct comprehensive, enterprise-wide human capital studies and workforce compliance audits. Consultative and advisory skills to brief, advise, and influence senior leaders at all levels, to include Secretariat executives, General Officers, and Senior Executive Service (SES) members, on highly complex, sensitive, and controversial policy issues. Highly developed skill in technical and executive writing to author binding Department of the Air Force Instructions (DAFIs), secretariat policy memorandums, official statements of administration policy, legislative appeals, and congressional responses that present complex, sensitive legal and regulatory justifications clearly to diverse audiences. 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-13 level is required to meet the time-in-grade requirements for the GS-14 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 the broad spectrum of federal civilian human resources laws, statutes (Title 5 and Title 10, U.S.C.), Executive Orders, Code of Federal Regulations, OPM guidelines, and DoD/DAF personnel policies across multiple HR functional lifecycle areas Knowledge of headquarters-level strategic planning, policy development, communications, and resourcing processes within the Department of War (DoW), Department of the Air Force (DAF), and executive/legislative branches Skill in applying qualitative and quantitative program evaluation methods, civilian workforce analytics, and compliance frameworks to assess policy execution and identify systemic issues; Skill in independent project management, critical thinking, action officer execution, and high-level technical writing to produce complex deliverables under tight timelines Skill in establishing collaborative working relationships and negotiating complex, precedent-setting policy positions with senior leaders, interagency counterparts, and labor organizations Ability to research, analyze, and synthesize large volumes of complex, ambiguous data to formulate innovative, enterprise-wide civilian human capital policies and legislative proposals; Ability to adapt and pivot strategically to meet rapid, emerging, and evolving program requirements and national defense missions with minimal sacrifice to work quality. Ability to communicate clearly, concisely, and persuasively, both orally and in writing, to draft definitive regulatory issuances, congressional responses, and policy analyses, and to deliver authoritative briefings to executive-level civilian and military leadership 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 D