Human Resources Specialist (Policy)

Summary

This position is located in the Human Capital, Policy and Compensation branch. The incumbent serves as the Human Resources Specialist for the Policy Development team, responsible for developing and implementing agency-wide human resources policies and providing advisory services to leadership and stakeholders across the agency.

Duties

This Human Resources Specialist (Policy) position is located Transportation Security Administration's Human Capital office and reports to the Director, Human Capital Policy and Compensation, Department of Homeland Security (DHS).Duties include but are not limited to: Develops and updates TSA-wide HR policies of moderate to high complexity for assigned program areas based on identified needs/problems, changes occurring outside of TSA, or other factors. Often this entails developing unique excepted service alternatives to existing Title 5 HR management programs, policies and/or systems. Policy responsibilities cover substantial areas of human resources management (e.g., staffing and recruitment, compensation and leave administration; awards and recognition, employee relations, work/life programs, and executive resources management). Meets with agency stakeholders to help them identify and shape policy provisions; gathers, analyzes and addresses comments and concerns; and works collaboratively to develop requirements for policy and program implementation. Conducts research and responds to Inquiries from senior leadership within HC and TSA on issues/situations that have impact TSA-wide. Represents TSA on Integrated Project Teams, informal work groups, and with outside stakeholders including the Department of Homeland Security, Office of Personnel Management, HR Program Contractors, and Congress.] Note: The major duties are at the full performance level (SV-J band).

Qualifications

In addition to the minimum qualifications described above, you must meet the following specialized experience to be considered qualified for the position: To qualify for the SV-I Pay Band (equivalent to GS-13), you must have one year of specialized experience at the SV-H or GS-12 in the Federal service or equivalent experience in the private sector. Specialized experience is defined as experience that has equipped you with the knowledge, skills and abilities to successfully perform the duties of the position. Specialized experience is defined as: Experience interpreting and implying internal policy on various areas to develop alternate solutions to personnel management issues. Experience presenting current HR policies related to substantial areas of human resources management (e.g., staffing and recruitment, compensation and leave administration, awards and recognition, employee relations, work/life programs, and executive resources management) to employees, managers, internal and external audiences. To qualify for the SV-J Pay Band (equivalent to GS-14), you must have one year of specialized experience at the SV-I or GS-13 in the Federal service or equivalent experience in the private sector. Specialized experience is defined as experience that has equipped you with the knowledge, skills and abilities to successfully perform the duties of the position. Specialized experience is defined as: Experience drafting, implementing, and leading the review and revision of human resources policies and procedures for a large, complex organization. This includes collaborating with stakeholders to assess needs, analyze legislative and regulatory changes, gather and address feedback, and ensure policies are compliant with federal requirements and aligned with organizational objectives. Experience providing guidance and consultation to senior executives and managers on HR policy interpretation, application, and strategic planning, including resolving complex and sensitive policy issues. Experience developing and delivering clear, concise communications, presentations, and training on human resources policies and procedures to diverse audiences, including senior leadership, managers, and employees. This includes translating complex HR concepts into understandable guidance, ensuring stakeholders are informed and able to implement policies effectively. Credit for experience is given based on a 40-hour workweek. Part-time experience is credited on a part-time ratio, i.e., working 20 hours per week for two months equals one month of experience. No additional credit is given for overtime. National Service Experience (i.e., volunteer experience): 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. The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office. You must meet the qualification requirements for this position no later than the closing date of the vacancy announcement.