HUMAN RESOURCES SPECIALIST (RECRUITMENT & PLACEMENT)

Summary

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. Please refer to Duties section for position Summary Statement.

Duties

Summary: Serves as a OAF Global Military Spouse Connection (GMSC) program's Human Resources Specialist, providing expert technical advisory services on military spouse recruitment, placement, outreach, and applicable staffing authorities. Plans, coordinates, and evaluates program activities that expand military spouse access to OAF civilian employment opportunities; advises managers, hiring officials, and human resources offices on effective recruitment and placement strategies; and develops procedures, training, communication resources, and performance measures supporting consistent program implementation. Applies Federal, Department of War (DoW}, OAF, and Air Force Personnel Center (AFPC) staffing policies to resolve recruitment and placement issues, improve applicant outreach and hiring-manager engagement, and ensure GMSC operations support OAF human-capital objectives. Duties: Serves as the Department of the Air Force (OAF) technical advisor and program manager for the Global Military Spouse Connection (GMSC) program. Provides technical recruitment assistance to hiring managers, HR specialists, talent acquisition personnel, and participating organizations on matters involving military spouse recruitment, placement options, applicant outreach, and use of appropriate hiring authorities. Develops and maintains GMSC recruitment and placement program metrics to track military spouse participation, referral activity, recruitment outreach, hiring-manager engagement, applicant outcomes, and other approved program measures. Conducts special projects and reviews related to military spouse recruitment and placement processes.

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-11, or equivalent in other pay systems. Examples of specialized experience includes knowledge and skill in applying, a wide variety of Federal HR recruitment, placement, and affirmative employment laws, Executive Orders, philosophy, concepts, principles, methods, practices, programs, and techniques sufficient to accomplish a wide range of complex, interrelated activities; and troubleshoot very difficult problems for a multifunctional installation; Knowledge of HR processes sufficient to relate recruitment and placement issues to overall HR management processes; Knowledge of methods and techniques of fact finding, analysis, and resolution of complex problems and the development of concrete actions plans to solve problems and provide solutions. Note: Resume must show supporting details. 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-11 level is required to meet the time-in-grade requirements for the GS-12 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 Federal, Department of War, Department of the Air Force, and Air Force Personnel Center recruitment and placement policies, procedures, and applicable hiring authorities sufficient to advise managers, human resources offices, and military spouses on recruitment options, staffing processes, applicant outreach, and placement considerations. Knowledge of human resources recruitment principles, workforce planning concepts, talent-acquisition practices, and military spouse employment barriers sufficient to develop and implement strategies that expand access to OAF civilian employment opportunities. Skill in analyzing recruitment, applicant, referral, participation, and hiring-outcome data to identify trends, barriers, gaps in outreach, and opportunities to improve military spouse recruitment and placement results. Skill in developing clear, accurate, and audience-appropriate HR products, including staffing guidance, standard operating procedures, training materials, dashboards, briefing materials, correspondence, and decision papers. Ability to provide effective technical advisory services and communicate complex recruitment and placement information to senior leaders, hiring managers, HR specialists, military spouses, and external stakeholders in both written and oral formats. Ability to coordinate cross-functional recruitment and placement initiatives among OAF organizations, HR offices, hiring managers, talent-acquisition personnel, and external partners while balancing competing priorities, resolving implementation issues, and advancing approved program objectives. 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