SUPERVISORY 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 as the supervisor of the Civilian Personnel Section for an Air Force installation, provide comprehensive advice on the full range of HR management functions to Commanders, key managers, and supervisors.

Duties

Advises Commanders, key managers, and supervisors on the full range of civilian human resources management (HRM) which includes requirements, accessions, sustainment, and separations. Integrates the objectives and requirements of civilian HRM with allied and related programs while establishing and maintaining effective working relationship. Exercises supervisory personnel management responsibilities. Manages the CPS office.

Qualifications

Conditions of Employment Continued This position is designated as a key position IAW AFI 36-507. Duties of this position are essential to the accomplishment of wartime/contingency operations. Incumbents of key positions must be removed from their military recall status if alternatives for filling of the position during an emergency are not available. This is a Mission Essential (ME) position performing a Mission Critical Function (MCF) which must continue uninterrupted after the occurrence of an emergency and continued through full resumption of all functions. IAW, DoDI 3020- 42, Defense Continuity Programs 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-11, or equivalent in other pay systems. Examples of specialized experience includes providing human resource and quality of life guidance to the organization; management of the civilian personnel program, which entails the acquisition, retention, training, motivation and use of the civilian work force and associated resources for serviced organizations; negotiating, coalition building, and conflict resolution; affirmative employment processes and policies, recruitment and placement processes; management advisory techniques. 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 the laws, rules, case law, principles, practices, legal and regulatory requirements governing federal civilian personnel management sufficient to research, analyze, interpret, and draw conclusions on complex issues, problems, and situations. Knowledge of civilian pay budget policies and procedures. Skill in analyzing a wide variety of workforce data to provide recommendations for improving the human resource management program. Skill in written and oral communication to present issues and recommendations. Ability to manage and supervise a staff to include application of personnel management, EEO, safety, and security regulations, practices, and procedures. Ability to manage a human resource office (e.g., budgeting, space management, safety, etc.) 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.