Supervisory Human Resources Specialist (Customer Engagement and HR Service Strategy Mgr)

Summary

Designs, establishes, and manages the Federal Aviation Administration (FAA) strategic human resource policies and frameworks, leveraging advanced HR data analytics and metrics to optimize workforce programs and ensure organizational compliance.

Duties

The Supervisory Human Resources Specialist integrates work of multiple organizations to meet strategic goals of the organization and the Federal Aviation Administration (FAA), participates in strategic planning for the FAA, and makes commitments (program, budget, etc) for a major organization. Directs and manages an enterprise-wide Human Resources (HR) service delivery strategy and customer engagement program, providing leadership and oversight of HR transformation initiatives, and ensuring the achievement of organizational objectives through improved service delivery, enhanced customer experience, and increased operational effectiveness. Directs and oversees staff responsible for establishing and maintaining governance processes used to monitor service performance, ensuring consistent implementation, accountability, and continuous improvement across organizational operations. Leads continuous improvement and innovation programs through the supervision of staff and teams responsible for identifying, developing, and implementing process improvements and best practices. Applies detailed technical knowledge of the aspect of human resources services and customer engagement strategies to direct staff in providing customer engagement, service delivery, and advisory functions for FAA organizations and offices. Applies a comprehensive understanding of the objectives of AHC, AHR and the FAA. Leads and supervises cross-functional teams in the development and implementation of integrated HR solutions, establishing priorities, allocating resources, and ensuring effective coordination across HR functional areas. Ensures a customer-centric, data-driven, and compliant HR service delivery model that aligns workforce solutions, service performance, and human capital strategies with agency priorities. Applies a detailed knowledge of budget, human resource management, and other administrative policies and procedures to oversee the strategic engagement with executive leadership and serves as the senior escalation point for significant HR service issues. Defines, acquires, and allocates budget, staff, and other resources to accomplish objectives for multiple organizational units/projects/programs and across multiple functions and/or disciplines. Manages budget and either reallocates resources among organizational units/projects/programs or acquires additional resources as needed. Leads and integrates the budget planning processes for all organizational units/projects/programs under his/her control, and projects both short-term and long-term future needs. Participates in planning efforts that cross organizational lines within the AHC and AHR. Provides executives with guidance workforce modernization and succession planning. Establishes and maintains strategic partnerships across HR functional directorates through the leadership of subordinate staff and collaborative governance structures, ensuring coordinated execution of enterprise-wide HR initiatives. Contacts are routinely internal and external to the major subdivision. Internal contacts are with subordinates, peers, and higher-level management to discuss the statuses and results of projects/programs and plan for the future. May represent the AHC, AHR or the FAA externally as a primary point of contact for policies/ procedures or other project/program purposes. Has the authority, within guidelines, to make commitments for the major subdivision, to establish new policies/procedures, and to make exceptions. Provides managerial oversight of workforce and service delivery analytics programs, directing staff in the analysis of workforce data, assessment of workforce trends, and evaluation of organizational health to support strategic decision-making. Supervises team in the analysis of service delivery trends and organizational effectiveness, providing strategic recommendations to senior leadership and ensuring workforce performance aligns with organizational goals and service objectives.

Qualifications

Candidates must have one year (52 weeks) of specialized experience that is typically in or related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of that position. To be creditable, specialized experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization. For the FV-K level you must demonstrate in your application that you possess at least one year (52-weeks) of specialized experience equivalent to the FV-J level or FG/GS-14 level. Specialized Experience: - Experience providing leadership of transformation initiatives to ensure the achievement of organizational objectives through improved service delivery, enhanced customer experience, and increased operational effectiveness. - Experience analyzing workforce and service delivery programs, workforce data, assessment of workforce trends, and the evaluation of organizational health to support strategic decision-making. - Experience developing, implementing, and integrating solutions, establishing priorities, allocating resources, and ensuring effective coordination across organizations. Managerial Selection Factors: Eligible candidates will also be evaluated based on FAA Managerial Selection Factors. Candidates must address these four factors when applying for any managerial position in the FAA. Applicants that fail to address these factors will be disqualified from further consideration. Qualification requirements must be met by the closing date of this vacancy announcement.

Education

Education cannot be substituted for experience.