Supervisory HR Specialist

Summary

This position serves as a Supervisory Human Resources Specialist located in Office of Human Capital, Human Capital Management and Accountability, Talent Management & Workforce Services. Before applying, you’re encouraged to learn more about federal human resources careers by visiting the HR Career Compass at: www. OPM.gov/HRCareerCompass

Duties

• The GS-0201-15 HR Specialist serves as the Branch Supervisor for Talent Management & Workforce Services and is responsible for the full scope of planning, directing, and evaluating division-wide human capital programs encompassing recruitment, classification, performance management, and workforce services (benefits and retirement advisory).
• The position operates as a senior authoritative expert responsible for integrating multiple human resources disciplines into a cohesive framework that ensures compliance with merit system principles, optimizes workforce outcomes, and mitigates organizational risk.
• The incumbent also provides expert advisory services to senior executive leadership and is accountable for the design, execution, and continuous improvement of programs that directly impact the agency’s ability to recruit, retain, support, and manage a high-performing workforce across the entire employment lifecycle.
• In addition, the GS-0201-15 Human Resources Specialist (Talent Management & Workforce Services) will perform duties such as: Maintaining audit readiness supports internal and external review processes.
• Providing big picture directional leadership.
• Providing guidance direct reports on regulatory changes as they occur.
• Collaborating with high level stakeholders to ensure mission requirements are met.

How You Will Be Evaluated

Once the announcement closes, a review of your resume and supporting documentation will be conducted by the HR Specialist. This information will be compared against your responses to the application questionnaire to determine your eligibility for Federal employment, and then whether you are qualified for this particular position. If a determination is made that you have inflated your responses when compared to your background information, you may be deemed ineligible. Your USAHIRE assessment results will be kept on record for one year and used toward future positions for which you might apply that require the same assessments.

Additionally, you must meet the area of consideration (see above). Applicants who do not meet this are ineligible for consideration. Basis of Rating: DOJ’s Merit Promotion Procedures will be used to evaluate candidates. Your qualifications will be evaluated on the following competencies (knowledge, skills, and other characteristics): Human Capital Management Interpersonal Skills Leadership Managing Human Resources Problem Solving Due Weight for Performance: Any performance appraisal/evaluation and award documentation you provide will be forwarded to the selecting official.

The selecting official will review this documentation and give it due weight consideration during the overall selection process. Due weight for performance applies to federal and non-federal work. If you would like to preview the application questionnaire, please see: https://apply.usastaffing.gov/ViewQuestionnaire/12978067 The assessment includes a cut score based on the minimum level of required proficiency in these critical general competencies. You must meet or exceed the cut score to be considered.

You will not be considered for the position if you score below the cut score or fail to complete the assessment.

Required Documents

It is your responsibility to carefully review the list of required documents below and submit the necessary documentation based on your eligibility. Resume Resume – All Applicants:

• You must submit a resume (a two page or less resume is required) containing the following pieces of information for each job entry listed in your employment history: Official position title, Employer name and contact information, Start and end dates (including month and year), Indicate full-time or number of hours worked per week if part-time, and A list of duties performed and accomplishments.
• SF-50: You must submit your most recent SF-50 (Notification of Personnel Action).
• Do not submit an award SF-50, these do not contain sufficient information about your appointment.
• Your SF-50 should list the full position title, series, grade and step, organization, duty location, service computation date, effective date, and your service type and tenure status.
• Most recent performance appraisal: Must submit a signed copy of your most recent performance evaluation or appraisal showing your final rating.
• If a performance appraisal is not available submit a statement explaining why one is not available.
• Awards: Submit a list of any awards (e.g. superior performance awards, special act or achievement awards, quality step increase, etc.) you received in the last 5 years.
• If you do not have your most recent performance appraisal/evaluation, please submit a statement as to why it is not available.
• CTAP eligibility documentation: A copy of your RIF separation notice; notice of proposed removal for declining a directed geographic relocation outside of the local commuting area; a Certificate of Expected Separation; or certification that you are in a surplus organization or occupation (this could be a position abolishment letter, or a notice of eligibility for discontinued service retirement).
• A copy of your most recent performance appraisal and SF-50 “Notification of Personnel Action” noting current position, grade/band level, promotion potential, and duty location.