SUPERVISORY HUMAN RESOURCES SPECIALIST
Incumbent typical work assignments may include the following:
Provides authoritative and supervisory guidance, advice, and policy interpretation to senior management officials and other leaders across OSD/WHS to develop solutions to complex problems in HR specialties. Serves as a Supervisor HR Spec directing and overseeing a staff of HR Specialists who are responsible for providing a full range of advisories and operational technical services in the areas of position classification, recruitment and placement. Represents HRD at senior level forums, serving either on working groups or for the delivery of HR related advisory services throughout the client bases. Reviews work completed by subordinates; accepting, amending, or rejecting work as appropriate; evaluates the effectiveness of operations supervised in terms of mission accomplishments, quality and quantity of standards met; procedural policy and regulatory compliance, and technical competence. Performs special reviews and surveys in conjunction with manpower and management analysis surveys, to identify problems in alignment, supervisor/employee ratios, delineation of duties and responsibilities, career development opportunities in the organization structure, employee retention, delegations of authority, and economy of the grade structure. For qualifications determinations your resume must contain hours worked per week and the dates of employment for each position listed on your resume (i.e., hours per week and month/year to month/year or month/year to present). If your resume does not contain this information, your application will be marked as incomplete and you will not receive consideration for this position. Read more about what should I include in my federal resume? at USAJOBS. https:
//www.usajobs.gov/Help/faq/application/documents/resume/what-to-leave-out/ You may qualify at the GS-14 level, if you fulfill the following qualification requirement:
One year of specialized experience equivalent to the GS-13 grade level in the Federal service (experience may have been gained in the private sector) that demonstrates your experience with performing a full range of advisory and operational staffing and recruitment services such as recruitment, staffing (merit promotion, delegated examining, and direct hire) and pay administration; interpreting and executing Human Resources legislation, regulations, and policy guidance to advise staff and hiring managers on complex issues pertaining to staffing, recruitment, placement, and compensation, and; reviewing work products of staff to ensure compliance with regulatory guidance. 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. ACTIVE DUTY SERVICE MEMBERS:
The VOW Act Chapter 21 of Title 5, United States Code (U.S.C.), Section 2108a, requires Federal agencies treat active duty service member as veterans, disabled veterans, and preference eligible, when they submit, at the time they apply for a Federal job, a certification of active service in lieu of a DD-214, assuming the service member is otherwise eligible. A certification letter should be on letterhead of the appropriate military branch of the service and contain (1) the military service dates including the expected discharge or release date; and (2) the character of service. The service member's military service dates are necessary in order to determine whether he or she meets the definition of veteran under 5 U.S.C. 2108(1). The certification must reflect the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions not later than 120 days after the date of submission. The certification must be signed by, or by direction of, the adjutant, personnel officer, or commander of your unit or higher headquarters and must indicate when your terminal leave will begin (if applicable), your rank, dates of active duty service, the type of discharge and character of service (i.e. honorable). Further, under paragraph (h) of the rule, agencies are required to verify a qualifying separation from military service prior to appointment, through the DD-214 or other appropriate documentation. Your preference and/or appointment eligibility will be verified prior to appointment. Active duty members that fail to provide a valid certification of service with their initial application will be found not eligible. Military members may be appointed before the effective date of their military retirement/separation if member is on terminal leave. Current or Former Political Appointees:
Beginning January 1, 2010, agencies must seek prior approval from OPM before they can appoint a current or recent political appointee to a competitive or non-political excepted service position at any level under the provisions of title 5, United States Code. If you are currently or have been within the last 5 years, a political Schedule A, Schedule C, or Non-career SES employee in the executive branch, you MUST disclose that to the Human Resources Office. Submit a copy of your applicable SF-50, along with a statement that provides the following information regarding your most recent political appointment:
Position title; Type of appointment (Schedule A, Schedule C, Non-career SES, or Presidential Appointee); Agency; and, Beginning and ending dates of appointment. All qualifications and time-in-grade requirements must be met by the closing date of this announcement and clearly documented in your resume.
Estimated Salary: $20 to $28 per hour based on qualifications.
Provides authoritative and supervisory guidance, advice, and policy interpretation to senior management officials and other leaders across OSD/WHS to develop solutions to complex problems in HR specialties. Serves as a Supervisor HR Spec directing and overseeing a staff of HR Specialists who are responsible for providing a full range of advisories and operational technical services in the areas of position classification, recruitment and placement. Represents HRD at senior level forums, serving either on working groups or for the delivery of HR related advisory services throughout the client bases. Reviews work completed by subordinates; accepting, amending, or rejecting work as appropriate; evaluates the effectiveness of operations supervised in terms of mission accomplishments, quality and quantity of standards met; procedural policy and regulatory compliance, and technical competence. Performs special reviews and surveys in conjunction with manpower and management analysis surveys, to identify problems in alignment, supervisor/employee ratios, delineation of duties and responsibilities, career development opportunities in the organization structure, employee retention, delegations of authority, and economy of the grade structure. For qualifications determinations your resume must contain hours worked per week and the dates of employment for each position listed on your resume (i.e., hours per week and month/year to month/year or month/year to present). If your resume does not contain this information, your application will be marked as incomplete and you will not receive consideration for this position. Read more about what should I include in my federal resume? at USAJOBS. https:
//www.usajobs.gov/Help/faq/application/documents/resume/what-to-leave-out/ You may qualify at the GS-14 level, if you fulfill the following qualification requirement:
One year of specialized experience equivalent to the GS-13 grade level in the Federal service (experience may have been gained in the private sector) that demonstrates your experience with performing a full range of advisory and operational staffing and recruitment services such as recruitment, staffing (merit promotion, delegated examining, and direct hire) and pay administration; interpreting and executing Human Resources legislation, regulations, and policy guidance to advise staff and hiring managers on complex issues pertaining to staffing, recruitment, placement, and compensation, and; reviewing work products of staff to ensure compliance with regulatory guidance. 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. ACTIVE DUTY SERVICE MEMBERS:
The VOW Act Chapter 21 of Title 5, United States Code (U.S.C.), Section 2108a, requires Federal agencies treat active duty service member as veterans, disabled veterans, and preference eligible, when they submit, at the time they apply for a Federal job, a certification of active service in lieu of a DD-214, assuming the service member is otherwise eligible. A certification letter should be on letterhead of the appropriate military branch of the service and contain (1) the military service dates including the expected discharge or release date; and (2) the character of service. The service member's military service dates are necessary in order to determine whether he or she meets the definition of veteran under 5 U.S.C. 2108(1). The certification must reflect the service member is expected to be discharged or released from active duty service in the armed forces under honorable conditions not later than 120 days after the date of submission. The certification must be signed by, or by direction of, the adjutant, personnel officer, or commander of your unit or higher headquarters and must indicate when your terminal leave will begin (if applicable), your rank, dates of active duty service, the type of discharge and character of service (i.e. honorable). Further, under paragraph (h) of the rule, agencies are required to verify a qualifying separation from military service prior to appointment, through the DD-214 or other appropriate documentation. Your preference and/or appointment eligibility will be verified prior to appointment. Active duty members that fail to provide a valid certification of service with their initial application will be found not eligible. Military members may be appointed before the effective date of their military retirement/separation if member is on terminal leave. Current or Former Political Appointees:
Beginning January 1, 2010, agencies must seek prior approval from OPM before they can appoint a current or recent political appointee to a competitive or non-political excepted service position at any level under the provisions of title 5, United States Code. If you are currently or have been within the last 5 years, a political Schedule A, Schedule C, or Non-career SES employee in the executive branch, you MUST disclose that to the Human Resources Office. Submit a copy of your applicable SF-50, along with a statement that provides the following information regarding your most recent political appointment:
Position title; Type of appointment (Schedule A, Schedule C, Non-career SES, or Presidential Appointee); Agency; and, Beginning and ending dates of appointment. All qualifications and time-in-grade requirements must be met by the closing date of this announcement and clearly documented in your resume.
- Department:
0201 Human Resources Management - Salary Range:
$121,316 to $157,709 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
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