HUMAN RESOURCES SPECIALIST

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. As a HR Specialist in the Civilian Force Management Directorate within the Air Force Headquarters, you will manage programs supporting 170,000 civilians across 600 occupations. You will develop, align, and execute enterprise-wide civilian force management and HR policies and implementing guidance. Summary Continued: This position may be filled at the GS-13 or GS-14 level. GS-13 Position Summary: The GS-13 Human Resources Specialist is a developmental role with the potential to advance to the GS-14 level. In this capacity, the specialist works under the guidance of a supervisor to develop expertise in human resources policies and programs. The incumbent is responsible for interpreting and applying policies, contributing to projects, and resolving moderately complex issues within established objectives. This position involves learning to analyze HR programs and assisting in the development of new methods and policies. GS-14 Level Position Summary: The GS-14 Human Resources Specialist serves as a senior policy proponent, independently managing and developing civilian human resources policies and programs for the Air Force. This individual provides expert advice to senior leadership, develops and issues guidance, and represents the agency in external working groups. The GS-14 leads complex projects, performs in-depth analysis of HR programs, and has the authority to make decisions on precedent-setting issues with wide-ranging impact. This role requires a mastery of HR principles and a high degree of independent judgment. Due to the high level of oversight and collaboration required, this position demands a consistent, physical on-site presence at the Arlington, VA or Randolph AFB, TX duty locations. Duties: Serves as the principal program manager and policy proponent, independently developing, issuing, and overseeing Air Force-wide civilian HR policies and guidance to resolve highly complex, precedent-setting issues across the human capital lifecycle. Provides expert technical consultation to Headquarters Air Force (HAF) leadership and represents the department on high-level, inter-agency working groups and DOD committees to shape enterprise-wide strategic human capital initiatives. Leads multi-disciplinary teams in conducting comprehensive, system-wide evaluations of civilian HR programs, utilizing data-driven analysis to identify systemic deficiencies and engineer strategic, regulatory-compliant solutions. Orchestrates the preparation and synchronization of executive-level staff packages, briefings, and responses to Congressional inquiries, ensuring all strategic deliverables provide clear, authoritative recommendations to drive senior-leader decisions. 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, GS-13: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience includes knowledge in two or more CHR specialty areas (e.g., recruitment and placement, Veterans' preference, examining, classification, paysetting, special hiring/appointment authorities and/or use of incentives) in order to provide staff-level advice enterprise-wide in the development of solutions to very complex problems of program improvement and to advise the A1C on best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. knowledge of two or more CHR programs in order to provide staff-level advice enterprise • wide in the development of solutions to very complex problems of program improvement and to advise the A1C on best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. Expert ability in applying a wide range of advanced CHR principles, concepts, and practices in order to study and evaluate proposed legislation affecting the civilian workforce, developing DAF's position on such proposals, and advising DAF's leadership. knowledge of CHR processes, procedures and requirements in various functional areas in order to ensure that all phases of management are executed properly. Significant knowledge of broad CHR concepts and factual issues to generate and analyze projects and programs which depart from previous practices and which require the generation of HR innovations, concepts, theory and principles. Knowledge in governing CHR statutes, broad CHR principles and practices sufficient to serve as a senior advisor to the A1C, A1 and other members of the OAF Staff and Secretariat. Knowledge of analytical reasoning, organizational effectiveness and efficiency concepts, assessment methodology, process mapping and improvement, business transformation, and other disciplines supporting business enterprise management. Knowledge of CHR programs in order to develop and provide policy guidance on a wide range of CHR programs. SPECIALIZED EXPERIENCE, GS-14: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-13, or equivalent in other pay systems. Examples of specialized experience includes knowledge in two or more CHR specialty areas (e.g., recruitment and placement, Veterans' preference, examining, classification, paysetting, special hiring/appointment authorities and/or use of incentives) in order to provide staff-level advice enterprise-wide in the development of solutions to very complex problems of program improvement and to advise the A1C on best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. knowledge of two or more CHR programs in order to provide staff-level advice enterprise • wide in the development of solutions to very complex problems of program improvement and to advise the A1C on best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. Expert ability in applying a wide range of advanced CHR principles, concepts, and practices in order to study and evaluate proposed legislation affecting the civilian workforce, developing DAF's position on such proposals, and advising DAF's leadership. knowledge of CHR processes, procedures and requirements in various functional areas in order to ensure that all phases of management are executed properly. Significant knowledge of broad CHR concepts and factual issues to generate and analyze projects and programs which depart from previous practices and which require the generation of HR innovations, concepts, theory and principles. Knowledge in governing CHR statutes, broad CHR principles and practices sufficient to serve as a senior advisor to the A1C, A1 and other members of the OAF Staff and Secretariat. Knowledge of analytical reasoning, organizational effectiveness and efficiency concepts, assessment methodology, process mapping and improvement, business transformation, and other disciplines supporting business enterprise management. Knowledge of CHR programs in order to develop and provide policy guidance on a wide range of CHR programs. 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-12 level is required to meet the time-in-grade requirements for the GS-13 level. One year at the GS-13 level is required to meet the time-in-grade requirements for the GS-14 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 in two or more CHR specialty areas (e.g., recruitment and placement, Veterans' preference, delegated examining, classification, paysetting, special hiring/appointment authorities, priority placement program, suitability and/or use of incentives) in order to provide staff-level advice enterprise-wide in the development of solutions to very complex problems of program improvement and to advise the A 1 Con best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. Knowledge of CHR processes, procedures and requirements in various functional areas in order to ensure that all phases of management are executed properly. Knowledge of broad CHR concepts and factual issues to generate and analyze projects and programs which depart from previous practices and which require the generation of HR innovations, concepts, theory and principles. Knowledge in governing CHR statutes, broad CHR principles and practices sufficient to serve as a senior advisor to the A1C, Al and other members of the OAF Staff and Secretariat. Knowledge of analytical reasoning, organizational effectiveness and efficiency concepts, assessment methodology, process mapping and improvement, business transformation, and other disciplines supporting business enterprise management. Knowledge of CHR programs in order to develop and provide policy guidance on a wide range of CHR programs. Knowledge of CHR principles, concepts, and practices in order to define problems, identify relationships, evaluate and determine quality, assess impacts, and arrive at conclusions when participating in studies, workgroups, and advisory committees; and skill in written and oral communication, and at maintaining effectiveness while working at traditional or alternative (remote) worksites. Ability in applying a wide range of advanced CHR principles, concepts, and practices in order to study and evaluate proposed legislation affecting the civilian workforce, developing DAF's position on such proposals, and advising DAF's leadership. Qualifications continued: 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.