HUMAN RESOURCES SPECIALIST

Salary: $121,785.00 to $158,322.00 Per Year

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position is to service as a Human Resources Specialist within the Resources Directorate (SAF/AAR) and at the HAF MAJCOM level.

Major duties

Serves as a Human Resources Specialist provides strategic and technical guidance as well as seasoned consultative management advisory services throughout an entire HAF MAJCOM (Secretariat, Air Staff, Field Operating Agencies and organizations for which the Air Force is Executive Agent) on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions Serves as trusted agent and expert advising senior management within the HAF on affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification, and employee development relating to GS, DCIPS, WG, and other pay schedule positions Reviews, analyzes, and synthesizes data from core personnel documents, organization charts, unit manpower documents, DCPDS, Business Objects and reports containing civilian personnel and position data to ensure compliance with policies and advises management or takes corrective action as appropriate Manages all aspects of civilian personnel support processes

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-12, or equivalent in other pay systems. Examples of specialized experience include 1) providing consultative management advisory services across organizations on federal HR laws, executive orders, regulations, policies, directives, instructions and concepts governing HR function such as merit promotion, affirmative employment, recruitment and placement, performance management and civilian recognition; 2) advising high level management on principles, laws and regulations of human resource and develop solutions to complex problems; 3) establishing close working relationships with other personnel specialists to coordinate personnel actions; 4) serving as program manager on implementing various HR programs across organizations; 5) advising management on controversial and sensitive, complex, and difficult affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification, employee performance and civilian recognition problems; 6) developing recruitment strategies to provide candidates for the most difficult-to-fill positions; AND 7) utilizing high degree of written and verbal communication skills to effectively communicate with customers and senior leadership. (NOTE: This experience MUST be well documented on your resume or application package.) 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. 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: Extensive knowledge of a wide range of federal Human Resources (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee management relations, employment performance and conduct issues, and other programs; Knowledge of Defense Civilian Personnel Data System (DCPDS) and Defense Civilian Payroll System (DCPS) Extensive knowledge of advanced federal human resources management (HRM) principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines as well as seasoned consultative skill sufficient to resolve complex HRM problems not susceptible to treatment by standard methods; In-depth knowledge of analytical reasoning processes and ability to identify and project trends and propose alternative solutions to adverse trends Skill in applying analytical and evaluation techniques to the identification, consideration and resolution of issues or problems concerning efficiency and effectiveness of program operations Ability to interpret manpower documents and accurately connect personnel records to manpower and funding data elements; Ability to maintain harmonious relations with managers, supervisors, employees, co-workers and others to ensure cooperative resolution of conflicts and to provide effective coordination of activities; Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships Skill in applying basic principles, provisions, laws, regulations, practices, and techniques in affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development; Skill in troubleshooting and resolving the most difficult problems associated with providing comprehensive affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development advisory services 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.