HUMAN CAPITAL DEVELOPMENT SPECIALIST

Full Job Description

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The primary purpose of this position is: To serve as a Human Capital Development Specialist providing Subject Matter Expert (SME) management advisory service and Human Resources (HR) program managment oversight in a wide range of HR management (HRM) areas for the Secretary of the Air Force, Studies & Analysis Director of Staff.

Conditions of Employment (Cont.): As a condition of employment for accepting this position, you will be required to serve a 1-year probationary period OR 2-year trial period during which we will evaluate your fitness and whether your continued employment advances the public interest.

In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency of the Government; and whether your continued employment would advance the efficiency if the Federal service.

Upon completion of your probationary period OR trial period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

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, Administration and Management position.

SPECIALIZED EXPERIENCE: 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: mastery of a wide range of Federal HR laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, performance management programs, development programs, and other programs providing staff-level advice to senior leadership in the development of solutions to especially complex problems of program improvements; mastery of advanced federal human resources management 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 human resources management problems not susceptible to treatment by standard methods; and conducting reviews and analyzing and assessing HR program operations to include identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements.

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-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: 1.

Expert 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, and employee performance administration and other programs.

2.

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.

3. Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative/protocol policies and procedures. 4.

Extensive knowledge of organizational structures and functions across a major military command or comparable organization to identify, consider, and present options for the resolution of substantive organizational and program issues involving HRM and areas such as resources management, civilian deployment, and other special programs that brings program policies and operations in line with higher level vision, goals and objectives.

5.

Expert skill of policies, practices, regulations, laws and the ability to apply to qualitative and/or quantitative methods for the assessment and improvement of command level plans concerning conducting reviews and analyzing and assessing HR program operations to include identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements.

6. Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships.

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. Major Duties:

Serves as a Human Capital Specialist providing long- range strategic and subject matter expert technical HR guidance at the Headquarters Air Force level for Secretary of the Air Force/ SA portfolio.

Serves as a Program Manager for the Force Development and Human Capital programs for SAF/SA.

Performs expert program evaluation of a full range of HR programs at SAF/SA, HAF level and develops and executes improvement/ enhancement plans.

Represents SAF/SA and prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with command senior leadership, supervisors, customers, and co-workers.