HUMAN RESOURCES SPECIALIST

Full Job Description

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The primary purpose of this position is to: To evaluate servicing provided to the Air Reserve Technician (ART) units by AFRC and non-AFRC central civilian personnel offices to evaluate servicing provided to the Air Reserve Technician (ART) units by AFRC and non-AFRC central civilian personnel offices.

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, Human Resources Management, Series 0201.

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; Knowledge of and skill in applying a wide range of advanced HR principles, concepts and practices, as well as seasoned consultative skills sufficient to perform a key role in rendering expert advisory service and/or authoritative policy interpretations on highly complex Air Force-wide or Major Command issues; serve as a recognized senior advisor by other senior HR staff and program managers: develop appropriate interventions for management on significant HR issues and concerns; Mastery of and skill in applying a wide range of advanced HR principles concepts and practices as well as seasoned consultative skills sufficient to lead a tern as a senior evaluator in conducting HRM evaluation studies of the largest and most complex field activity and/or major command HR programs for implementation and improvement initiatives and for consistency with prescribed policies and practices; determine areas of procedural and regulatory deficiencies and provide recommendations and implementation timeframes to correct discrepancies: and provide further guidance to affected organizations on headquarters policies, practices, and procedures as appropriate.

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: 1.

Ability to communicate effectively with others, both orally and in writing, in working out solutions to problems or questions relating to work.

Ability to gather facts and use effective, analytical and evaluate methods to accurately assess information and make sound decisions. 2.

Knowledge of and ability to apply laws, executive orders, regulations, policies and concepts relating to various human resource disciplines.

Knowledge of management and installation's missions and objectives and their implications on personnel! management programs. 3.

A sound theoretical knowledge and practical understanding of federal personnel management functions, theories, and techniques and of basic relationships of the various human resources disciplines. 4.

Ability to accomplish expected quality and quantity of work. Ability to plan and carry out own work. 5. Ability to understand and further management goals. 6.

Ability to develop improvements in and design new work methods and procedures. 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:

• Visits AFRC units in the NAF on a regular cyclic basis to evaluate effectiveness of personnel servicing and personnel management practices Analyzes OPM, Air Force and JG evaluation and inspection reports for NAF units to determine program weaknesses Studies program and mission changes in NAF to determine impact on civilian personnel programs Provides advice and guidance to the NAF Commander in all areas of civilian personnel management Assists AFRC units in resolving civilian personnel problems arising within the units or between the units and the servicing CPO or higher headquarters Provides technical support to NAF Commander in administering high-grade controls, personnel ceiling controls, merit pay system, performance appraisals, and in initiating and expediting key personnel changes Serves as a troubleshooter for the NAF Commander or Director of Civilian Personnel to identify and resolve specific problems Supports and fosters AF and APRC equal employment opportunity objectives