HUMAN RESOURCES SPECIALIST

Full Job Description

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Summary Moved to Duties This position has been designated as a Key Career Position (KCP).

The assignment will not be continuing and has an established tour limitation of 36-60 months as determined by the Career Field Team and Career Field Manager.

Employees must sign a Memorandum of Understanding including Selection, Restriction, Outplacement, Tour and Mobility Agreement as a condition of employment.

This addendum is effective 1 March 2014 and will be utilized upon incumbent's exit from the position and from that point forward whenever the position is filled.

--------------------------------------------------------------------------------------------------------------------------------------------------------- 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 a wide range of federal Human Resource (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor management relations, employment performance and conduct issues, and other programs to serve as an HR specialist providing staff-level advice to operating HR offices across the command in the development of solutions to especially complex problems of program 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-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.

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 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 and labor-management relations, employment performance and conduct issues, and other programs Knowledge of advanced federal human resources management (HRM) principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, to apply DoD, Joint, and AF management engineering principles, concepts and methodologies and financial management directives 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 Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative/protocol policies and procedures; Knowledge of manpower resource management principles and techniques as they relate to base realignment and/or closure and contracting out studies 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, and other special programs that brings program policies and operations in line with higher level vision, goals and objectives Skill in applying analytical and evaluative techniques, 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 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:

• Provides strategic and technical guidance as well as seasoned consultative management advisory services throughout an entire MAJCOM on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions Conducts, leads, and/or participates in studies to improve HRM programs and/or influence policy changes for the MAJCOM that typically involve long-range, highly complex, and often politically sensitive topics Performs program evaluation of a full range of HR programs at command and wing/installation level and develops and executes improvement/enhancement plans Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with command leadership, supervisors, customers, and co-workers and conducts or leads conferences as representative of the command Summary The primary purpose of this position is to serve as a Human Resources Specialist at a major command (MAJCOM) providing expert management advisory service in a wide range of human resources management (HRM) areas such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, and employment performance and conduct issues as well as in other areas such as civilian resources management, and other special programs to support the command's Force Support Squadron (FSS) Civilian Personnel Sections (CPS) and command and wing/installation senior leadership.