HUMAN RESOURCES SPECIALIST (CLASSIFICATION/RECRUITMENT)

Full Job Description

This position is part of the Defense Security Cooperation Agency.

The incumbent will be responsible for providing the full range of classification/ position management assistance to DSCS Headquarters and satellite managers on classification and position management program administration.

You may qualify at the GS-13 grade level, if you fulfill the following qualifications: A.

One year of specialized experience equivalent to the GS-12 grade level in the Federal service: Interpreting and applying recruitment and placement laws, regulations, policies, and practices to provide advice and guidance to managers, and employees Performing work that involves recruiting, examining, selecting and placing employees Utilizing human resources policies and practices to advise management in attracting a high quality workforce Performing job analysis and classifying position descriptions using the Office of Personnel (OPM) Management Classification Standards Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social).

Volunteer work helps build critical competencies, knowledge, and skills and 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:

As a HUMAN RESOURCES SPECIALIST (CLASSIFICATION/RECRUITMENT) at the GS-0201-13 some of your typical work assignments may include: Analyzing and resolving broad, complex, controversial, and high priority recruitment and placement issues requiring extreme care in problem resolution.

This includes providing guidance and advising management on long term recruitment, staffing, and placement strategies to hire and retain a skilled and diverse workforce.

Identifying underrepresented skills in the workforce, and developing ways to emphasize this aspect in the recruitment process.

Performing a variety of special projects, e.g., to include working on data calls, audit HR support, and quality control of position data in DCPDS.

Regularly meeting with management officials to discuss work status, get feedback on recruitment programs, plan time phasing of placements, and to stay informed of functional issues, new workloads, long-range personnel needs, problems encountered, and other matters that would impact on recruitment and placement.