Lead Human Resources Specialist (Human Resource Development)

Full Job Description

See below for important information regarding this job. Additional vacancies may be filled from this announcement. DCMA Location Negotiable upon Selection.

This job will close when we have received 150 applications, which may be sooner than the closing date. This is not a remote work position. See DCMA Location List, not all locations may be available.

To qualify for a LEAD HUMAN RESOURCES SPECIALIST (HUMAN RESOURCE DEVELOPMENT), your resume and supporting documentation must support: A.

Specialized Experience: One year of specialized experience that equipped you with the particular competencies to successfully perform the duties of the position and is directly in or related to this position.

To qualify at the NH-04 level, applicants must possess one year of specialized experience equivalent to the NH-03 or GS-13 level or equivalent under other pay systems in the Federal service, military or private sector.

Applicants must meet eligibility requirements including time-in-grade (General Schedule (GS) positions only), time-after-competitive appointment, minimum qualifications, and any other regulatory requirements by the cut-off/closing date of the announcement.

Creditable specialized experience includes: Leading a professional team by coaching, managing workload, monitoring work, and facilitating team initiatives to meet organizational goals.

Developing, coordinating, and executing training course curricula and programs across multiple platforms.

Performing competency gap analysis, assessing training skills gaps, and projecting future training needs for a large organization.

Establishing program objectives, justifying budget requirements, and evaluating overall program effectiveness to recommend improvements.

Researching, interpreting, and applying Human Capital (HC) guidelines, policies, and regulations to solve complex workforce development challenges. Major Duties:

• Lead a team of HR Professionals through workload distribution, progress monitoring, and serves as a facilitator for team initiatives.
• Serves as advisor on creating course curricula for leadership development, non-acquisition business skills, computer-based training courses.
• Develop, coordinate, execute, and evaluate current agency leadership and business skills training programs, overseeing the implementation of strategies to meet strategic goals.
• Project future training needs based on workforce demographics and perform competency (skills-based) gap analysis to identify and address existing and emerging skill gaps.
• Establish training and development program objectives, and justify and negotiate for the fiscal resources required to fulfill them.
• Plan and conduct reviews and evaluations of the overall training program offerings to identify issues, deficiencies, or inadequacies, and recommend corrective actions.
• Initiate research, benchmarking studies, and pilot programs to identify best practices and address competency gaps within the civilian personnel workforce.