SUPERVISORY HUMAN RESOURCES SPECIALIST

Full Job Description

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The primary purpose of this position is to exercise second level supervisory and managerial authorities over the Civilian Personnel Management Branch over subordinate sections assigned to deliver the full spectrum of HR programs and services for the Air Force Personnel Center to support the Air Force mission.

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-13 or equivalent in other pay systems.

Examples of specialized experience include 1) Knowledge of the laws, rules, regulations, executive orders, policies, and concepts governing various federal civilian personnel disciplines.

2) Knowledge at an expert level of analytical and evaluative methods, plus a thorough understanding of how regulatory personnel/manpower/services programs are administered to measure compliance, assess effectiveness, identify deficiencies, analyze trends, and make recommendations for enhancements and improvements of programs and the resolution of problems.

3) Knowledge of policies, procedures, methods, and publicity techniques of business operations to develop, revise, and advise on programs to meet goals and objectives within available resources.

4) Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative policies and procedures across the Air Force to conduct studies.

5) Skill in justifying, defending, and recommending decisions on an end-to-end program within a matrix organization.

6) Skill in communicating, both orally and in writing, to provide seasoned consulting to operating managers and other specialists.

7) Ability to plan, organize, and supervise the functions, work operations, and staff of a small to medium sized organization.

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.

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 the laws, rules, regulations, executive orders, policies, and concepts governing various federal civilian personnel disciplines and, in particular, those pertaining to Civilian Performance Program, Telework, Recognition Program, Absence and Leave, Civilian Conduct, Staffing, Classification, Affirmative Employment and Federal Equal Employment Opportunity Programs Knowledge at an expert level of analytical and evaluative methods, including a wide range of qualitative and quantitative techniques, plus a thorough understanding of how regulatory personnel/manpower/services programs are administered to measure compliance, assess effectiveness, identify deficiencies, analyze trends, and make recommendations for enhancements and improvements of programs and the resolution of problems Knowledge of policies, procedures, methods, and publicity techniques of business operations to develop, revise, and advise on programs to meet goals and objectives within available resources; Skill in justifying, defending, and recommending decisions on an end-to-end program within a matrix organization Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative policies and procedures across the Air Force to conduct studies, which are frequently ad hoc team efforts, to identify, consider, and recommend options for the resolution of substantive organizational and program issues or complex problems not susceptible to treatment by standard methods Skill in communicating, both orally and in writing, to provide seasoned consulting to operating managers and other specialists; lead team studies, negotiate complex, controversial issues; provide informational briefings to include options and recommendations to high level management; and establish and maintain effective and positive working relationships Ability to plan, organize, and supervise the functions, work operations, and staff of a small to medium sized organization, coordinating and integrating the work activities of several organizational segments and/or several different projects 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:

Plans, organizes, and oversees the activities of the Civilian Personnel Management Branch ensuring that staffing, classification, accessions, complex and non-complex actions comply with legal and regulatory requirements and meet customer needs Exercises supervisory personnel management responsibilities.

Directs, coordinates, and oversees work through subordinate supervisors Represents AFPC's Civilian Personnel Management Branch with a variety of HAF/SAF, MAJCOM, installation, and functional area organizations Plans, develops, executes and evaluates a comprehensive and broad range of human resources programs and services for the Air Force Personnel Center's 2K civilian workforce in support of DAF initiatives