Supervisory Human Resources Specialist (Division Director) - TEMP PROMOTION/DETAIL

Full Job Description

As a Supervisory Human Resources Specialist (Division Director) at the GS-0201-15, you will be part of the Workforce Management Division, Office of the Chief Human Capital Officer (CHCO), U.S.

Equal Employment Opportunity Commission (EEOC).

If selected, you will work with the CHCO and Deputy CHCO, and through subordinate staff, to manage classification, desk audits, position management, workforce analysis, human capital accountability, and HR compliance reviews agency wide.

For the GS-15: You must have one year of specialized experience equivalent to the GS-14 level in the federal service.

Specialized experience includes providing leadership in establishing performance metrics and accountability for an Agency and HR Office; applying classification, position management advisory services, and desk audits for an agency; and applying workforce analysis, forecasting and best practices to meet the Office of Personnel Management and Administration's goals in strategic human capital management.

Merit promotion applicants must meet time-in-grade requirement as defined in 5 CFR 300, Subpart F. One year at the GS-14 level is required to meet the time-in-grade requirements for the GS- 15 level.

Applicants must meet all eligibility requirements (e.g., time-in-grade and qualification requirements) within 30 days of the closing date specified in the vacancy announcement.

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:

• Leads workforce planning efforts by applying statistical and operations research methods, organizational development concepts, and human capital practices to support forecasting.
• Directs staff to provide position classification services to assigned offices.
• Provides the full range of position management advisory services in dealing with difficult, complex, and often controversial organizational issues, including desk audits and reorganizations.
• Directs workforce strategic planning, leads forecasting model development, analyzes enterprise workforce needs, and implements strategies to align talent, skills, and staffing with current and future mission requirements.
• Plans, develops, and implements workforce plans; prepares multi-year Full-Time Equivalent (FTE) requests with the Office of the Chief Financial Officer; and coordinates program requirements with senior leadership and staff across the agency.
• Conducts quality reviews and ensures policy compliance, establishes management controls to evaluate program performance, corrects deficiencies, and maintains internal quality controls to monitor program effectiveness.