Human Resources Specialist

Qualification requirements in the vacancy announcements are based on the U.S. Office of Personnel Management (OPM) Qualification Standards Handbook, which contains federal qualification standards. This handbook is available on the Office of Personnel Management's website located at: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/ EDUCATION: There is no positive education requirement for this position. SPECIALIZED EXPERIENCE: Applicants must possess one year of specialized experience equivalent in difficulty and responsibility to the next lower grade level in the Federal Service. Specialized experience is experience that has equipped the applicant with the particular competencies/knowledge, skills and abilities to successfully perform the duties of the position. This experience need not have been in the federal government. 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. To qualify at the ZA-3 or GS-11 level: SPECIALIZED EXPERIENCE: Applicants must possess one full year (52 weeks) of specialized experience equivalent to the ZA-2 or GS-09 in the Federal service. Specialized experience MUST include all of the following: Guiding management on complex human resources management issues, including position classification, employee relations, recruitment and staffing, or organizational design; Conducting workforce planning activities by evaluating organizational data, such as turnover rates and vacancy trends, and identifying staffing and compensations solutions to drive outcomes and address competency gaps within an assigned program area; and Communicating and explaining a wide range of Federal HR laws, regulations, and procedures to managers and employees, ensuring complex information is translated into clear and actionable guidance. OR SUBSTITUTION OF EDUCATION: Ph.D. or equivalent doctoral degree or 3 full years of progressively higher-level graduate education leading to such a degree or LL.M., if related. OR COMBINATION OF EDUCATION AND EXPERIENCE: A combination of education and experience as described above. To qualify at the ZA-4 or GS-13 level: SPECIALIZED EXPERIENCE: Applicants must possess one full year (52 weeks) of specialized experience equivalent to the ZA-3 or GS-12 in the Federal service. Specialized experience MUST include all of the following: Applying authoritative mastery of Federal HR laws, concepts, and policy to resolve highly sensitive or complex human resources or personnel issues; Analyzing the effectiveness of HR programs and operational strategies within an assigned area to identify systemic trends, such as high turnover or competency gaps, and recommending corrective actions or process improvements; and Translating highly technical Federal HR laws, internal guidance, and complex variables into clear, persuasive oral and written guidance tailored to customers, ensuring consistent application of personnel management functions across a large and complex organization. Major Duties: - As a Human Resources Specialist, you will perform the following duties: Provide management consultative service involving the full spectrum of Human Resource (HR) functions to include recruitment and placement, position management and classification, pay and compensation, employee performance, benefits, and employee and labor relations issues. Conduct review of Job Opportunity Announcements to ensure compliance with rules, regulations, Departmental Policy and Procedures, and management consultations. Review qualifications of applicants and make determinations. Hear organizational personnel issues, concerns, operational issues, and long-term planning. Analyze and evaluate the organizations current staffing situation including turnover, vacancies, and current recruitment strategies. Provide general recommendations, strategy and planning to offer effective and efficient solutions. Collaborate with and lead management in employing change management process concepts and techniques such as strategic planning and workforce development. Utilizes familiarity with assigned organization, mission, business strategy, and drivers in order to consult with customers on their workforce strategy, including assisting in workforce planning, succession planning, and analytics efforts. Work internally and externally with staff carrying out personnel support services including recruitment and placement, onboarding, compensation and data management, and labor relations. Facilitate communication, fact and data gathering and assist in the completion of assignments to support assigned customers. Assist customers in the completion of paperwork, document filing, personnel research, and data entry into HR information systems as required to complete assignments. NOTE: These duties are described at the full performance level of the ZA-4; the ZA-3 is developmental leading to such performance.