DH
This position is part of the Defense Human Resources Activity. The incumbent oversees the provision of expert technical advice and guidance to the DoD HR community. Program analysis and development, policy interpretation, and development of procedural guidance. Selectee will be detailed to the Workforce Governance & Integration Directorate within the Office of the Deputy Assistant Secretary of War for Civilian Personnel Policy.
["As a Supervisory Human Resources Specialist at the GS-0201-15 some of your typical work assignments may include: Serves as a senior technical authority and advisor on all aspects of labor and employee relations, performance management, recognition, and suitability and fitness policies. Develops, evaluates, and improves Agency-wide policies and programs within the Workforce Relations portfolio; ensures the effective integration of labor and employee relations initiatives across the Department and recommends new approaches to address complex challenges. Directs and manages the Workforce Relations Unit within the Workforce Governance & Integration Directorate, exercising full technical and administrative supervision over the unit to achieve policy and program objectives and ensure timely, quality results. Represents the Agency in high-level meetings, committees, and working groups with senior officials, federal agencies, Congressional staff, and other external organizations, presenting and defending the Agency's position on key HR matter. Serves as the senior subject matter expert for for Workforce Relations when coordinating with other directorates to include External Affairs and Strategic Initiatives."]
You may qualify at the GS-15, if you fulfill the following qualifications: A. One year of specialized experience equivalent to the GS-14 grade level in the Federal service: Expert knowledge of advanced principles in labor relations, employee relations, performance management, awards, administrative grievance systems, and suitability & fitness to serve as a technical authority in developing, interpreting, and ensuring the legal compliance of Agency-wide policies. Mastery in managing workforce relations policy development and lifecycle management, integrating new policy solutions, ensuring widespread accountability, and facilitating strategic alignment with internal and external stakeholders impacting a large workforce (approximately 800,000 employees). Skill in providing expert guidance to Agency senior executives, management, and external stakeholders on highly complex, sensitive, and controversial workforce relations issues. Skill in applying supervisory principles to lead a team of HR experts, including planning and directing work, managing performance, fostering professional development, and resolving grievances and complaints. 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.
Substitution of education may not be used in lieu of specialized experience for this grade level.
Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions. Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: https://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements: Persons with Disabilities - Schedule A Special Hiring Authority for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities - Subpart F Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/register/) The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision. NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy. Selective Service Requirement: Please visit http://www.sss.gov for more information. For more information, please visit: https://www.dla.mil/Portals/104/Documents/Careers/downloads/DoDGenAppInfo 12-1-2020.pdf?ver="ECNbdsHtGilTd3OENN4A0Q==" Re-employed Annuitant: This position does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).