SUPERVISORY HUMAN RESOURCES SPECIALIST (EXECUTIVE RESOURCES)

The experience described in your resume will be evaluated and screened from the Office of Personnel Management's (OPMs) basic qualifications requirements.

See: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/0200/human-resources-management-series-0201/ for OPM qualification standards, competencies and specialized experience needed to perform the duties of the position as described in the MAJOR DUTIES and QUALIFICATIONS sections of this announcement by 10/30/2026 Applicant must have directly applicable experience that demonstrates the possession of the knowledge, skills, abilities and competencies necessary for immediate success in the position.

Qualifying experience may have been acquired in any public or private sector job, but will clearly demonstrate past experience in the application of the particular competencies/knowledge, skills and abilities necessary to successfully perform the duties of the position.

You must have specialized experience sufficient to demonstrate that you have acquired all the competencies necessary to perform at a level equivalent in difficulty, responsibility, and complexity to the next lower grade GS/GG-14 in the Federal service and are prepared to take on greater responsibility. Generally, this would include one year or more of such specialized experience.

Specialized experience for this position includes: Managing executive personnel programs for Defense Intelligence Senior Executive Service (DISES), Defense Intelligence Senior Leader (DISL), or comparable senior-level employees. Applying Title 10, Title 5, DCIPS policies, and related DoW guidance to executive HR actions. Leading executive recruitment, assessments, selection boards, and performance review processes. Managing executive position classification, billet allocations, and senior appointment actions.

Supervising HR staff and ensuring timely, compliant, high-quality executive personnel services. Specifically you will be evaluated on the following competencies: 1. Human Resources Policy - Interpreting policy and coordinating policies throughout DoD. 2. Staffing and Recruiting - Applying HR concepts, principles, and practices related to identifying, attracting, and selecting individuals and placing them into positions. 3.

Strategic Thinking - Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization in a global environment that takes into consideration the environment, resources, capabilities, constraints, and organization goals and values. Capitalizes on opportunities and manages risks and contingencies, recognizing the implications for the organization and stakeholders. 4.

Planning and Evaluating - Organizes work, sets priorities, and determines resource requirements; determines short- or long-term goals and strategies to achieve them; coordinates with other organizations or parts of the organization to accomplish goals; monitors progress and evaluates outcomes. 5. Leadership - Influences, motivates, and challenges others; adapts leadership styles to a variety of situations.

As a SUPERVISORY HUMAN RESOURCES SPECIALIST (EXECUTIVE RESOURCES) you will be responsible for the following duties: Direct DCSA's executive personnel program, including recruitment, selection, appointment, and placement of DISES, DISL, and other senior officials. Develop and administer executive talent acquisition strategies, vacancy announcements, assessment tools, Executive Personnel Boards, and senior interview panels.

• Provide authoritative advice on executive personnel actions, mobility, appointments, performance management, ethics, and applicable statutory and regulatory requirements.
• Manage executive position classification, executive allocations, organizational assessments, and business cases for executive resource changes.
• Lead executive performance appraisal and Executive Performance Review Board processes, including ratings, awards, compensation, and tier-adjustment documentation.

Develop succession planning, executive talent management, onboarding, transition, and specialized appointment programs, including HQE, IPA, and SGE actions. Supervise executive HR staff; establish priorities, procedures, quality controls, performance standards, and records-management practices for high-visibility personnel actions.