SUPERVISORY HUMAN RESOURCES SPECIALIST

Minimum Qualifications

You must have one year specialized experience to perform successfully the duties of the position.

To be creditable, specialized experience must have been equivalent to at least the GS-13 grade level in the Federal service performing the following: Conducting comprehensive studies, reviews, research, and analyses to evaluate program operations, identify trends, problems, or deficiencies, and recommend corrective actions or program improvements AND Providing authoritative technical advice, policy guidance, and recommendations to senior management on human resources programs, workforce and workplace optimization and organizational effectiveness AND Developing, implementing, or advising on program policies, procedures, operating guidance, or business processes AND Leading complex projects, studies, or initiatives designed to resolve organizational or operational problems and improve program effectiveness, quality, or efficiency.

Documenting experience: IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE. Qualifications are based on breadth/level of experience. In addition to describing duties performed, applicants must provide the exact dates of each period of employment (from MM/YY to MM/YY) and the number of hours worked per week if part time.

As qualification determinations cannot be made when resumes do not include the required information, failure to provide this information may result in disqualification. Applicants are encouraged to use the USAJOBS Resume Builder to develop their federal resume. Do not copy and paste the duties, specialized experience, or occupational application questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications for this position.

In accordance with Office of Personnel Management policy, federal employees are assumed to have gained experience by performing duties and responsibilities appropriate for their official series and grade level as described in their position description.

Experience that would not normally be part of the employee's position is creditable, however, when documented by satisfactory evidence, such as a signed memorandum from the employee's supervisor or an SF-50 or SF-52 documenting an official detail or other official assignment. The documentation must indicate whether the duties were performed full time or, if part time, the "percentage of times" the other duties were performed.

It is expected that this documentation is included in the employee's official personnel record. In order to receive credit for experience in your resume that is not within the official series and grade level of your official position, you must provide a copy of the appropriate documentation of such experience as indicated above.

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; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to gain employment. You will receive credit for all qualifying experience, including volunteer experience.

If such experience is on a part-time basis, you must provide the average number of hours worked per week as well as the beginning and ending dates of the experience so it can be fully credited. OPM Qualification General Policies Website

As a Supervisory HR Specialist, you will: Direct and manage Workplace Optimization Division programs and operations, including the planning, development, implementation, evaluation, and continuous improvement of program activities. Serve as a senior technical advisor and subject matter expert to management on complex and sensitive workplace optimization programs, policies, and operational matters.

Develop, implements, and evaluates program policies, procedures, guidance, and business processes governing workplace optimization activities. Collaborate with senior leaders, stakeholders, and HR professionals on strategic and operational initiatives to ensure workplace optimization programs support broader organizational goals. Supervise a professional staff of Human Resources Specialists, establishing priorities and performance expectations; planning and assigning work.