Human Resources Specialist (Information Systems)

To qualify for a Human Resources Specialist (Information Systems), your resume and supporting documentation must support: A. Specialized Experience: One year of specialized experience that equipped you with the particular competencies to successfully perform the duties of the position and is directly in or related to this position.

To qualify at the GS-12 level, applicants must possess one year of specialized experience equivalent to the GS-11 level or equivalent under other pay systems in the Federal service, military, or private sector. Applicants must meet eligibility requirements including time-in-grade (General Schedule (GS) positions only), time-after-competitive appointment, minimum qualifications, and any other regulatory requirements by the cut-off/closing date of the announcement.

Creditable specialized experience includes: - Facilitating end-to-end business cycle design as fully synchronized with agency continually evolving strategic direction and transformation programs. Ensuring information systems audit readiness end-to-end processes are compliant with applicable laws/policies/regulations. Integrating and collaborating with other functional areas to deliver cross functional solutions to end-to-end problems with automated systems.

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.

Serves as a Human Resources Specialist providing support in planning, developing, purchasing, and maintenance of the automated HR systems.,Performs work that involves identifying the nature of a problem, researching reference materials, conducting fact finding with appropriate employees and supervisors ....,CONTD: recommend solutions to technically complex problems, and advises managers on alternatives.,Coordinates testing and implementation of new automation initiatives within the DHRS activities.,Provides technical advice to management in resolving the most difficult and controversial HR problems related to audit readiness reviews, projects, initiatives, etc.,Serves as a central point for audit/examinations performed on records, to include but not limited to, operational HR programs, internal controls testing and Financial Improvement and Audit Readiness (FIAR) guidance testing.,Analyzes audit/program review reports and audit findings/recommendations to identify additional areas for review deficiencies, or adverse trends, training needs and corrective strategies.