SUPERVISORY HUMAN RESOURCES SPECIALIST

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, 0201 Series. SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-14, or equivalent in other pay systems.

Examples of specialized experience include (1) Strategic Human Capital Planning & Workforce Shaping: Leading the formulation, integration, and execution of organizational-wide workforce planning requirements, competency modeling, succession planning initiatives, or workforce restructuring strategies for a large, multi-functional organization. (2) Human Capital Evaluation & Analytics: Directing or conducting comprehensive human capital evaluations, assessing organizational health and workforce trends using advanced HR metrics and data models to drive executive decision-making. (3) Executive Advisory & Strategic Coalition Building: Advising senior agency officials or leadership on complex civilian workforce challenges, including negotiating program goals across diverse operational components. (4) Supervisory or Program Direction: Leading, supervising, or directing senior professional human capital analysts, project directors, or cross-functional teams in the delivery of high-stakes human resources initiatives.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible. One year at the GS-14 level is required to meet the time-in-grade requirements for the GS-15 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: Knowledge of federal civilian human resources management principles, Department of the Air Force personnel policies, and civilian workforce strategy objectives Knowledge of safety and security regulations, practices, and procedures Knowledge of strategic human capital planning concepts, workforce shaping, and enterprise-wide civilian talent management strategies Knowledge of human capital evaluation methods and HR metrics to identify program deficiencies and ensure alignment with strategic organizational goals Ability to plan, organize, and direct the functions and staff of a small to medium sized organization Ability to communicate effectively, both orally and in writing PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work.

You must clearly identify the duties and responsibilities in each position held and the total number of hours per week. VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social).

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

Are you a visionary Human Resources leader ready to architect personnel policy for a global workforce of over 170,000 civilian personnel? The Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs (SAF/MR) is standing up and scaling a transformed Office of the Deputy Assistant Secretary of the Air Force for Civilian Force Management (MRC).

As Division Chief, you will serve as the Secretariat's chief architect for long-range civilian human capital strategy, civilian workforce shaping, and civilian talent optimization across both the United States Air Force and the United States Space Force. Leading an elite cadre of senior strategic planners, human capital evaluators, and talent management specialists, you will bridge strategic defense priorities with cutting-edge workforce planning, succession frameworks, and data-driven program evaluations.

If you are an agile, visionary leader eager to build strategic capability from the ground up and shape how the Department attracts, develops, and retains world-class civilian talent for the modern era, join our team at the Pentagon.

Integrate Strategic Human Capital Priorities: Align Department of the Air Force civilian workforce strategy with high-level strategic objectives from the Office of the Secretary of Defense (OSD), Office of Personnel Management (OPM), and Secretarial directives Direct Long-Range Human Capital Planning: Serve as the Department's senior authority on civilian workforce strategy, leading the formulation and execution of multi-year Agency Staffing Plans (ASPs) governing over 170,000 Total Force civilian personnel worldwide Advise Secretarial and Senior Military Leadership: Deliver authoritative, data-backed counsel to the Assistant Secretary, Deputy Assistant Secretary, and Service Chiefs on civilian workforce readiness, critical talent shortages, and enterprise human capital modernization Build and Inspire High-Performing Teams: Provide first-level supervision to a team of senior HR policy specialists, setting strategic milestones, establishing clear and measurable performance expectations, and coaching emerging leaders