HR SPECIALIST (HUMAN RESOURCE DEVELOPMENT)

Your resume must demonstrate at least one year of specialized experience at or equivalent to the GS-11 grade level or NH-02 pay band in the Federal service or equivalent experience in the private or public sector.

Specialized experience must demonstrate the following: managing programs such as acquisition workforce development, employee training and certification, tuition assistance, or career development; demonstrating the ability to plan and coordinate program activities; manage funding and resources; interpret and apply program policies and requirements; analyze data to monitor compliance and evaluate effectiveness; prepare written products; and communicate recommendations to supervisors, managers, senior leaders, and the Director, Acquisition Talent Management (DATM) office.

Additional qualification information can be found from the following Office of Personnel Management web site: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/0200/human-resources-management-series-0201/ Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (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 plan, direct, and execute with approval from the DPD, a comprehensive workforce development and training program enterprise-wide.,You will oversee the application, selection, and tracking processes to ensure the equitable distribution of professional development resources and guide others in the execution of program plans, thereby ensuring mission accomplishment.,You will lead compliance audits, internal-control reviews, and management inspections to anticipate problems, identify systemic deficiencies, and mitigate organizational risks.,You will oversee the analysis of complex workforce data, develops executive dashboards and metrics to evaluate the health and compliance of the acquisition workforce, and establishes precedents in problem-solving techniques to enhance processes.