Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. Summary: Serve as the Human Resources Specialist, Division Chief, responsible for overseeing the Talent Acquisition Division within the Civilian Force Management Directorate, Deputy Chief of Staff Manpower, Personnel and Services (AF/A1).

Duties

Responsible for overseeing and managing various Human Resource programs, which include Classification and Talent Acquisition (to include Occupational Analysis and Staffing). With the overall responsibility of Civilian Force Management policies, that guide the support of civilian Airmen through the talent management cycle, including talent acquisitions, hiring, evaluation, readiness, skills, separation and retirement of the Department of the Air Force (DAF) civilian human capital. Responsible for ensuring subordinate Civilian Human Resources (CHR) policy proponents, providing enhanced program execution, in compliance with statutory and regulatory requirements. Develops (and ensures the development of) policy, methodologies, and procedures to accomplish mission requirements and objectives, to include, but not limited to, planning, organizing, and overseeing the development and implementation of policies and procedures related to talent acquisition, hiring, suitability, priority placement, intern programs, classification and position management. Represents A1C with a variety of installation and functional area organizations. Exercises supervisory personnel management responsibilities. Prepares and coordinates a variety of administrative packages, such as formal letters, reports, staff studies, Congressional inquiries, staff summery packages, briefings, charts, and staff packages.

Requirements

• U.S. Citizenship Required
• Males must be registered for Selective Service, see www.sss.gov
• This position is subject to provisions of the DoD Priority Placement Program
• Disclosure of Political Appointments
• All federal employees are required to have direct deposit
• This is a Centrally Managed Position in the Force Support Career Field. PCS will be paid in accordance with JTR Vol. 2 and applicable Air Force Regulations
• Work may occasionally require travel away from the normal duty station on military or commercial aircraft
• Required to obtain and maintain a Secret security clearance
• Incentive for prior work experience or active duty experience to determine leave accrual May be authorized
• Superior qualifications may be considered
• This is a Supervisory Position. A 1 year supervisory probationary period is required if applicant selected has not previously met this requirement.

Qualifications

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, Human Resources Management, Series 0201. 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 having mastery of advanced Human Resource Management principles, concepts, laws, practices, and consultative skills is needed to serve as the Headquarters, Department of the Air Force Civilian Force Management expert in the areas relating to talent acquisition, compensation and performance management and workforce management. This includes knowledge of novel, emergent, and theoretical areas of leadership and human development concepts and issues in order to develop a cohesive human resource program that is innovative and addresses problems previously resistant to solution. Knowledge required includes expertise broad problem areas for resolution, broad objectives sought and broad priorities. The employee is given significant latitude to take individual initiative, organize workflow, set priorities, and exercise professional judgment in the development and presentation of recommendations and in directing assigned projects. The choice of methods of analysis, criteria for evaluation of alternatives and overall conduct of the specific problems or analyses are generally left to the discretion of the employee. Expert knowledge of national defense planning - overall planning objectives, timing and sequence of key planning events, processes, procedures, and source documents of key organizations. Work involves managing Air Force civilian personnel policy governing recruitment and placement, classification, and position management; workforce shaping; internal evaluation/ assessment; special salary rates; alternative personnel systems and demonstration projects and non-appropriated Fund personnel programs to optimally meet the needs of the Air Force as well as SecAF/CSAF/DoD initiatives. The work involves establishing criteria, formulating long-range strategic plans and policies, and assessing program effectiveness. Extensive skills in qualitative and quantitative analysis, as well as ability to conduct or lead studies, projects, and cross-organizational task groups, and skill in identifying, analyzing, and synthesizing advanced concepts, subtle nuances or political implication, sand complex interrelationships in coming to conclusions and making recommendations that provide novel approaches to unusual or highly sensitive and far-reaching problems and of broad scope impacting a critical, large-scale agency program of worldwide scope. 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: Expert knowledge of the full range of federal CHR management principles, concepts, and practices, statutes, executive orders, regulations, and other directives governing CHR functions relating to three or more of the following functional areas: Benefits Compensation & Performance Management, Awards and Recognition, Employee and Management Relations, Labor Relations, Workforce Management, Classification and Talent Acquisition, Occupational Analysis and Staffing. Expert ability to provide leadership, advice, and counsel in the development and implementation of federal, CHR program and policies. Expert ability to gather facts and use effective, analytical, and evaluative methods to accurately assess information and make sound decisions. In-depth knowledge in continuous process improvement and DAF corporate structure bodies and processes. Includes ability to develop strategic priorities and performance gaps and development plans and countermeasures to close those gaps. Knowledge of organizational structures, missions, objectives, operating programs, key positions, and administrative policies and procedures across the DAF to conduct studies, which are frequently ad hoc team efforts, to identify, consider, and recommend options for the resolution of substantive organizational and program issues or complex problems not susceptible to treatment by standard methods. Knowledge of safety and security regulations, practices and procedures. Skill sufficient to concurrently manage several, complex multi-mission projects that are of major importance to the Civilian Force Management Directorate and HQ USAF. Often, these projects will have unique and difficult to define solutions requiring unconventional approaches. Inherent with managing high-visibility projects, incumbent must be capable of making decisions or recommendations significantly changing, interpreting, or developing important public policies or programs. Ability to plan, organize, and direct the functions and supervise, mentor, motivate, and appraise the staff of an organization; to communicate effectively, both orally and in writing and establish effective working relationships with others; to maintain personal and Division effectiveness while working at traditional or alternative (remote) worksites. 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.

Education

This job does not have an education qualification requirement.

Contacts

• Address HQ USAF and Support Elements - Pentagon 1720 Air Force Pentagon Washington, DC 20330 US
• Name: Total Force Service Center
• Phone: 1-800-525-0102
• Email: [email protected]