Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. GS-12 This is a developmental position with known promotion potential to the target position of 9L-64437 (Human Resources Specialist), GS-0201-13. Incumbent works closely with supervisor in performing duties identified in full performance personnel document. CONTINUED

Duties

SUMMARY CONTINUED: GS-13 The primary purpose of this position is to service as a Human Resources Specialist within the Resources Directorate (SAF/AAR) and at the HAF MAJCOM level. Perform a variety of tasks pertaining to administrative management of civilian personnel programs and activities. Performs as a human resource advisor familiar with civilian personnel disciplines (employee development, employee relations, employee performance/conduct and affirmative employment) to provide advisory services to organizations, supervisors and managers in the Headquarters Air Force (Secretariat, Headquarters, Field Operating Agencies and other associated organizations). Develops appropriate interventions for management on significant human resources management (HRM) issues and solutions to especially complex problems of program improvement. Conducts policy reviews to evaluate the effectiveness of current policies and practices and develops proposals for improvements. DUTIES: GS-12/13 Serves as a Human Resources Specialist provides strategic and technical guidance as well as seasoned consultative management advisory services throughout an entire HAF MAJCOM (Secretariat, Air Staff, Field Operating Agencies and organizations for which the Air Force is Executive Agent) on the effective use of HRM to support goals and objectives and produce results that accomplish agency and command missions. Serves as trusted agent and expert advising senior management within the HAF on affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification, and employee development relating to GS, DCIPS, WG, and other pay schedule positions. Reviews, analyzes, and synthesizes data from core personnel documents, organization charts, unit manpower documents, DCPDS, Business Objects and reports containing civilian personnel and position data to ensure compliance with policies and advises management or takes corrective action as appropriate. Manages all aspects of civilian personnel support processes.

Requirements

• Must complete initial online questionnaire and additional assessment(s)
• U.S. Citizenship is required
• Males must be registered for Selective Service, see www.sss.gov
• If authorized, PCS will be paid IAW JTR and AF Regulations. If receiving an authorized PCS, you may be subject to completing/signing a CONUS agreement. More information on PCS requirements, may be found at: https://afciviliancareers.com/regulatory/
• 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.
• Advance in hire is authorized if there is demonstrable proof provided on your resume
• Leave accrual is authorized upon request
• Work may occasionally require travel away from the normal duty station on military or commercial aircraft
• Employee must be able to obtain and maintain a government travel card
• Employee must be able to obtain and maintain a Secret clearance
• GS-13 position, this is a Centrally Managed Position in the 0201 Series, Force Support Field. The GS-12 position is not centrally managed.

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, GS 0201 series. GS-12 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience includes knowledge and application of a wide range of federal HR laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor management relations, employment performance and conduct issues, and other programs to develop solutions to especially complex problems of program improvements. GS-13 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems. Examples of specialized experience includes mastery of advanced federal HRM principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines such as merit promotion, recruitment and placement, affirmative employment, employee and labor management relations, employment performance and conduct issues, and other programs as well as seasoned consultative skill sufficient to resolve complex HRM problems not susceptible to treatment by standard methods through identifying deficiencies; measuring compliance, consistency, and effectiveness; and making recommendations for enhancements and improvements. 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-11 level is required to meet the time-in-grade requirements for the GS-12 level. One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 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: GS-12 1. Knowledge of basic principles of the classified titled or related field. 2. Skill in communicating factual and procedural information clearly, orally and in writing. 3. Ability to learn basic techniques of the classified title. 4. Ability to analyze problems to identify significant factors, gather pertinent data, and recognize solutions. 5. Ability to plan and organize work and consult effectively with co-workers. GS-13 1. Extensive knowledge of a wide range of federal Human Resources (HR) laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee management relations, employment performance and conduct issues, and other programs. Extensive knowledge of advanced federal human resources management (HRM) principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines as well as seasoned consultative skill sufficient to resolve complex HRM problems not susceptible to treatment by standard methods. 2. Skill in applying analytical and evaluation techniques to the identification, consideration and resolution of issues or problems concerning efficiency and effectiveness of program operations. 3. In-depth knowledge of analytical reasoning processes and ability to identify and project trends and propose alternative solutions to adverse trends. 4. Ability to interpret manpower documents and accurately connect personnel records to manpower and funding data elements. Ability to maintain harmonious relations with managers, supervisors, employees, co-workers and others to ensure cooperative resolution of conflicts and to provide effective coordination of activities. Ability to communicate both orally and in writing and to establish and maintain effective and positive working relationships. 5. Knowledge of Defense Civilian Personnel Data System (DCPDS) and Defense Civilian Payroll System (DCPS). 6. Skill in applying basic principles, provisions, laws, regulations, practices, and techniques in affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development. Skill in troubleshooting and resolving the most difficult problems associated with providing comprehensive affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development advisory services. 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

********************ADDITIONAL INFORMATION FOR ACTIVE DUTY SERVICES MEMBERS********************

ACTIVE DUTY SERVICE MEMBERS: The VOW Act requires federal agencies to treat an eligible active duty service member as a veteran, disabled veteran, and preference eligible (as applicable) when applying for civil service positions before the effective release or discharge date. Appointment of military members before the release or discharge date is permissible if the member is on terminal leave. At the time the active duty member applies for a civil position, he or she must submit a "certification" memo in lieu of a DD-Form 214, Certificate of Release or Discharge from Active Duty. Active duty members applying for a civil service position without submitting a valid certification memo or DD-Form 214 with their application will render the member ineligible for the position. The certification memo must originate from the member's military service branch on official letterhead and contain the following:

• Name/Rank/Grade of Service Member
• Branch of Armed Forces
• Dates of Active Service (Start and End Date(s)
• Expected Date of Discharge/Release from Active Duty
• Terminal leave start date (if applicable)
• Expected character of service (honorable or general) and type of separation (i.e. separation or retirement)
• Must be certified within 120 days of anticipated discharge
• Signature by, or by direction of the adjutant, personnel office, unit commander, or higher headquarters commander.

Note: The VOW Act provides tentative preference. If appointed, a DD Form-214 must be submitted upon receipt

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]