Lead Human Resources Specialist

Summary

This announcement is for the Lead of the Strategic Workforce Section within the Strategic Workforce Management Branch. The incumbent provides expert-level leadership in workforce planning, organizational effectiveness, talent strategies, and human capital risk analytics. This role oversees enterprise workforce planning, forecasting, strategic hiring plan execution, succession planning frameworks, skills gap mitigation strategies, organizational design advisory services, and workforce analytics.

Duties

The duties and responsibilities for a Lead Human Resources Specialist GS-0201-14 generally include, but are not limited to, the following: Leads daily operations of the Workforce Management team, assigning work, setting deadlines, reviewing completed products, and ensuring alignment with DOJ mission, values, and strategic goals. Provides mentorship, technical guidance, and coaching to HR Specialists on problem-solving, HR methodologies, workload management, and professional skill development. Facilitates team collaboration and communication, conducts team assessments, and recommends measurable improvements to strengthen performance, efficiency, and cohesion. Develops and oversees enterprise workforce plans, forecasting models, organizational assessments, and predictive analytics to support strategic decision-making. Ensures data governance, integrity, and compliance across workforce planning, modeling, and HR reporting activities, maintaining standardized enterprise workforce data. Oversees implementation of the agency's Merit Hiring Plan, ensuring hiring strategies comply with merit-system principles, skills-based hiring, and Executive Order 14170. Leads succession planning, skills-gap analyses, leadership readiness assessments, and talent pipeline development to support mission-critical workforce needs. Conducts human capital risk assessments and oversees workforce reporting, governance processes, and decision-support activities to ensure accuracy, timeliness, and accountability. Performs other duties as assigned. Qualifications

To qualify for the position of Lead Human Resources Specialist, at GS-0201-14, you must meet the qualification requirements listed below. There may also be a positive education requirement for some occupations, please see the Education section for details. If there are licensing or certification requirements, please see the Required Documents section for details on how to verify you license or certificate. Specialized Experience: To qualify for the GS-14 grade level, you must have one (1) year of specialized experience equivalent to at least the GS-13 grade level in the Federal service, or comparable non-Federal experience. Specialized experience is defined as experience performing the following duties: Leading or coordinating HR or workforce planning activities, including assigning tasks, reviewing work, and advising staff on HR policies, methods, or procedures. Conducting enterprise workforce planning, organizational assessments, or workforce analytics using advanced evaluative or forecasting methodologies. Implementing or overseeing merit-based hiring, skills-based hiring strategies, succession planning, or competency-based talent pipeline development. Ensuring workforce or HR data governance, compliance, reporting accuracy, or risk assessment activities that support strategic human capital decisions. You MUST meet all qualification requirements, including time-in-grade, by 10/14/2026 of this announcement. Your resume must support your responses to the application questionnaire and the qualification requirements. Failure to do so may result in an ineligible rating. See the Required Documents section for important notes about what must be included in your resume.

Education

Some federal jobs allow you to substitute your education for the required experience in order to qualify. For the GS-14 level, you must meet the qualification requirement using experience alone. No substitution of education for experience is permitted. How You Will Be Evaluated

Once the announcement closes, a review of your resume and supporting documentation will be conducted by the HR Specialist. This information will be compared against your responses to the application questionnaire to determine your eligibility for Federal employment, and then whether you are qualified for this particular position. If a determination is made that you have inflated your responses when compared to your background information, you may be deemed ineligible. Additionally, you must meet the area of consideration (see above). Applicants who do not meet this are ineligible for consideration. Basis of Rating: DOJ's Merit Promotion Procedures will be used to evaluate candidates. Your qualifications will be evaluated on the following competencies (knowledge, skills, and other characteristics): Workforce Planning: Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals. Human Capital Management: Builds and manages workforce based on organizational goals, budget considerations, and staffing needs; ensures employees are appropriately recruited, selected, appraised, and rewarded. Team Building: Inspires and fosters team commitment, pride, trust, and cooperation; motivates team members to accomplish goals. Data Management: Knowledge of principles, procedures, and tools of data management, including data standardization, integrity, and governance. Strategic Thinking: Formulates objectives and priorities; implements plans consistent with long-term interests of the organization; manages risks and capitalizes on opportunities. Due Weight for Performance: Any performance appraisal/evaluation and award documentation you provide will be forwarded to the selecting official. The selecting official will review this documentation and give it due weight consideration during the overall selection process. Due weight for performance applies to federal and non-federal work. If you would like to preview the application questionnaire, please see: https://apply.usastaffing.gov/ViewQuestionnaire/13085078 Other Information

Additional selections may be made from this announcement. Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. EEO Statement/Policy: The United States government does not discriminate in employment on the basis of race, color, religion, sex, pregnancy, national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor. More information can be found here: https://www.justice.gov/jmd/media/1425556/dl?inline. DOJ Reasonable Accommodation Policy: Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application and hiring process should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. The DOJ Reasonable Accommodation policy can be found here: https://www.justice.gov/jmd/reasonable-accommodation#policy Selective Service: If you were born male, on or after December 31, 1959, you must certify that you have registered with the Selective Service System or are exempt from having to do so under the Selective Service Law. Additional information is found at: www.sss.gov. Fair Chance to Compete for Jobs: The Fair Chance Act prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOJ employee or Federal contractor acting on its behalf has violated your rights under this Act, you may submit a written complaint within 30 days of the date of the alleged non-compliance directly to Shaleta Taylor at [email protected]. Note: In accordance with 5 U.S. Code § 9202(c) and 5 C.F.R § 920.201(b) certain positions are exempt from the provisions of the Fair Chance Act.