Human Resources Specialist (Recruitment & Placement)

Summary

This position is located in the United States Department of Justice (DOJ), Justice Management Division (JMD), Offices, Boards and Divisions (OBD), Human Resources (HR) Services. This position is responsible for the analysis, interpretation, development, and/or implementation of HR laws, regulations, and policies involving the establishment of position management, staffing, and recruitment.

Duties

The duties and responsibilities for a Human Resources Specialist (Recruitment & Placement) generally include, but are not limited to, the following: Providing advisory and consultative services to managers and supervisors on organizational structures and significant recruitment problems or issues that may cross multiple organizational lines; Serving as a proponent for one or more functional areas pertaining to a recruitment program; Developing and/or evaluating proposals or initiatives to improve the effectiveness and efficiency of recruitment; Providing analysis, interpretation, development, and/or implementation of human resources laws, regulations, and policies involving the establishment of staffing and recruitment; and Performing staffing work that involves recruiting, examining, selecting and placing employees; performing job analysis; workforce planning and analysis; and advising management in identifying, attracting, and retaining a high-quality and diverse workforce that is capable of accomplishing organization's mission. Qualifications

To qualify for the position of Human Resources Specialist (Recruitment & Placement), GS-0201-13, you must possess the required specialized experience specific to the grade you're applying to. Specialized Experience: To qualify for the GS-13 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: Utilizing USA Staffing (or an equivalent system) to create job opportunity announcements from cradle-to-grave Applying the appropriate Office of Personnel Management (OPM) Qualification Standards for Federal civilian positions in the competitive and excepted service, and using the OPM's Guide to Processing Personnel Actions to code personnel actions into EmpowHR (or an equivalent system). This work must have been performed independently and you must have also assisted in training others to perform similar work.You MUST meet all qualification requirements, including Time-in-Grade, by the closing date of this announcement. Your resume must support your responses to the online 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. To preview questions, please click here: https://apply.usastaffing.gov/ViewQuestionnaire/13086905

Education

Some federal jobs allow you to substitute your education for the required experience in order to qualify. For the GS-13 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): Customer Service: Works with clients and customers to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services. Human Resources Management: Empowers people by sharing power and authority; develops lower levels of leadership by pushing authority downward and outward throughout the organization; shares rewards for achievement with employees; ensures that staff are appropriately selected, utilized, appraised, and developed, and that they are treated in a fair and equitable manner. Personnel and Human Resources: Knowledge of hiring, classification, benefits, labor relations, negotiation, and federal, state, and local employment regulations. Due Weight for Performance: Performance appraisals and awards you provide will be given due-weight consideration in the selection process, for both federal and non-federal experience. CTAP eligibility documentation: A copy of your RIF separation notice; notice of proposed removal for declining a directed geographic relocation outside of the local commuting area; a Certificate of Expected Separation; or certification that you are in a surplus organization or occupation (this could be a position abolishment letter, or a notice of eligibility for discontinued service retirement). A copy of your most recent performance appraisal and SF-50 "Notification of Personnel Action" noting current position, grade/band level, promotion potential, and duty location. ICTAP eligibility documentation: A copy of your agency RIF separation notice, notice of proposed removal, Certificate of Expected Separation, or other official agency documentation showing you have been displaced or separated. A copy of your most recent performance appraisal rated at least "Fully Successful" (or equivalent). A copy of your SF-50 "Notification of Personnel Action" showing your current (or last) position, grade/band, promotion potential, and duty location. RPL eligibility documentation: A copy of your RPL registration or confirmation from your agency indicating you are currently on the Reemployment Priority List. A copy of your most recent performance appraisal. A copy of your SF-50 "Notification of Personnel Action" documenting the position from which you were separated or downgraded, including grade/band level, promotion potential, and duty location. 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.