HUMAN RESOURCES SPECIALIST

Summary

This job announcement uses the USA Hire Assessment to evaluate applicants. For more information, visit USA Hire Assessment. This announcement will be used to fill positions with an entry grade of GS-7, or GS-9 with a target grade of GS-11 throughout DFAS Human Resources Division.

Duties

• Provides advisory services to customers, resolves complex issues regarding HR functional areas to include staffing, classification and position management, benefits, learning and development, information systems or labor/employee relations.
• Recruitment and Placement: Advises managers on recruitment options and strategies. Work involves recruiting, examining, selecting and placing employees and performing job analysis to develop effective selection tools for specific positions.
• Position Management and Classification: Advises managers and supervisors regarding position management and the efficient use of civilian positions. Performs position audits and writes position descriptions and evaluation statements.
• Benefits/Workers' Compensation: Advises management and customers on federal benefits programs to include health, life, retirement, Thrift Savings Program (TSP), and Workers' Compensation Program.
• Learning and Development: Works with agency customers to assess the training needs of the agency. Participate in the design, development, delivery and evaluation of employee training and development initiatives.
• Labor and Management Employee Relations: Advises and counsels managers and supervisors regarding employee relations, labor relations, performance management, leave administration and incentive and performance award programs.
• HR Information Systems: Works with functional end-users to ensure the efficient use of HR Information systems; supports data management and retrieval, and development and implementation of system upgrades to support mission requirements.
• ** FOR VACANCIES FILLED AT LESS THAN THE FULL PERFORMANCE (GS-11) LEVEL, DUTIES WILL BE DEVEOPMENTAL IN NATURE. **

Qualifications

For the GS-7, one year of specialized experience equivalent in level of difficulty and responsibility to that of the next lower grade (GS-5) within the federal service, which demonstrates the ability to perform the duties of the position, is required. GS-7 Specialized Experience is defined as assisting in the application of Human Resources (HR) laws, regulations, principles, systems, policies, methods, and practices to analyze routine facts; research customer inquiries or problems and support the operation of an HR functional area. For the GS-9, one year of specialized experience equivalent in level of difficulty and responsibility to that of the next lower grade (GS-7) within the federal service, which demonstrates the ability to perform the duties of the position, is required. GS-9 Specialized Experience is defined as researching, interpreting and adapting Human Resource regulations, policies and laws to provide substantive recommendations and advice to customers related to at least one functional area of Human Resources (e.g. recruitment and placement, benefits, employee or labor relations, classification, learning and development, HR information systems); resolving customer complaints and problems; and providing information to internal and external customers related to HR processes, procedures and systems. For the GS-11, one year of specialized experience equivalent in level of difficulty and responsibility to that of the next lower grade (GS-9) within the federal service, which demonstrates the ability to perform the duties of the position, is required. GS-11 Specialized Experience is defined as applying HR concepts, principles, regulations and practices in delivering advisory services to customers; researching regulation and policy to resolve complex HR issues; assisting in the development and implementation of HR procedures and coordinating processes to ensure successful delivery of HR programs in the areas of position management and classification, staffing, employee benefits, management and employee relations, HR information systems, employee learning and development or personnel security. You may qualify for consideration if meeting specialized experience, education requirement, 90 days after competitive appointment requirement, and all other qualification requirements within 30 calendar days after the closing date of the announcement, unless otherwise indicated on the announcement. The minimum salary for grade GS-7 is $50,930, the maximum salary is $66,210. The minimum salary for grade GS-9 is $62,297, the maximum salary is $80,991. The minimum salary for grade GS-11 is $75,374, the maximum salary is $97,991.

Education

GS-07 (2-grade interval) Substitution of Education for Experience: One full year of graduate level education or Superior Academic Achievement (http://www.opm.gov/qualifications/policy/ApplicationOfStds-04.asp) may be substituted to meet the specialized experience requirement. Equivalent combinations of successfully completed graduate level education and experience may be used to meet total experience requirements. GS-9 Substitution of Education for Experience: Two full years of progressively higher level graduate education, Master's or equivalent graduate degree, may be substituted to meet the specialized experience requirement. Equivalent combinations of successfully completed graduate level education and experience may be used to meet total experience requirements. GS-11 Substitution of Education for Experience: Three full years of progressively higher-level graduate education leading to a Ph.D. or equivalent doctoral degree may be substituted to meet the specialized experience requirement. Equivalent combinations of successfully completed higher-level graduate level education and experience may be used to meet total experience requirements. If you are using education to substitute for the specialized experience, you must submit transcripts at the time you apply. To be creditable, education must have been obtained in an accredited college or university. You must report only attendance and/or degrees from schools accredited by accrediting institutions that are recognized by the U.S. Department of Education (http://www2.ed.gov/admins/finaid/accred/index.html). How You Will Be Evaluated

IMPORTANT NOTE - YOU MUST FOLLOW ALL APPLICATION INSTRUCTIONS CAREFULLY. ERRORS OR OMISSIONS MAY AFFECT YOUR RATING. You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), your responses on the application and your responses to all assessments required for this position. You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics): Accountability Attention to Detail Customer Service Decision Making Flexibility Integrity/Honesty Interpersonal Skills Learning Reading Comprehension Reasoning Self-Management Stress Tolerance Teamwork The USA Hire Assessment includes a cut score based on the minimum level of required proficiency in these critical general competencies. you must meet or exceed the cut score to be considered. You will not be considered for the position if you score below the cut score or fail to complete the assessment. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments, if you received the link after the close of the announcement. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments. https://appsupport-usastaffing.opm.gov/hc/en-us/sections/45063131363475-Reasonable-Accommodation-Information Other Information

Moving expenses will not be paid. The Tax Cuts and Jobs Act of 2017 makes certain reimbursements/payments taxable. For information on these changes and the Relocation Income Tax Allowance (RITA), for which some appointees are eligible, click here. For positions where relocation is paid (see Location block of vacancy announcement), you can learn more about relocation allowances and entitlements. Telework availability is limited and will only be provided on a rare case-by-case basis during situations where Agency Leadership has determined that telework serves a compelling DoD need. We may use this announcement to make a temporary promotion. For some positions, the temporary promotion may be made permanent without further competition. Selections are subject to restrictions resulting from the DoD Program for Stability of Civilian Employment. We may use this announcement to fill additional vacancies within 120 days of the closing date. This position is Non-Exempt at the GS-7 and GS-9, Exempt at the GS-11 from the Fair Labor Standards Act. Travel requirement is Seldom (1-24%). This position is not covered by a bargaining unit. This position will be covered by formal training under the DFAS Career Acclimation Program (DCAP). The purpose of this program is to develop well-qualified, well-trained, high potential employees for future positions within DFAS. Promotion is conditional based on performance, successful completion of training, and availability of higher graded work. Participants who do not successfully complete the program may be separated. For grades below the full performance level, only MSP/PPP eligible candidates who currently occupy a formal training program position will be entitled to exercise their priority preference. Pay for first time hires to the Federal Government will typically be set at step 1 salary range for their respective grade level. Retired Civil Service Employee: Employment of retired Federal employees receiving an annuity is subject to the requirements of the Department of Defense (DoD) policy guidance. (See DoD Instruction 1400.25, Volume 300, here. The Security Designation will vary and dependent upon position and may require a secret clearance or higher. Employment in this position requires a background investigation which may delay starting date. If you are selected and cannot obtain a favorable security determination within a reasonable period of time due to disclosed/undisclosed background issues, the employment offer may be withdrawn. Individuals selected are required to obtain/maintain a favorable security determination to occupy a sensitive position within the agency as a condition of employment. Failure to maintain eligibility to occupy a sensitive position may result in termination. For more information see the security section of Understanding Vacancy Announcements. Criminal History Inquiries- For some positions, criminal history inquiries may not take place before you receive a conditional job offer. Please see Fair Chance to Compete for Jobs Act of 2019 (dfas.mil) for more information on The Fair Chance to Compete Act, exceptions, and DFAS contact information.