HUMAN RESOURCES SPECIALIST

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. As a HR Specialist in the Civilian Force Management Directorate within the Air Force Headquarters, you will manage programs supporting 170,000 civilians across 600 occupations. You will develop, align, and execute enterprise-wide civilian force management and HR policies and implementing guidance. Summary Continued: This position may be filled at the GS-13 or GS-14 level. GS-13 Position Summary: The GS-13 Human Resources Specialist is a developmental role with the potential to advance to the GS-14 level. In this capacity, the specialist works under the guidance of a supervisor to develop expertise in human resources policies and programs. The incumbent is responsible for interpreting and applying policies, contributing to projects, and resolving moderately complex issues within established objectives. This position involves learning to analyze HR programs and assisting in the development of new methods and policies. GS-14 Level Position Summary: The GS-14 Human Resources Specialist serves as a senior policy proponent, independently managing and developing civilian human resources policies and programs for the Air Force. This individual provides expert advice to senior leadership, develops and issues guidance, and represents the agency in external working groups. The GS-14 leads complex projects, performs in-depth analysis of HR programs, and has the authority to make decisions on precedent-setting issues with wide-ranging impact. This role requires a mastery of HR principles and a high degree of independent judgment. Due to the high level of oversight and collaboration required, this position demands a consistent, physical on-site presence at the Arlington, VA or Randolph AFB, TX duty locations. DUTIES: Serves as the principal program manager and policy proponent, independently developing, issuing, and overseeing Air Force-wide civilian HR policies and guidance to resolve highly complex, precedent-setting issues across the human capital lifecycle. Provides expert technical consultation to Headquarters Air Force (HAF) leadership and represents the department on high-level, inter-agency working groups and DOD committees to shape enterprise-wide strategic human capital initiatives. Leads multi-disciplinary teams in conducting comprehensive, system-wide evaluations of civilian HR programs, utilizing data-driven analysis to identify systemic deficiencies and engineer strategic, regulatory-compliant solutions. Orchestrates the preparation and synchronization of executive-level staff packages, briefings, and responses to Congressional inquiries, ensuring all strategic deliverables provide clear, authoritative recommendations to drive senior-leader decisions. 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. SPECIALIZED EXPERIENCE, GS-13: 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 Knowledge of USAF, DoD and Federal programs, practices, guidelines, policies, regulations and laws related to human resource development with emphasis on civilian leadership development. Knowledge of other aspects of human resources such as recruitment and placement, career management, classification, performance management, and military personnel as they relate to leadership development. Knowledge of the methods and techniques of fact-finding, analysis, and resolution of complex problems related to civilian leadership development. SPECIALIZED EXPERIENCE, GS-14: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-13, or equivalent in other pay systems. Examples of specialized experience includes Knowledge of USAF, DoD and Federal programs, practices, guidelines, policies, regulations and laws related to human resource development with emphasis on civilian leadership development. Knowledge of other aspects of human resources such as recruitment and placement, career management, classification, performance management, and military personnel as they relate to leadership development. Knowledge of the methods and techniques of fact-finding, analysis, and resolution of complex problems related to civilian leadership development and enterprise management. Knowledge of CHR programs in order to develop and provide policy guidance on a wide range of CHR programs 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: Knowledge of USAF, DoD and Federal programs, practices, guidelines, policies, regulations and laws related to human resource development with emphasis on civilian leadership development. Knowledge of other aspects of human resources such as recruitment and placement, career management, classification, performance management, and military personnel as they relate to leadership development. Knowledge of the methods and techniques of fact-finding, analysis, and resolution of complex problems related to civilian leadership development. Skill in developing new programs, evaluating proposed programs and assessing impact on existing programs related to civilian leadership development. Skill in effective oral and written communication. Ability to lead and manage efforts of project teams. Proficient in operational-level civilian HR functions, including position classification, recruitment, staffing, and placement. Capable of effectively responding to backlog or surge requirements, with agility in adapting to changing priorities. Strong focus on delivering results under tight timelines, with excellent communication and collaboration skills for seamless HR operations. 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-12 level is required to meet the time-in-grade requirements for the GS-13 level. One year at the GS-13 level is required to meet the time-in-grade requirements for the GS-14 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. 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. Additional Conditions of Employment: On-Site Requirement: This position is formally designated as strictly on-site, requiring physical presence at the designated duty stations (Pentagon, other DoW facility in Arlington, VA, or AFPC). In accordance with controlling case law (EEOC v. Ford Motor Co.), regular, predictable, and consistent on-site attendance is established as an essential function of this position. Core duties require: (1) Routine, daily, in-person collaboration with senior leaders and integrated HAF/AFPC teams; (2) Occasional, and sometimes unscheduled, access to secure facilities to participate in classified discussions within SCIFs; On-site handling of sensitive and physical-copy-only materials; and (4) Immediate, face-to-face team coordination for crisis and urgent tasker response. Telework Ineligibility: Consequently, this position is ineligible for regular, recurring telework or remote work arrangements. While the incumbent remains eligible for short-term, situational telework (e.g., emergency closures), any request for regular or recurring telework/remote work as a reasonable accommodation under the Rehabilitation Act will be evaluated against these core, on-site essential functions. Because physical presence is a non-severable requirement of this role, any accommodation seeking to eliminate it would fundamentally alter the nature of the position, disrupt mission-critical operations, and impose an undue hardship on the agency.