About this role
Job SummaryClick 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.
QualificationsConditions of Employment Continued: This position is obligated to the former incumbent and has return rights to this position under 10 U.S.C. 1586. Upon the employee's return you are subject to being displaced from this obligated position. Every effort will be made to find an equivalent position for you at the same grade for which you qualify within the commuting area without loss of seniority, status, or tenure. 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 in two or more CHR specialty areas (e.g., recruitment and placement, Veterans' preference, examining, classification, paysetting, special hiring/appointment authorities and/or use of incentives) in order to provide staff-level advice enterprise-wide in the development of solutions to very complex problems of program improvement and to advise the A1C on best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. knowledge of two or more CHR programs in order to provide staff-level advice enterprise -wide in the development of solutions to very complex problems of program improvement and to advise the A1C on best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. Expert ability in applying a wide range of advanced CHR principles, concepts, and practices in order to study and evaluate proposed legislation affecting the civilian workforce, developing DAF's position on such proposals, and advising DAF's leadership. knowledge of CHR processes, procedures and requirements in various functional areas in order to ensure that all phases of management are executed properly. Significant knowledge of broad CHR concepts and factual issues to generate and analyze projects and programs which depart from previous practices and which require the generation of HR innovations, concepts, theory and principles. Knowledge in governing CHR statutes, broad CHR principles and practices sufficient to serve as a senior advisor to the A1C, A1 and other members of the OAF Staff and Secretariat. Knowledge of analytical reasoning, organizational effectiveness and efficiency concepts, assessment methodology, process mapping and improvement, business transformation, and other disciplines supporting business enterprise management. Knowledge of CHR programs in order to develop and provide policy guidance on a wide range of CHR programs. 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 in two or more CHR specialty areas (e.g., recruitment and placement, Veterans' preference, examining, classification, paysetting, special hiring/appointment authorities and/or use of incentives) in order to provide staff-level advice enterprise-wide in the development of solutions to very complex problems of program improvement and to advise the A1C on best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. knowledge of two or more CHR programs in order to provide staff-level advice enterprise -wide in the development of solutions to very complex problems of program improvement and to advise the A1C on best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. Expert ability in applying a wide range of advanced CHR principles, concepts, and practices in order to study and evaluate proposed legislation affecting the civilian workforce, developing DAF's position on such proposals, and advising DAF's leadership. knowledge of CHR processes, procedures and requirements in various functional areas in order to ensure that all phases of management are executed properly. Significant knowledge of broad CHR concepts and factual issues to generate and analyze projects and programs which depart from previous practices and which require the generation of HR innovations, concepts, theory and principles. Knowledge in governing CHR statutes, broad CHR principles and practices sufficient to serve as a senior advisor to the A1C, A1 and other members of the OAF Staff and Secretariat. Knowledge of analytical reasoning, organizational effectiveness and efficiency concepts, assessment methodology, process mapping and improvement, business transformation, and other disciplines supporting business 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 two or more CHR programs in order to provide staff-level advice enterprise-wide in the development of solutions to very complex problems of program improvement and to advise the A1C on best course of action, and to provide expert technical advice and assistance to program managers and operating HR offices. Knowledge of CHR processes, procedures and requirements in various functional areas in order to ensure that all phases of management are executed properly. Knowledge of broad CHR concepts and factual issues to generate and analyze projects and programs which depart from previous practices and which require the generation of HR innovations, concepts, theory and principles. Knowledge in governing CHR statutes, broad CHR principles and practices sufficient to serve as a senior advisor to the A1C, A1 and other members of the DAF Staff and Secretariat. Knowledge of analytical reasoning, organizational effectiveness and efficiency concepts, assessment methodology, process mapping and improvement, business transformation, and other disciplines supporting business enterprise management. Knowledge of CHR programs in order to develop and provide policy guidance on a wide range of CHR programs. Mastery of CHR principles, concepts, and practices in order to define problems, identify relationships, evaluate and determine quality, assess impacts, and arrive at conclusions when participating in studies, workgroups, and advisory committees; and skill in written and oral communication, and at maintaining effectiveness while working at traditional or alternative (remote) worksites. Ability in applying a wide range of advanced CHR principles, concepts, and practices in order to study and evaluate proposed legislation affecting the civilian workforce, developing DAF's position on such proposals, and advising DAF's leadership. 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.
Major DutiesSummary 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.