Job summary

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position as a GS-11 is: To serve as a senior Human Resources Specialist in a developmental capacity. The primary purpose of this position as a GS-12 is: To serve as a senior Human Resources Specialist planning, developing, and carrying out the full range of employee relations and management advisory services.

Major duties

GS-11 Duties: Serves as a senior specialist in a developmental capacity providing employee relations assistance of a complex nature to managers at an AF installation Provides consultation and assistance on complex and often controversial conduct-related issues Developmentally serves as the Human Resources focal point for one or more employee relations programs Prepares written correspondence and other documentation Serves as the primary point of contact at the installation for a developmental range of staffing, placement, and position management responsibilities Provides position management advisory services to an AF installation GS-12 Duties: Serves as a senior specialist providing employee relations assistance of a complex nature to managers at an AF installation Provides consultation and assistance on complex and often controversial conduct-related issues Independently serves as the Human Resources focal point for one or more employee relations programs Prepares written correspondence and other documentation Serves as the primary point of contact at the installation for a range of staffing, placement, and position management responsibilities Provides position management advisory services to an AF installation

Qualification

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, Human Resources Management, Series 0201. SPECIALIZED EXPERIENCE AS A GS-11: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-09, or equivalent in other pay systems. Examples of specialized experience include: Knowledge of a wide range of Human Resources Management concepts, laws, policies, practices, analytical, and diagnostic methods and techniques to identify, evaluate, and recommend to management appropriate Human Resources interventions to resolve a wide range of complex, interrelated Human Resources Management problems and issues. Knowledge of a wide range of in-depth employee relations concepts, principles, practices, and legal and regulatory requirements sufficient to provide a broad expertise in advising senior management and supervisors on appropriate disciplinary or other corrective techniques for a range of conduct and performance problems and explain rules, procedures, rights, and obligations to employees a myriad of complex and frequently contentious issues. OR EDUCATION: Applicants have successfully completed a Ph.D. or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M. in a field which demonstrates the knowledge, skills, and abilities necessary to perform the work of the position, major areas of study such as Human Resources, Organizational Management, Organizational Development, Program Management, or related field of study. NOTE: You must submit a copy of your transcripts. OR COMBINATION OF EXPERIENCE AND EDUCATION: Applicants have less than the full amount of specialized experience required but have more than 2 years of graduate level education with a major or subject area related to the position to be filled. Therefore, applicants have a combination of experience and education. NOTE: You must submit a copy of your transcripts. 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-09 level is required to meet the time-in-grade requirements for the GS-11 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. SPECIALIZED EXPERIENCE AS A GS-12 Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience include: In-depth knowledge of a wide range of employee relations concepts, case law, principles, practices, and regulatory requirements sufficient to perform detailed analyses; draw conclusions on complex legal issues, problems, and situations; and advise senior managers regarding corrective techniques in response to a wide range of conduct and performance problems. Knowledge and understanding of complex Federal Human Resources management functions, theories, and techniques; and the basic relationships of the various Human Resources disciplines. 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-11 level is required to meet the time-in-grade requirements for the GS-12 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. 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: 1. In-depth knowledge of a wide range of employee relations concepts, case law, principles, practices, and regulatory requirements sufficient to perform detailed analyses; draw conclusions on complex legal issues, problems, and situations; and advise senior managers regarding corrective techniques in response to a wide range of conduct and performance problems. 2. Knowledge and understanding of complex Federal Human Resources management functions, theories, and techniques; and the basic relationships of the various Human Resources disciplines. 3. Knowledge of a wide range of commonly used and standard recruitment and placement principles and practices and of the occupational design of positions within assigned organizations to analyze position requirements and to decide upon and apply a standardized recruitment strategy. 4. Knowledge of fundamental Federal Human Resources classification and position management principles, policies, practices, methods, and analytical techniques. 5. Skill in conflict resolution techniques sufficient to interact in highly charged, emotional situations which arise due to delicate or highly contested case matters and determinations. 6. Ability to effectively communicate orally and in writing and establish and maintain effective working relationships with all levels of personnel to include explaining rules and procedures to employees and advising on their rights and obligations and encouraging objectivity in situations that may be charged with emotions and assumptions. 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.

Education

IF USING EDUCATION TO QUALIFY: If position has a positive degree requirement or education forms the basis for qualifications, you MUST submit transcripts with the application. Official transcripts are not required at the time of application; however, if position has a positive degree requirement, qualifying based on education alone or in combination with experience, transcripts must be verified prior to appointment. An accrediting institution recognized by the U.S. Department of Education must accredit education. Click here to check accreditation. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying.

Evaluations

Your application package (resume, supporting documents, and responses to the questionnaire) will be used to determine your eligibility, qualifications, and quality ranking for this position. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment. BASIS OF RATING: Your application will be rated under the Cut Point procedures based on the extent to which the quality, depth, and complexity of your experience and education relate to the qualification requirements. Additional points are not added for Veteran's Preference; however, Veteran's Preference is considered where applicable. Best Qualified Group: Candidates in this category possess exceptional skills and experience to exceed well above the minimum requirements Fully Qualified Group: Candidates in this category possess good skills and experience above the minimum requirements. Basically Qualified Group: Candidates in this category meet the minimum education and/or experience requirements. The resume/documents you submit must support your responses to the online questionnaire. If your application contradicts or does not support your questionnaire responses, you will receive a rating of "not qualified" or "insufficient information" and you will not receive further consideration for this job. For additional information on what to include in your resume, click here. APPRAISALS/AWARDS: Hiring Managers use objective methods and consider previous performance appraisals and awards in the selection process. Current Federal Civilian employees should list any relevant performance related rating and/or awards in your resume. Applicants who disqualify themselves will not be evaluated further.