Human Resources Specialist (Classification)

This position is located in Division of Strategic Workforce Planning, Policy and Leadership Development. The supervisor is Karen Cobbs. This position is not subject to Confidential Financial Disclosure reporting requirements. This position is not subject to security ownership restriction reporting requirements.

Qualifications

In order to qualify for this position, you must have at least one year of specialized experience at the next lower grade level in the Federal service or equivalent experience in the private or public sector. GG-12: To qualify for this position, you must have at least one year of specialized experience at the GG/GS-11 in the Federal service or equivalent experience in the private or public sector. SPECIALIZED EXPERIENCE is defined as: Provides expert classification advisory services by applying a thorough understanding of position classification principles and guidance Processes classification appeal actions or handles employee or manager inquiries or complaints regarding the rationale for the grading of positions. Conducts recurring servicing assignments, position classification troubleshooting, and special study assignments, following established procedures, and reports and presents results and recommendations. GG-13: To qualify for this position, you must have at least one year of specialized experience at the GG/GS-12 in the Federal service or equivalent experience in the private or public sector. SPECIALIZED EXPERIENCE is defined as: Serves as an advisor and consultant on the position classification program. Prepares, classifies, evaluates, and develops standardized position descriptions and training materials. Ensures compliance with regulatory guidelines in all areas of classification. Keeps abreast of classification issues and of frequent and rapid fluctuations in major mission assignments, of trends and changes in classification concepts and philosophies, and of changes developing in procedures, techniques, implementation, and administration. Participates in policy reviews to evaluate efficiency, effectiveness, and applicability of current, revised, or new position classification policies ensuring consistency, and relevance application. The ideal candidate will be able to demonstrate the following: For GG-12 Knowledge in the application of a wide variety of Federal and agency human resources regulations, policies, practices, and procedures in the areas of position management and classification. Examples may include experience in workforce restructuring and reshaping, workforce analysis and data analytics, strategic workforce planning, and/or position classification. Ability to solve human resources challenges and problems by conducting research, interpretation, and analyses of applicable laws, regulations, and polices. Resolves problems by developing recommendations and proposing innovative solutions. Ability to effectively communicate technical human resources issues in a clear, concise, and logical manner to all levels within or outside an organization (i.e., employees, managers, and agency senior leadership). Examples may include writing standard operating procedures or other instructions, writing reports to the Office of Personnel Management, writing classification evaluation statements, informal or formal presentations to audiences of different sizes and levels. Knowledge of utilizing human resources information systems and software applications (e.g., automated hiring systems and assessment tools, Electronic Official Personnel Folder (eOPF), automated on-boarding systems (WTTS/EODS), personnel action processing systems (DOI, FPPS, NFC), electronic SF-52 systems, personnel reporting systems (staffing plans, FTE reports, recruitment tracking systems), etc.). For GG -13: Expert knowledge in the application of a wide variety of Federal and agency human resources regulations, policies, practices, and procedures in the areas of position management and classification. Examples may include experience in recruitment, workforce restructuring and reshaping, workforce analysis and data analytics, strategic workforce planning, and/or position classification. Expert knowledge in the application of a wide variety of Federal and agency human resources regulations, policies, practices, and procedures in the areas of position management and classification. Examples may include experience in workforce restructuring and reshaping, workforce analysis and data analytics, strategic workforce planning, and/or position classification evaluation. Ability to solve human resources challenges and problems by conducting research, interpretation, and analyses of applicable laws, regulations, and polices. Resolves problems by developing recommendations and proposing innovative solutions. Ability to communicate (both orally and in writing) technical human resources issues in a clear, concise, and logical manner to all levels within or outside an organization (i.e., employees, managers, and agency senior leadership). Examples may include writing standard operating procedures or other instructions, writing reports to the Office of Personnel Management, writing classification evaluation statements, informal or formal presentations to audiences of different sizes and levels. Skill in utilizing human resources information systems and software applications (e.g., automated hiring systems and assessment tools, Electronic Official Personnel Folder (eOPF), automated on-boarding systems (WTTS/EODS), personnel action processing systems (DOI, FPPS, NFC), electronic SF-52 systems, personnel reporting systems (staffing plans, FTE reports, recruitment tracking systems), etc.). PLEASE BE CLEAR AND CONCISE. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.