Supervisory Human Resources Specialist - Office of Human Resources Management

Summary

As a Supervisory Human Resources Specialist, you will serve as a Section Chief for the HR Services, Staffing Service Center and is responsible for ensuring the staffing team provides comprehensive staffing and recruitment services to assigned customers.

Location of position: This is a VIRTUAL position within GSA's Office of Human Resources Management

We are currently filling two vacancies, but additional vacancies may be filled as needed.

Duties

As a Supervisory Human Resources Specialist, you will perform the following duties:

• It is preferred that the incumbent has a delegated examining (DE) certification. Accordingly, the incumbent will be required to complete the training, on-the-job training and testing necessary to obtain the DE certification. 
• Serve as a strategic advisor to business partners on significant management matters relative to the recruitment/staffing program. Provide input on the maintenance and adaptation of recruitment/staffing policies, procedures, and programs to facilitate agency mission accomplishments through fair, efficient, and economical use of human resources. Participate fully in long range, recruitment/staffing mission and organizational plans and changes. Understand the needs of business partners and assist in the creation and application of recruitment/staffing solutions. Through special meetings or individual contacts, keeps the Federal Acquisition Service Branch Chief informed on major decisions that impact business lines in achieving their overall business strategy, goals, and objectives.
• Exercise significant responsibilities in dealing with officials of other units or organizations and advise management officials of higher rank regarding matters related to recruitment/staffing. Work with the Federal Acquisition Service Branch Chief to assign work to the Section staff based on priorities, consideration of difficulty and requirements of assignments, and capabilities of staff. Evaluate work performance of staff; gives advice, counsel, or instruction to the Section staff on both work and administrative matters. Identify developmental and training needs of the Section employees, ensuring providing or arranging for needed development and training; finds ways to improve production or increase the quality of work directed in the Section. Develop performance standards and ensures the maintenance of safe working conditions for the Section staff.
• Engage with the Federal Acquisition Service business partners to understand their mission, business lines, and is attuned to their requirements for recruitment/staffing services and manages the provision of those services with quality and efficiency. Ensure business partners receive support for policy and procedural changes, HR planning, requests for special assistance, and new HR or customer-centric initiatives related to recruitment/staffing. Provide strategic advice and information on Federal Acquisition Service customer succession plans.
• Monitor Service Level Agreements and propose adjustments, as appropriate; analyze, interpret, and report on trends relative to recruitment/staffing services and programs for Federal Acquisition Service business partners. Develop and maintain contacts and close working relations with Federal Acquisition Service business partners regarding the use of recruitment/staffing services. Provide advice and assistance on various aspects of the recruitment/staffing HR program area; identify areas where HR can provide essential recruitment/staffing services or solutions.
  
  
  

Requirements

Conditions of Employment

• US Citizenship or National (Residents of American Samoa and Swains Island)
• Meet all eligibility criteria within 30 days of the closing date
• Meet time-in-grade within 30 days of the closing date, if applicable
• Register with Selective Service if you are a male born after 12/31/1959
  
  
  

If selected, you must meet the following conditions:

• Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or Non­Career SES employee in the Executive Branch, you must disclose this information to the HR Office. Failure to disclose this information could result in disciplinary action including removal from Federal Service.
• Serve a one year probationary period, if required.
• Undergo and pass a background investigation (Tier 2 investigation level).
• Have your identity and work status eligibility verified if you are not a GSA employee. We will use the Department of Homeland Security’s e-Verify system for this. Any discrepancies must be resolved as a condition of continued employment.
• Serve a one year supervisory or managerial probationary period, if required.
• Participate in the Continuity of Operations Plan (COOP), which includes attending meetings and planning activities; and carrying out mission-critical work at a designated location other than your primary work site (which may be outside of your commuting area).
  
  
  

Qualifications

For each job on your resume, provide:

• the exact dates you held each job (from month/year to month/year)
• number of hours per week you worked (if part time).
  
  
  

If you have volunteered your service through a National Service program (e.g., Peace Corps, AmeriCorps), we encourage you to apply and include this experience on your resume.

For a brief video on creating a Federal resume, click here .

The GS-14 salary range starts at $122,198 per year. Locality will be determined based on duty location.

If you are a new federal employee, your starting salary will likely be set at the Step 1 of the grade for which you are selected.

SPECIALIZED EXPERIENCE:

To qualify, you must have at least one year of specialized experience equivalent to the GS-13 level or higher in the Federal service. Specialized experience is defined as experience that provided the applicant with the competencies needed to successfully manage a complex civilian Human Resources program, such as experience as a senior or lead specialist managing or supervising a program or geographic area in an HR office. The experience must demonstrate in-depth knowledge of interpreting and applying Human Resources staffing and recruitment principles, practices, laws, and regulations in order to provide staffing, recruitment, and retention strategies and solutions.

Quality Ranking Factors (QRFs): QRFs are knowledge, skills, and abilities (KSAs) that could be expected to significantly enhance performance in a position, but are not essential for satisfactory performance. Applicants who possess such KSA's may be ranked above those who do not, but no one may be rated ineligible solely for failure to possess such KSA’s. The Quality Ranking Factor for this position is the ability to acquire and maintain a delegated examining certification.

Additional Information

Bargaining Unit Status: This position is ineligible for the bargaining unit

If you apply to this position and are selected, we will not ask about your criminal history before you receive a conditional job offer. If you believe you were asked about your criminal history improperly, contact the agency or visit GSA's webpage .

On a case-by-case basis, the following incentives may be approved:

• Recruitment incentive if you are new to the federal government
• Relocation incentive if you are a current federal employee
• Credit toward vacation leave if you are new to the federal government
  
  
  

Additional vacancies may be filled through this announcement in this or other GSA organizations within the same commuting area; through other means; or not at all.

GSA is committed to diversity, equity, inclusion and accessibility that goes beyond our compliance with EEO regulations including:

• Valuing and embracing diversity, promoting equity, inclusion and accessibility, and expecting cultural competence; and
• Fostering a work environment where all employees, customers and stakeholders feel respected and valued.
  
  
  

Our commitment is:

• Reflected in our policies, procedures and work environment;
• Recognized by our employees, customers and stakeholders; and
• Drives our efforts to recruit, attract, retain and engage the diverse workforce needed to achieve our mission.