Supervisory Human Resource Specialist

2 months ago

Washington, Washington, D.C., United States USAJobs Full time
Duties

The incumbent provides leadership, direction, technical expertise, analysis, and guidance in providing a wide range of Compensation and Performance Management support services.

• Provides authoritative advisory services and/or develops authoritative policy interpretations in the area of Compensation and Performance Management and their systems.

• Plans, organizes and conducts research on complex issues that involve major areas of uncertainty in approach, methodology, or interpretation to identify appropriate solutions.

• Develops goals and objectives that integrate Performance Management and Compensation missions and functions into the office of Human Resources.

• Researches, interprets, analyzes, and applies federal statutes, and FAA guides, policies, regulations, etc.

• Establishes policies and procedures for accomplishing division missions, functions, processes, and procedures.

• Represents the division in meetings with Lines of Business, Department of Transportation, other agencies, vendors, and members of external organizations. Responsibilities include presenting results of assessments and studies (which may be complex or controversial), and influencing approval and implementation of agency-wide solutions and plans.

• Assures implementation by subordinate staff of the goals and objectives of an agency-wide program. Implements established goals and objectives; assesses measures that evaluate performance; and makes recommendations for program improvement.

• Identifies and resolves, as applicable, unique issues where no policy exists, recommending innovations actions to address new needs and/or issues.

• Furthers the Equal Opportunity Program, including assuring equal opportunity for all subordinate employees in recruitment, selection, promotion, reassignments, interviews, training, awards, assignments, and special program objectives. Develops performance standards, evaluates employees using input from project teams, work teams, and customers; effects disciplinary measures as required; hears and resolves complaints from employees; and approves leave.

• Practices sound position management when assigning work, combining/separating duties, establishing and abolishing positions, and fulfilling other division duties and responsibilities as assigned.

Requirements

Conditions of Employment
  • US Citizenship is required.
  • Selective Service Registration is required for males born after 12/31/1959.

    Qualifications

    Specialized Experience

    To qualify for this position you must demonstrate in your application that you possess at least one year of specialized experience equivalent to the FV-I, FG/GS-13 level. This experience is typically related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position. To be creditable, specialized experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization.

    1. Experience in the development and management of Compensation and Performance Management programs'

    2. Experience in the evaluation of program issues with responsibility for developing and implementing policies and procedures to improve efficiencies

    This position has a Quality Ranking Factor (QRF). Applicants who demonstrate the specialized experience and the possession of the QRF will be placed in the Well-Qualified category.

    Education

    Education cannot be substituted for experience.

    Preview Job Questionnaire
    Make sure your resume includes detailed information to support your qualifications and answers to the job questionnaire.

    Additional information

    We may use this vacancy to fill other similar vacant positions.
    Position may be subject to a background investigation.
    A one-year probationary period may be required.

    The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty. FAA policy limits certain outside employment and financial investments in aviation-related companies.

    The U.S. Department of Transportation strives to ensure that equity, transparency, accountability, collaboration, and communication permeate all that we do for the betterment of the Department, the traveling public, and our nation. As such, DOT values a highly diverse workforce of persons who promote a culture of belonging by respecting the personal dignity and worth of each individual and fostering a positive environment where all feel safe and welcome. If these commitments coincide with your personal ideals and professional aspirations, please consider joining the DOT family.

    NOTES:

    1. This position is covered by the FAA Core Compensation plan. Additional information about core compensation is available on the following website:: .

    2. As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of the Knowledge, Skills, and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant for this announcement, you are NOT required to provide a narrative response in the text box listed below each Leadership and Management Dimension and Technical Requirement.

    In lieu of providing a narrative response in the text box listed below each Leadership and Management Dimension and/or Technical Requirement, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each. Your work history examples should be specific and clearly reflect the highest level of ability. Your answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a human resource specialist as appropriate.

    3. Unless previously completed, the incumbent must satisfactorily complete a 1-year probationary period to remain in this supervisory or managerial position.

    4. Eligible applicants meeting the minimum qualification requirements and/or selective placement factor(s) (SPF) may be further evaluated on the Leadership & Management Dimensions and/or Technical Requirements listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: (1) score order; (2) category grouping; or (3) alphabetical; or (4) priority grouping referred to the selecting official for selection consideration.

    5. Some, all, or none of the applicants may be interviewed.

    6. This Level 5 (Moderate Risk; Public Trust) position requires favorable adjudication of a Minimum Background Investigation (MBI) background investigation prior to appointment, unless a waiver is obtained.

    This is not a bargaining unit position.

    Links to Important Information: Locality Pay , COLA

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