Supervisory Human Resources Specialist (DETAIL/TEMP PROMOTION NTE 1 YEAR)

Applicants must meet all qualifications and eligibility requirements by the closing date of the announcement including time-in-grade restrictions, specialized experience and/or education, as defined below. Time in grade: Applicants must meet one year at the next lower grade to be considered for the next higher grade (e.g. one year at the GS-12 grade level for consideration for the GS-13 grade level). For the GS-13 level: Applicants must have one year of specialized experience (equivalent to the GS-12 level). Resume must demonstrate at least 3 of the following 5 areas: Planning or directing the operational functions of a Human Resources benefits or retirements program to include managing, supervising or leading subordinate staff. Providing advice and regulatory interpretation in the benefits or retirements disciplines. Participating in short or long-range planning groups designed to evaluate operational effectiveness and improve Human Resources processes. Providing technical advice on Federal Human Resources statutes, regulations, laws, and policies. Representing an Agency at various levels from the Department level on down via both formal and informal presentations and/or communications. For more information on the qualifications for this position, click here: Human Resources Management Series, 0201 Temporary Promotion Not-to-Exceed: This is a temporary promotion not-to-exceed one year and may be extended (up to 5 years) without further competition or may end earlier due to lack of work or funds, or at the discretion of the Hiring Manager. Note: If you are applying at the target grade level identified in the vacancy announcement and you currently hold that same grade level, the personnel action will be processed as a detail instead of a temporary promotion. This detail may be extended without further competition or may end earlier due to lack of work or funds, or at the discretion of the Hiring Manager. This temporary promotion may be made permanent without further competition. If the temporary promotion is not made permanent, you will be returned to your permanent position of record with any increases that would have been received if not temporarily assigned. If it is not possible to be returned to the prior position, you should be placed in another position in your agency for which qualified, at the same grade and geographic location as before. Should this not occur, reduction-in-force procedures may be necessary. If you are selected, we will work with you and your supervisor on an agreement covering return rights so every effort will be made to return you to a properly classified position for which qualified and at the same grade level. This position is subject to all applicable laws, regulations, and policies under the direction of Agency. Selection does not restrict the Agency from any future reorganization or realignment efforts. If a change in duty location is required after selection due to a directed reassignment, relocation expenses may be reimbursed. Declination of a directed reassignment could result in your removal from Federal service. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious, spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Planning, coordinating and directing personnel functions in the areas of employee benefits and retirement.
Providing advice and counsel to management and leadership officials of other units or organizations, and consulting with officials at all levels within the organization.
Exercising supervisory personnel management responsibilities to include: evaluating employee performance; overseeing the timely and efficient work of staff; setting and adjusting staff priorities and deadlines; identifying team training needs.
Interpreting Federal Human Resources Regulations, Policies, and Procedures and provide technical guidance to staff.
Mentoring subordinates and team members.
Preparing various reports.
Researching personnel regulations, laws, and policies.
Resolving complex work problems or complaints.