Supervisory HR Specialist

To qualify for the position of Supervisory HR Specialist, at GS-0201-15, you must meet the basic qualification requirements listed below. There may also be a positive education requirement for some occupations, please see the Education section for details. If there are licensing or certification requirements, please see the Required Documents section for details on how to verify you license or certificate. To qualify for this position at the GS-15 level, applicants must possess at least one year of specialized experience equivalent to the GS-14 level in the Federal service. Specialized experience is defined as experience leading and administering enterprise-wide strategic human capital programs involving workforce planning, organizational effectiveness, policy development, workforce analytics, resource allocation management, and executive advisory services within a large or complex organization. Qualifying experience should demonstrate the ability to: irect the development and implementation of enterprise workforce planning strategies designed to align workforce resources with mission priorities, budgetary constraints, and organizational objectives; or Lead workforce forecasting, workforce capacity modeling, and succession planning initiatives to address current and future staffing requirements, skills gaps, and leadership continuity needs; or Conduct human capital risk assessments involving workforce composition, resource allocation, succession vulnerabilities, compliance risks, and mission capability gaps; or Manage and oversee strategic hiring plans, merit hiring plans, workforce allocation processes, Full-Time Equivalent (FTE) management, end-strength controls, and position ceiling administration; and Develop, interpret, and implement human capital policies, governance frameworks, and internal controls to ensure compliance with laws, regulations, OPM guidance, and agency requirements; Prepare, validate, and oversee workforce reporting submissions to oversight entities such as the Office of Personnel Management (OPM) and the Office of Management and Budget (OMB); Advise senior executives on workforce strategy, organizational effectiveness, resource allocation, and human capital investments with significant organizational impact. Experience must demonstrate responsibility for independently resolving highly complex or sensitive human capital issues, interpreting ambiguous guidance, influencing executive-level decisions, and leading enterprise-wide initiatives with broad organizational impact. You MUST meet all qualification requirements, including time-in-grade, by 06/23/2026 of this announcement. Your resume must support your responses to the application questionnaire and the qualification requirements. Failure to do so may result in an ineligible rating. See the Required Documents section for important notes about what must be included in your resume.

This position serves as the Division Chief for Workforce Strategy, Policy, Analytics & Allocations and is responsible for establishing and executing enterprise-wide workforce governance, strategic planning, policy authority, and allocation management. The position ensures that human capital resources are aligned with mission priorities, statutory requirements, and organizational performance objectives. The incumbent functions as a senior authoritative expert responsible for integrating workforce planning, policy development, analytics, and resource allocation into a unified governance framework. This role provides executive leadership with data-driven insights, regulatory guidance, and strategic recommendations that directly influence workforce composition, organizational structure, and resource utilization. The incumbent exercises significant authority in shaping enterprise human capital strategy and is accountable for ensuring that workforce decisions are compliant, analytically sound, and aligned with long-term organizational goals.A Supervisory HR Specialist at full performance level will perform duties such as: Providing targeted mentoring to develop strategic HR expertise. Managing division resources to achieve operational priorities efficiently. Promoting data-driven decision making to strengthen strategic alignment. Representing the organization in high-level workforce engagements. Influencing executive decisions on organizational design and investments.