Supervisory Human Resources Specialist

Summary This position is part of the Defense Human Resources Activity. The incumbent will be responsible for exercising full supervisory and managerial authority over division staff and provides expert senior analysis, advisory services, and operational leadership for the enterprise integration of DHRA civilian and military human capital programs, policies, and strategic initiatives. The incumbent reports directly to the Director, Office of Human Resources (OHR). Responsibilities As a Supervisory Human Resources Specialist at the GS-0201-15 some of your typical work assignments may include: Directs operational human resources programs and exercises delegated personnel management authority across all functional disciplines, including position classification, talent acquisition, recruitment and placement, merit promotion, delegated examining, employee benefits, and organizational restructuring (reductions-in-force, realignments, and grade-retention entitlements). Exercises full first-and second-line supervisory and managerial control over the Personnel Services Division. Directs, coordinates, and evaluates the work of professional HR Specialists, team leads, and subordinate supervisors. Ensures seamless continuity of Office of HR leadership during the HR Director's absence. This includes managing day-to-day operations, providing strategic oversight, and representing the Director at applicable Directorate-level engagements, boards, and committees in person at the Mark Center in Alexandria, VA. Independently provides highly complex HR management advisory and technical services on the most important and substantive organizational functions and work practices to the Department and PRMA's management and subject-matter experts (SMEs), identifying and proposing solutions to the most significant, complex, and difficult DoW HR issues. Manages the agency-wide civilian performance management and appraisal lifecycle, establishing annual appraisal schedules, tracking rating distributions, and governing performance- and honorary-based civilian awards within delegated fiscal and regulatory thresholds. Directs the agency Senior Executive Service (SES) and executive talent management lifecycle. Formulates, analyzes, and interprets comprehensive civilian and military human capital policies, strategic plans, and operational instructions derived from OPM, Department of War (DoW), and Office of the Under Secretary of War for Personnel and Readiness (OUSW (P&R)) directives. Directs enterprise-wide workforce development and training programs for PRMA civilian personnel, formulating curriculum and executing training on civilian personnel policies, supervisory authorities, performance management frameworks, and emerging regulatory requirements in coordination with the PRMA Training and Development Office and the HR Service Provider. Directs operational administration for assigned joint military personnel across all service branches. Establishes standardized in- and out-processing protocols, oversees the administration of quarterly and annual joint military awards boards, and enforces strict compliance with statutory and departmental suspense for officer and enlisted performance appraisal systems. Requirements Conditions of Employment Qualifications You may qualify at the GS-15, if you fulfill the following qualifications: A. One year of specialized experience equivalent to the GS-14 grade level in the Federal service: Directing or leading operational DOW HR functions such as classification, recruitment and placement, merit promotion, delegated examining, benefits, and organizational restructuring actions. Managing, advising on, or leading complex DOW civilian and/or military human resources programs. Developing recommendations for expert personnel DOW staffing and recruitment services to management with options and recommendations for effective program operations. Applying personnel authorities across multiple HR functional areas; resolving complex personnel issues. Providing senior-level workforce and human-capital advice; and supervising or leading HR professionals in support of organizational workforce requirements. 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. Education Substitution of education may not be used in lieu of specialized experience for this grade level. Additional Information Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions. Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements: Persons with Disabilities - Schedule A Special Hiring Authority for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities - Subpart F Males born after 12-31-59 must be registered or exempt from Selective Service (see The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision. NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy. Selective Service Requirement: Please visit for more information. For more information, please visit Re-employed Annuitant: This position Does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).