This position is under the DoD Acquisition Workforce Personnel Demonstration Project (AcqDemo) within Title 5 Competitive Service. For more information on Acq Demo please go to the DoD AcqDemo website at https://acqdemo.hci.mil/ and Fact Sheet at https://acqdemo.hci.mil/faq.html
You must have specialized experience directly relating to the specific duties of the position, and demonstrate that you have the required knowledge, skills, and abilities to perform successfully with the experience that demonstrated a practical knowledge in: SPECIALIZED EXPERIENCE: One (1) year of specialized experience at the next lower broadband, NH-03, equivalent to the next lower grade, GS-13 or equivalent, in other personnel pay systems including experience as follows: 1) Substantial knowledge, skill and experience addressing, a wide range of federal recruitment and placement, strategic workforce planning and execution issues associated with title 5 competitive service and/or title 10 excepted service civilian personnel authorities. 2) Substantial knowledge, skill, and experience researching federal statutory and regulatory civilian personnel administration regulations and operations and the interrelationships with general employment law topics to be used to propose personnel policy. 3) Knowledge of and ability to develop creative and innovative methods to support the overall talent acquisition strategy for an agency. If applicable, in addition to the above qualifications, the following as been determined to be a Quality Ranking Factor. Applicants who possess QRFs are considered to be Well-Qualified. 1) Demonstrated capability to establish strategic partnerships with senior leaders within the organization. PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week. VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.
Serves as the team lead and an active team member for the Human Resources Talent Acquisition team, conducting recruitment and staffing actions on behalf of DAU in systems that include but are not limited to USAStaffing, other Defense Civilian Personnel Systems of Record, and internal DAU Business Systems. Provides expert advice and authoritative information to top management and program directors throughout the enterprise on a wide variety of highly complex, controversial, and sensitive recruitment and placement problems and issues. Develops, initiates, and directs human resources program strategic planning activities; identifies long and short-term objectives, and formulates enterprise-wide recruitment and placement program strategies for senior leaders. Evaluates new or modified legislation and regulations to determine impact on short- and long-term recruitment and placement policies and program initiatives. Monitors legislation and other proposals affecting Federal recruitment and placement programs and develops and advocates the agency position. Leads planning, drafting and finalizing of plans, instructions, guides, and other substantive material for use by management officials and operating human resources offices in administering recruitment and placement programs. Serves as a lead or principal team member in planning, organizing, and directing team efforts in conducting major evaluations of agency recruitment and placement operations and other comparable studies. Research, identifies, and develops criteria and procedures to conduct program evaluations and to measure program accomplishment. Create sourcing and recruiting strategies to hire highly sought-after talent establishing relationships with candidates through social networking, media channels, professional organization and industry relationships, internal and external referrals, and other means. Guide university-wide procedures with respect to recruitment and staffing initiatives, classifying positions and establishing a comprehensive Selection Process Handbook with associated coaching or training for managers. Research and explore methods for screening and assessing candidates to include Customer Relationship Management platforms, alternative or new assessment tools, and other industry benchmarking.