This position is part of the Office of the Chief Human Capital Officer - Power Marketing Administration HR Shared Service Center, Department of Energy. As a Supervisory Human Resources Specialist (Recruitment & Information Systems), you will be responsible for managing the Talent Acquisition Branch staffing, recruitment, placement, and information systems functions.
The first step in the evaluation process requires meeting both "SPECIALIZED EXPERIENCE REQUIREMENTS and SELECTIVE PLACEMENT FACTOR" stated below. SELECTIVE PLACEMENT FACTOR: This position has a Selective Placement Factor, which is a skill, knowledge, ability, or other characteristic essential for the job's satisfactory performance. The Selective Placement Factor represents the minimum requirements for this position and is a prerequisite for appointments. This position has a certification in the Delegated Examination Unit (DEU) as a selective factor to direct activities and provide guidance related to the Delegated Examining. SPECIALIZED EXPERIENCE REQUIREMENTS: Experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. A qualified candidate's online application and resume must demonstrate at least one year of specialized experience equivalent to the next lower grade level GS-13 in the Federal service. Specialized experience for this position is defined as meeting at least 3 of 5 of the following: Leading and managing a full spectrum of staffing and recruitment programs, including planning, executing, and evaluating processes. Interpreting and applying a wide range of human resources laws, regulations, and policies to advise management on staffing, recruitment, and personnel actions processing matters. Developing HR specialists on recruitment and placement processes, including delegated examining. Developing and implementing HR information systems strategies and solutions, ensuring system effectiveness, user proficiency, and data integrity for recruitment and staffing functions. Analyzing workforce data, conducting studies, and developing new methodologies or techniques to improve human resources program efficiency, compliance, and service delivery. Education cannot be substituted for specialized experience at the GS-14 grade level. Limit your resume to no more than two (2) pages. If more than two pages are submitted, only the first two pages will be reviewed to determine your eligibility and qualifications. Your full resume will be made available to the hiring manager if you are referred. "Experience" refers to paid and unpaid experience. Examples of qualifying unpaid experience may include: volunteer work done through National Service programs (such as Peace Corps and AmeriCorps); as well as work for other community-based philanthropic and social organizations. 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. Time-in-Grade: Current Federal employees must meet time-in-grade requirements by the closing date of this announcement to receive consideration. CTAP/ICTAP candidates: To be considered "well qualified" you must (1) meet all of the requirements as described in this section; and 2) be rated "well-qualified", which is defined as having a score of 85 or better. You must meet all qualifications and eligibility requirements by the closing date of this announcement.
As a Supervisory Human Resources Specialist (Recruitment & Information Systems), you will: Direct HR staffing, recruiting, placement, and processing services for the Shared Services Center (SSC) which consists of a geographically dispersed workforce and client base. Develop recruitment sources and ensure regulatory and legislative compliance with all staffing actions processed by the SSC. Advise supervisors and managers regarding regulatory requirements of a variety of staffing and recruitment actions ranging from routine to adverse. Due to the depth and breadth of recruiting, placement, and information studies required, incumbent develops new analytical methodologies and various computerized statistical data analysis techniques to obtain results. Direct the pay setting activities for the PMA HR SSC by overseeing the staffing functions and offering positions for new hires, transfers, promotions, reassignments to different duty locations, and movement between pay plans. Manage and maintain USA Staffing, utilized for workforce recruitment and placement.