Supervisory Human Resources Specialist (Policy)
What you'd do
This position is located in the Human Capital, Policy and Compensation branch.The incumbent serves as the Supervisory Human Resources Specialist for the Policy Development team, responsible for developing and implementing agency-wide human resources policies and providing advisory services to leadership and stakeholders across the agency.
Major duties
This Supervisory Human Resources Specialist (Policy) position is located Transportation Security Administration's Human Capital office and reports to the Director, Human Capital Policy and Compensation, Department of Homeland Security (DHS). Duties include but are not limited to: Designing, drafting, and implementing TSA-wide human resources policies of moderate to high complexity for assigned program areas, ensuring compliance with federal regulations and alignment with organizational objectives. Providing expert advisory services by conducting research and responding to inquiries from senior leadership, offering authoritative interpretation and guidance on laws, regulations, and HR policies, and recommending solutions to complex and sensitive personnel issues. Collaborating with agency stakeholders to identify and shape policy provisions, gather and analyze feedback, and develop requirements for effective policy and program implementation. Performing a full range of supervisory duties, including assigning work, evaluating performance, providing coaching and feedback, resolving conflicts, and identifying training needs for subordinate staff. Developing and delivering presentations, training, and written guidance to various groups, ensuring clear communication and understanding of HR policies and procedures across the organization.
What you need to qualify
In addition to the minimum qualifications described above, you must meet the following specialized experience to be considered qualified for the position: To qualify for the SV-J band (equivalent to GS-14), you must have one year of specialized experience at the SV-I or GS-13 in the Federal service or equivalent experience in the private sector. Specialized experience is defined as experience that has equipped you with the knowledge, skills and abilities to successfully perform the duties of the position. Specialized experience is defined as: Experience drafting, implementing, and leading the review and revision of human resources policies and procedures for a large, complex organization. This includes collaborating with stakeholders to assess needs, analyze legislative and regulatory changes, gather and address feedback, and ensure policies are compliant with federal requirements and aligned with organizational objectives; AND Experience providing authoritative guidance and consultation to senior executives and managers on HR policy interpretation, application, and strategic planning, including resolving complex and sensitive policy issues; AND Experience developing and delivering clear, concise communications, presentations, and training on human resources policies and procedures to various audiences, including senior leadership, managers, and employees. This includes translating complex HR concepts into understandable guidance, ensuring stakeholders are informed and able to implement policies effectively. Credit for experience is given based on a 40-hour workweek. Part-time experience is credited on a part-time ratio, i.e., working 20 hours per week for two months equals one month of experience. No additional credit is given for overtime. National Service Experience (i.e., volunteer experience): 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. The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office. You must meet the qualification requirements for this position no later than the closing date of the vacancy announcement.
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