SUPERVISORY HUMAN RESOURCES SPECIALIST

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position is: To serve as a first level supervisor, providing planning, directing, organizing, and exercising control over nonsupervisory employees assigned to Civilian Personnel Policy Division within the Office of the Deputy Assistant Secretary of the Air Force for Civilian Force Management (MRC). Continued in Duties PRINCIPALES MISSIONS : Summary continued Are you a visionary Human Resources leader ready to architect personnel policy for a global workforce of over 170,000 civilian personnel? The Office of the Assistant Secretary of the Air Force for Manpower and Reserve Affairs (SAF/MR) is standing up and scaling a transformed Office of the Deputy Assistant Secretary of the Air Force for Civilian Force Management (MRC). As Division Chief, you will serve as the principal civilian human capital policy advisor to Secretariat executive leadership. You will lead an elite cadre of senior human capital strategists, shaping the policies that recruit, compensate, develop, and retain the diverse civilian talent supporting both the United States Air Force and the United States Space Force. If you are an agile, forward-thinking leader eager to build organizational capability from the ground up, modernize enterprise-wide talent governance, and drive landmark civil service initiatives, we want you on our leadership team. DUTIES Drive Full-Lifecycle Talent Policy: Direct the formulation, review, and promulgation of enterprise-wide civilian human resource management policies governing over 170,000 Total Force civilian employees (appropriated and non-appropriated fund) across the Air Force and Space Force. Advise Secretarial and General Officer Leadership: Serve as the Department of the Air Force's premier technical authority and trusted counselor on complex, precedent-setting civilian workforce issues. Anticipate and Solve Future Workforce Needs: Leverage human capital data analytics, emerging workforce trends, and flexible compensation/hiring authorities (e.g., Direct Hire Authorities, Cyber Excepted Service, Title 38 adaptations) to address critical occupational shortages. Build and Inspire High-Performing Teams: Provide first-level supervision to a team of senior HR policy specialists, setting strategic milestones, establishing clear and measurable performance expectations, and coaching emerging leaders. QUALIFICATIONS REQUISES : In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, 0201 Series SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-14, or equivalent in other pay systems. Examples of specialized experience includes (1) Enterprise Human Capital Policy Development: Experience researching, designing, interpreting, and publishing enterprise- or agency-level civilian personnel policies covering a multi-disciplinary human capital portfolio across at least three (3) of the following functional areas: Recruitment & Staffing, Position Classification, Total Compensation & Pay Administration, Employee Relations, or Labor-Management Relations. (2) Senior Executive Advisory & Stakeholder Advocacy: Experience providing authoritative policy advice, technical interpretations, and strategic recommendations to senior agency executives or external regulatory authorities on high-visibility human capital challenges. (3) Supervisory or Program Leadership: Experience leading, directing, or mentoring senior professional human resources specialists, including establishing work priorities, managing resource allocation, and driving strategic deliverables within established timeframes. FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Mer

Salaire : $169,279 – $197,200/Per Year | Avantages : https://www.usajobs.gov/Help/working-in-government/benefits/

The mission of the United States Air Force is: To fly, fight, and win...Airpower anytime, anywhere. To achieve that mission, the Air Force has a vision of Global Vigilance, Global Reach and Global Power. That vision orbits around three core competencies: Developing Airmen, Technology-to-Warfighting and Integrating Operations. Core competencies and distinctive capabilities are based on a shared commitment to three core values -- integrity first, service before self, and excellence in all we do. Click here to view the AF Civilian Employment Eligibility Guide: 30 Percent or More Disabled Veterans AF DCIPS Interchange AF Internal Employee DoD Transfer (Excluding Air Force) EO 12721 Certain Former Overseas Employees EO 13473 Appointment of Certain Military Spouses Former Federal Employees (Reinstatement) Interagency Career Transition Assistance Plan Land Management Employee Military Spouse Preference National Service (Peace Corps and VISTA) Non-AF DCIPS Interchange Non-Appropriated Fund Non