Supervisory HR Specialist

Clarification from the agency

This vacancy announcement is open to Federal employees and other eligible applicants.

This position serves as the Division Chief for Workforce Strategy, Policy, Analytics & Allocations and is responsible for establishing and executing enterprise-wide workforce governance, strategic planning, policy authority, and allocation management. The position ensures that human capital resources are aligned with mission priorities, statutory requirements, and organizational performance objectives.

The incumbent functions as a senior authoritative expert responsible for integrating workforce planning, policy development, analytics, and resource allocation into a unified governance framework. This role provides executive leadership with data-driven insights, regulatory guidance, and strategic recommendations that directly influence workforce composition, organizational structure, and resource utilization.

The incumbent exercises significant authority in shaping enterprise human capital strategy and is accountable for ensuring that workforce decisions are compliant, analytically sound, and aligned with long-term organizational goals.A Supervisory HR Specialist at full performance level will perform duties such as:

• Providing targeted mentoring to develop strategic HR expertise.
• Managing division resources to achieve operational priorities efficiently.
• Promoting data-driven decision making to strengthen strategic alignment.
• Representing the organization in high-level workforce engagements.
• Influencing executive decisions on organizational design and investments.

Conditions of employment

• You must be a United States Citizen or National.
• You will be required to complete a pre-employment security investigation and background check which includes a drug screening.
• You may be required to complete a probationary or trial period. See "Additional Information" for specific details.
• Selective Service registration is required for males born on, or after, December 31st 1959. Those not registered should have an approved exemption on file.
• You must meet all eligibility requirements by the closing date of this announcement and continue to meet these requirements throughout the hiring process. Offers can be rescinded if requirements are not met.
• Financial Disclosure: If selected, you may be required to disclose financial information in accordance with DOJ and Federal ethics guidelines.
• A USA Hire assessment is required. An email will be sent with additional information after you submit your application. You will have 48 hours from the closing date of this announcement to complete the assessment.

Qualifications

To qualify for the position of Supervisory HR Specialist, at GS-0201-15, you must meet the basic qualification requirements listed below.

There may also be a positive education requirement for some occupations, please see the Education section for details. If there are licensing or certification requirements, please see the Required Documents section for details on how to verify you license or certificate.

To qualify for this position at the GS-15 level, applicants must possess at least one year of specialized experience equivalent to the GS-14 level in the Federal service. Specialized experience is defined as experience leading and administering enterprise-wide strategic human capital programs involving workforce planning, organizational effectiveness, policy development, workforce analytics, resource allocation management, and executive advisory services within a large or complex organization.

Qualifying experience should demonstrate the ability to:

• irect the development and implementation of enterprise workforce planning strategies designed to align workforce resources with mission priorities, budgetary constraints, and organizational objectives; or
• Lead workforce forecasting, workforce capacity modeling, and succession planning initiatives to address current and future staffing requirements, skills gaps, and leadership continuity needs; or
• Conduct human capital risk assessments involving workforce composition, resource allocation, succession vulnerabilities, compliance risks, and mission capability gaps; or
• Manage and oversee strategic hiring plans, merit hiring plans, workforce allocation processes, Full-Time Equivalent (FTE) management, end-strength controls, and position ceiling administration; and
• Develop, interpret, and implement human capital policies, governance frameworks, and internal controls to ensure compliance with laws, regulations, OPM guidance, and agency requirements;
• Prepare, validate, and oversee workforce reporting submissions to oversight entities such as the Office of Personnel Management (OPM) and the Office of Management and Budget (OMB);
• Advise senior executives on workforce strategy, organizational effectiveness, resource allocation, and human capital investments with significant organizational impact.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

In order to be considered for this position, you must complete all required steps in the process. In addition to the application and application questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the job. You must meet all qualifications, including meeting or exceeding the cut score on the required assessments.

Your USAHIRE assessment results will be kept on record for one year and used toward future positions for which you might apply that require the same assessments.

Additionally, we will review your supporting documents and resume to determine if you are in the "Area of Consideration" for this vacancy. Government-Wide Merit Promotion vacancies may only accept applications from a limited audience, pay careful attention to the "Who May Apply" and the "Hiring Paths" information. Please follow all instructions carefully. Errors or omissions may affect your eligibility.

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), the responses you provide on the application questionnaire, and the result of the online assessments required for this position. You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics):

• Human Capital Management
• Interpersonal Skills
• Leadership
• Managing Human Resources
• Problem Solving

It is your responsibility to carefully review the list of required documents below and submit the necessary documentation based on your eligibility. Resume

Resume - All Applicants: You must submit a resume (a two page or less resume is required) containing the following pieces of information for each job entry listed in your employment history:

• Official position title,
• Employer name and contact information,
• Start and end dates (including month and year),
• Indicate full-time or number of hours worked per week if part-time, and
• A list of duties performed and accomplishments.

1. Most recent performance appraisal: Must submit a signed copy of your most recent performance evaluation or appraisal showing your final rating. If a performance appraisal is not available submit a statement explaining why one is not available.
2. Awards: Submit a list of any awards (e.g. superior performance awards, special act or achievement awards, quality step increase, etc.) you received in the last 5 years. If you do not have your most recent performance appraisal/evaluation, please submit a statement as to why it is not available.

1. A copy of your RIF separation notice; notice of proposed removal for declining a directed geographic relocation outside of the local commuting area; a Certificate of Expected Separation ; or certification that you are in a surplus organization or occupation (this could be a position abolishment letter, or a notice of eligibility for discontinued service retirement).
2. A copy of your most recent performance appraisal and SF-50 "Notification of Personnel Action" noting current position, grade/band level, promotion potential, and duty location.

Next steps