Job summary

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 perform as the technical authority on Human Capital Management (HCM) strategy and integration analysis for the Force Strategy & Integration Division by providing enterprise-wide strategic integration of AFR Human Capital (HC) strategy, plans, transformation, program management, and analytical framework.

Major duties

Serves as the technical authority on HCM Strategy & Integration Analysis in the Strategy & Transformation Branch. Leads, plans, directs, and coordinates in order to assure strategic planning & policy for Air Force Reserve (AFR) human resources programs. Develops strategies for human resources transformation. Conducts, leads, and/or participates in studies to improve HCM programs and/or influence policy changes or strategic or transformational efforts for the AFR and Total Force HCM Enterprise that typically involve long-range, highly complex, and often politically sensitive initiatives. Designs comprehensive HR capability studies that are extremely broad and difficult to determine in advance. Serves as the HCM strategic advisor on the transformation of personnel systems, Total Force personnel process redesign efforts, and Total Force organizational design. Provides management of the PSD transformation project as it affects AF wide services and programs. Represents AF Reserve views while participating in meetings, conferences, briefings and working groups. Attends meetings, conferences, briefings, working groups, and other initiatives related to HC Strategy & Integration and PSDT efforts. Prepares and delivers briefings to senior management concerning short- and long-range planning objectives.

Qualification

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. SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-13, or equivalent in other pay systems. Examples of specialized experience includes mastery and skill in applying a wide range of advanced Human Resources (HR) principles, concepts, methods, and practices to include new or reengineered processes and/or concepts relating to transformation activities sufficient to serve as the strategic advisor to inform technical guidance on implementing and administering systems. Mastery of advanced program skills to develop procedures and methodology to develop or reengineer personnel processes. Utilizing seasoned consultative skills, must be able to engage in detailed discussions pertaining to program efforts, goals, and challenges. Ability to analyze trends and forecast changes in personnel processes requirements that will meet future mission demands. FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible. One year at the GS-13 level is required to meet the time-in-grade requirements for the GS-14 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements. KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: 1. Knowledge of US Air Force Reserve structure and organizations; utilization of citizen Airmen; and AFR HR policies, processes, and programs. 2. Knowledge of federal laws, regulations, policies, and procedures governing HR processes and programs. 3. Knowledge of safety and security regulations, practices, and procedures. 4. Ability to plan, organize, and accomplish work of the organization. Ability to communicate effectively, both orally and in writing. 5. Ability to manage several projects simultaneously. 6. Demonstrated skill in research and analytical thinking to resolve programmatic issues. 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. ADDITIONAL CONDITIONS OF EMPLOYMENT: This position is designated as a Testing Designated Position (TDP) under the Air Force Civilian Drug Testing Program. Illegal drug use by employees in sensitive positions present a clear threat to the mission of the Air Force, national security, and public safety. It is required that you (a) refrain from the use of illegal drugs and (b) if requested, submit to urinalysis testing.

Evaluations

Your application package (resume, supporting documents, and responses to the questionnaire) will be used to determine your eligibility, qualifications, and quality ranking for this position. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment. BASIS OF RATING: Your application will be rated under the Cut Point procedures based on the extent to which the quality, depth, and complexity of your experience and education relate to the qualification requirements. Additional points are not added for Veteran's Preference; however, Veteran's Preference is considered where applicable. Best Qualified Group: Candidates in this category possess exceptional skills and experience to exceed well above the minimum requirements Fully Qualified Group: Candidates in this category possess good skills and experience above the minimum requirements. Basically Qualified Group: Candidates in this category meet the minimum education and/or experience requirements. The resume/documents you submit must support your responses to the online questionnaire. If your application contradicts or does not support your questionnaire responses, you will receive a rating of "not qualified" or "insufficient information" and you will not receive further consideration for this job. For additional information on what to include in your resume, click here. Applicants who meet the requirements for and apply as a non-competitive eligible that meet minimal qualifications and other requirements of this position, will be given consideration as a non-competitive candidate and will be referred unless blocked by an individual with priority/preference. APPRAISALS/AWARDS: Hiring Managers use objective methods and consider previous performance appraisals and awards in the selection process. Current Federal Civilian employees should list any relevant performance related rating and/or awards in your resume. Applicants who disqualify themselves will not be evaluated further.