Employment Type : Full-Time
This position is located in Department of Labor (DOL), Office of the Assistant Secretary for Administration and Management (OASAM), Office of Human Resources (OHR) in the Staffing Division. This division is responsible for the official hiring of selectees, processing personnel actions to effect a large variety of staffing and pay actions, and ensuring these actions are accurately documented. GS-12: Serves as a Human Resources Specialist (Recruitment & Placement) performing assignments for organizations that are complex and dynamic and have a wide range of professional, scientific, administrative, and highly technical positions. The positions' work processes are mental, judgmental, public contact, or coordinative in nature. The incumbent considers recruitment sources such as colleges and universities, industrial establishments, and state employment services in recruiting for positions. The incumbent identifies under-represented skills in the workforce and determines how they can be addresses in the recruitment process. Provides recruitment and placement, and affirmative employment advisory services. Consults with and advises managers and supervisors on a variety of difficult and complex technical issues, or problems of a sensitive nature, that concern all phases of hiring, merit promotion, priority placement, RIF, affirmative employment policies and procedures, and related legal, regulatory, and contractual requirements or entitlements. GS-13: Serves as a recognized expert in Recruitment and Placement. Applies expert knowledge to perform work involving program development, program evaluation, and providing solutions to especially complex and difficult problems of recruitment and placement. Work includes the full range of functions including participation in strategic planning, developing long and short range plans to deal with reshaping the workforce, analyzing staffing gaps and projected attrition rates, responding to mission changes and developing and implementing responses both to DOL and government initiatives as well as developing initiatives to human resources issues that impact the workforce. Conducts coordination and collaboration with serviced organizations and other internal HR functional areas such as employee relations, labor relations, classification, training, and security. Provides advice for resolution of the novel, highly sensitive, and controversial problems affecting individual cases and broader program issues. Provides authoritative staff level policy and regulatory interpretations to supervisors and management officials on staffing laws, regulations, policies, and procedures. Develops and monitors the assigned programs, including plans and policies for selections, recruitment methods, and sources, pay setting, time and attendance, recruitment, outreach and retention incentives, Telework, reduction in forces, and related guidance to assure conformance with federal and agency mission, program goals, and objectives. Additional duties for both GS-12 and GS-13: Providing full service HR staffing and placement operations support for assigned DOL organizations. Work includes conducting strategic HR talent acquisition consultations, advertising vacancies, reviewing applicant eligibility and qualifications, conducting qualifications review and/or SME panel evaluations, issuing certificates of eligible and coding a variety of staffing and placement personnel actions for positions GS-15 and below. Participates and leads HR internal staffing quality assurance reviews. Completes and certifies merit promotion and OPM delegated examining hiring actions. Occasional travel - Some travel by any means of transportation. No 13 - There is no obligation to provide future promotions if you are selected. Promotions are dependent on your ability to perform the duties at a higher level, meet all the performance requirements, and supervisor’s recommendation to the next grade. 0201 Human Resources Management Requirements Applicants must meet time-in-grade, time-after-competitive-appointment and qualifications requirements within 30 calendar days after the closing date of the vacancy to be eligible for consideration for selection. Federal Employees Please Note: Your SF-50 must include enough information to be able to determine that time-in-grade requirements have been met and reflects your position title, pay plan/series/grade, tenure and the type of appointment (i.e. competitive/excepted). In some cases you may need to submit more than one SF-50. Reference the "Required Documents" section for additional requirements. Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level in the Federal Service. Specialized experience is experience that has equipped the candidate 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. GS-12: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-11, in the Federal Service. Specialized experience is defined as experience interpreting and applying Federal human resources principles, regulations and policies in support of Federal HR recruitment, placement, and affirmative employment laws sufficient to accomplish a wide range of complex, interrelated activities; providing recruitment and placement, and affirmative employment advisory services; recommending long-term and short-term strategies for overcoming employment and promotion barriers. Must have demonstrated experience providing staffing operations support for merit promotion and OPM delegated examining hire actions. GS-13: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-12, in the Federal Service. Specialized experience is defined as experience applying knowledge of Federal human resources laws and regulations to perform work involving program development and program evaluation to complex and difficult problems of recruitment and placement; analyzing staffing gaps and projected attrition rates; responding to mission changes and developing and implementing responses to government initiatives; and developing initiatives to human resource issues that impact the workforce. Must have demonstrated experience providing staffing operations support for merit promotion and OPM delegated examining hire actions. There is no education substitution at the GS-12/GS-13 grade level for this position. DOL seeks to attract and retain a high performing and diverse workforce in which employees’ differences are respected and valued to better meet the varying needs of the diverse customers we serve. DOL fosters a diverse and inclusive work environment that promotes collaboration, flexibility and fairness so that all individuals are able to participate and contribute to their full potential. Position Telework eligibility is determined by management based on position duties during the recruitment process. Employee participation in telework on a routine or situational basis is determined by management primarily based on business needs. Employees participating in telework are subject to the terms and conditions of the Department of Labor’s Telework Program. Refer to these links for more information: GENERAL INFORMATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES This position is outside the bargaining unit. Additional selections may be made using this announcement. Salary will be determined upon selection based on duty location. You will be evaluated for this job based on how well you meet the qualifications above. Click here for Evaluation details. For Displaced Employees ONLY: if you meet the eligibility requirements for special priority selection under ICTAP/CTAP, you must be well-qualified for the position to receive consideration for special priority selection. ICTAP/CTAP eligibles will be considered "well-qualified" if they attain at least a rating score of 85.0 in a numerical rating scheme. Be sure to review DOL Account Eligibility Questions #24 to reflect that you are applying as a ICTAP or CTAP eligible and submit supporting documentation. Evaluation Factors (Competencies) - All qualified applicants will be evaluated on the following key competencies: HR Technical Competence: Knowledge of hiring, classification, benefits, labor relations, negotiation, and Federal, state, and local employment regulations. The information you provide may be verified by a review of your work experience and/or education, by checking references and through other means (ex. interview). Your evaluation may also include a review by an HR Specialist or panel and may include other assessment tools (ex. interview, structured interview, written test, work sample, etc.). The examining Office of Human Resources (OHR) makes the final determination concerning applicant ratings. Your resume MUST provide sufficient information to substantiate your vacancy question responses. If not, the OHR may amend your responses to more accurately reflect the level of competency indicated by the content of your resume. Not Required No Non-sensitive (NS)/Low Risk Credentialing Required Documents The following documents must be submitted by 11:59 p.m. (ET) on the vacancy closing date. Warning: If you submit a document using the same document title, the 2nd submission will OVERWRITE the 1st submission. Also, do not upload password protected documents. The following documents are required from all applicants (PLEASE READ CAREFULLY): ARE YOU A CURRENT OR FORMER FEDERAL EMPLOYEE? If applying as a status candidate with current or former Federal Service, please provide a copy of your last or most recent SF-50, "Notification of Personnel Action” which shows your appointment eligibility for the position for which you are applying. Your SF-50 must identify the highest grade you held on a permanent basis, Pay Plan/Pay Schedule, Series, and Grade/Pay Band, and career status. Multiple SF-50 may be submitted to demonstrate your highest previous rate and eligibility. The following documents are required if applicable: - Displaced Employee Placement Documents - Only required if requesting priority consideration under ICTAP/CTAP Eligibility. - DD-214 - verifying military service, eligibility for consideration under the Veterans Employment Opportunity Act (VEOA) and showing character of discharge (ex. Member Copy 4 and 2 are acceptable vs. Copy 1 which is not acceptable to adjudicate veteran's preference) Special/Non-Competitive Appointing Authority Documents (a) Persons with Severe Disabilities (SCHEDULE A) (b) Military Spouses (MISP) Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education. Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating. Benefits A career with the U.S. Government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Learn more about federal benefits. Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time, or intermittent. Contact the hiring agency for more information on the specific benefits offered. Current or former competitive service federal employees. Federal employees who meet the definition of a "surplus" or "displaced" employee. Certain current or former term or temporary federal employees of a land or base management agency. Current or prior Federal employees with competitive/reinstatement eligibility, Land Management Eligibles, VEOA eligibles, ICTAP/CTAP eligibles; applicants eligible under the following Non-Competitive or Special Hiring Authority: Persons with Severe Disabilities (Schedule A) and Military Spouse.DutiesSummary
Responsibilities
How You Will Be Evaluated
Communication: Recognizes or uses correct English grammar, punctuation, and spelling; communicates information in a succinct and organized manner to produce written information, which may include technical material that is appropriate for the intended audience. Expresses information to individuals or groups effectively, taking into account the audience and nature of the information; makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.
Interpersonal Skill: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.
Decision Making: Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change.
Problem solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations.
To preview questions please click here.
Background checks and security clearanceSecurity clearance
If you are relying on your education to meet qualification requirements:
HelpThis job is open to
Clarification from the agency