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Summary This position serves as the Director, Human Resources Directorate, serving as the principal and key advisor. Responsibilities As a SUPERVISORY HUMAN RESOURCES SPECIALIST at the GS-0201-15 level, work assignments are as follows: Serves as the principal and key advisor to the Director of DTRA and the senior leadership team on critical agency Human Resources strategies, policies, personnel and operational issues. Provides leadership and direction in the formulation of HR strategic plans and policies for the development and implementation of comprehensive HR programs compatible with DTRA mission, vision, goals, programs, and objectives. Provides executive leadership, motivation, and direction in establishing and maintaining proactive and visionary human resources programs that are responsive to the needs of both DTRA management and employees, and assures optimum productivity and goal attainment in all program functions to include: human capital/workforce strategy and planning; human resources development, executive leadership development, career management; human resources recruitment, staffing and placement; employee relations and labor relations; position classification; manpower management; work life programs; human resources information management; incentives and awards; and the full scope of military personnel support activities to include awards and decorations, performance reports, assignment activities, record updates, strategic workforce development and planning, command oversight, family readiness, training, and Joint and Reserve matters. Serves as an expert military personnel advisor to the DTRA Director and agency senior leadership, to effectively manage DTRA's manpower utilization of active component and reserve officers, warrant officers, and enlisted personnel, ensuring the highest possible level of personnel readiness. Promotes leadership development and career progression opportunities for military staff. Responsible for military personnel requisition program to ensure key billets are filled with qualified members and that overall force levels are sustained. Advises on both short-and long-range program-specific goals and objectives in order to exercise broad managerial authority to set and implement long-range goals and objectives, and determine program emphasis for administering, planning, developing, and directing comprehensive manpower and military personnel management programs. Ensures the development and implements, within the framework of DoD and Military Service policies, regulations, and procedures, a comprehensive and complex military personnel and manpower management program that will guide and govern service members and employees assigned to the HR office. Requirements Conditions of Employment Qualifications You may qualify at the GS-15 grade level, if you meet the following qualifications: A. One year of specialized experience equivalent to the GS-14 grade level in the Federal service: I possess one year of specialized experience at the next lower grade level (GS-14 or equivalent) experience may have been gained in the private sector. Specialized Experience is defined as: Serves as a principal and key advisor to a Director of a federal agency and senior leadership team regarding critical Human Resources strategies, policies, personnel and operational issues. Establishes partnerships with DoD and OPM officials, executive branch regulatory agencies, other federal and state agencies, and educational institutions. Presents briefings, training sessions and speeches to numerous individuals, groups, and professionals within and outside agencies regarding all aspects of civilian and military Human Resources. Facilitates prompt resolution of differences arising in the interpretations of policies and procedures enacted to receive support from or provide support to activities of the servicing Human Resource office. Plans work for accomplishment by subordinate units, sets and adjusts short-term priorities, and prepares schedules based on consideration of difficulty of requirements and assignments. (Experience is clearly demonstrated in my resume). 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. Education Substitution of education may not be used in lieu of specialized experience for the GS-15 Grade level. Additional Information Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions. Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: https://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements: Persons with Disabilities - Schedule A Special Hiring Authority for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities - Subpart F Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/register/) The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision. NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy. Selective Service Requirement: Please visit http://www.sss.gov for more information. For more information, please visit https://www.dla.mil/Portals/104/Documents/Careers/downloads/DoDGenAppInfo%2012-1-2020.pdf?ver=ECNbdsHtGilTd3OENN4A0Q%3d%3d Re-employed Annuitant: This position Does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).