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Summary You will serve as a Human Resources Director (HRD) in the Business Directorate (BD) of the Echelon IV Naval Facilities Engineering Command (NAVFAC) Marianas. You will serve as the senior advisor for all Civilian Human Resources (CHR) policy and service delivery for serviced activities and oversee and direct CHR programs, policies, workforce planning, strategic hiring plans, and day-to­-day operations of the Human Resources Office (HRO) functions. Responsibilities You will administer the classification and wage program in accordance with guidelines and objectives; formulate policies, and advise officials on pending legislation, policies, methods and procedures, and assist management in solving problems. You will administer the recruitment and staffing program for serviced activities; formulates policies, develop recruitment plans; advise officials on legislation, policies, methods and procedures, and assist management in solving problems. You will administer the employee relations programs, including appeals, discipline, grievances, performance management, incentive awards, and drug free workplace. You will develop centralized employee services of many varied types; formulate policies as necessary; advise officials on pending legislation, policies, methods, and procedures; and assures compliance with regulations of all actions. You will develop quality of work-life programs including leave administration, telework, alternative work schedules, and the Civilian Employee Assistance Program. You will administer the labor relations program in accordance with applicable laws, rules, and regulations; negotiate and administer collective bargaining agreements and collaborate with labor and management to resolve disagreements. Requirements Conditions of Employment Qualifications Your resume must demonstrate at least one year of specialized experience at or equivalent to the GS-13 grade level or pay band in the Federal service or equivalent experience in the private or public sector. Specialized experience must demonstrate the following: Executing, directing, or managing the delivery of civilian federal human resources (HR) services involving one or more of the following functions: staffing and recruitment, position classification, compensation, labor relations, employee relations, oversight of automated personnel information systems, or employee development; ensuring compliance with governing laws and regulations; developing, interpreting, or advising senior management on human resource policies and administration; or providing input for the strategic planning of human capital resources for an organization. Additional qualification information can be found from the following Office of Personnel Management website: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/#url=List-by-Occupational-Series Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (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. Education This position does NOT allow for substitution of education. Additional Information Post Differential Entitlement- An allowance OPM establishes under 5 U.S.C. 5941 at a location in a nonforeign area where conditions of environment differ substantially from conditions of environment in the contiguous United States and warrant its payment as a recruitment incentive. Office of Personnel Management has authorized both a cost-of-living allowance (COLA) and a post differential, the Government pays the full COLA and a partial differential so as not to exceed 25 percent of the employee's hourly rate of basic pay. COLAs are exempt from Federal income taxes; post differentials are not. Guam-Post Differential Rate is 20%. Pay retention may be granted when certain conditions are met. Certain incentives (such as Recruitment, Relocation or Student Loan Repayment) may be authorized to eligible selectees. A relocation incentive is generally a single payment intended to offset some of the relocation costs experienced by the selectee. A relocation incentive may be authorized. During the application process you will have the ability to opt-in to make your resume available to hiring managers in the agency who have similar positions in the local commuting area. Depending on the hiring organization and the position being filled, job requirements (e.g., security clearance, travel, drug testing, financial disclosure filing, bargaining unit status, etc.) may vary. Other hiring managers filling similar positions may offer relocation expense reimbursement and/or may offer recruitment incentives for new employees, depending on funding availability and in accordance with policy. If you opt-in and are referred on a certificate, your resume will be available to other hiring managers for 180-days from the date the job announcement closes. Opting in does not impact your application for this announcement, nor does it guarantee further consideration for additional positions. Federal annuitant information: The selection of an annuitant is subject to the Department of Defense and Department of the Navy policy on the employment of annuitants. Policy information may be found at: http://www.secnav.navy.mil/donhr/Documents/CivilianJobs/FedCivAnnuitants.pdf Tour of duty will be 24 Months. To learn more about the living and working conditions at this military installation and additional Non-Foreign Overseas information, please go to: https://www.secnav.navy.mil/donhr/Overseas/Pages/default.aspx PPP applicants will be placed at the FPL, if determined Well Qualified (WQ). To receive priority consideration, the FPL must be the same grade level or equivalent of the retained grade or the grade held immediately prior to separation. ICTAP Applicants: To be considered well-qualified and exercise selection priority as an ICTAP candidate, displaced Federal employees must satisfy all qualification requirements for the position and receive a rating in the highly qualified category (score 85) or higher. ICTAP candidates must provide copies of all of the following documentation at the time of application: 1) agency notice; 2) most recent performance appraisal; and 3) most recent SF-50 or notification of personnel action that includes position, grade level, and duty location. Applicants who do not provide this documentation will not receive consideration as an ICTAP candidate. For more information about ICTAP eligibility please review the following link: https://www.usajobs.gov/Help/working-in-government/unique-hiring-paths/federal-employees/career-transition/