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Summary The Office of Human Resources (OHR) supports the Department's mission of administering justice by developing and implementing policy and programs, providing guidance, and leading efforts to attract, develop, and retain high performing employees. As a Human Resources Specialist, you will be responsible for providing advisory services and assistance on performance management, worklife, and employee engagement for serviced organizations in the Division. Responsibilities The duties and responsibilities for a GS-9/11 Human Resources Specialist (Performance/Worklife) generally include, but are not limited to, the following: GS-9 Provides operational support for performance management programs and execution of annual performance appraisal cycles. Assists in the evaluation of the effectiveness of the Division's Performance Management program. Provides information on worklife programs, including health and wellness, the Department's Employee Assistance Program, family, and dependent care, and telework. Provides employee engagement information and support, as assigned, to Division managers and employees. GS-11 Provides technical advisory services and operational support for performance management programs and execution of annual performance appraisal cycles. Reviews, analyzes, and aids in evaluating the effectiveness of the Division's Performance Management program. Communicates the benefits of the worklife program to productivity and performance with managers and employees. Aids in developing action plans and objectives to continuously foster employee engagement and support internal communication efforts in communicating results to in a timely fashion. Requirements Conditions of Employment Qualifications To qualify for the position of Human Resources Specialist (Performance/Worklife), at GS-201-9/11, you must meet the basic qualification requirements listed below. If you are a current or former government employee on a permanent appointment in the competitive service, you will need to demonstrate 1-year (52-weeks) at the next lower grade level as listed in the qualifications below. Time-in-Grade applies if you are in a current GS position or held a GS position within the previous 52 weeks. Additionally, please ensure to submit an applicable SF-50 (please refer to the "required documents" section for additional information). To qualify for the GS-9 Human Resources Specialist (Performance/Worklife) position, you must meet one of the following basic qualifications: 1) Have a master's or equivalent graduate degree or successfully completed at least 2 full years of progressively higher-level graduate education leading to such a degree or received an LL.B or J.D, if related. 2) Have one year of specialized experience equivalent to the GS-7 level in the federal service performing such duties as: reviewing performance plans and telework agreements for completeness, tracking and monitoring the status of progress reviews and performance ratings, providing information to employees on worklife programs, and running reports to monitor compliance with OPM and agency policy. 3) Have a combination of education and experience that may be used to qualify for this position as long as the computed percentage of the requirements is at least 100%. To compute the percentage of the requirements, divide your total months of experience by 12. Then divide the total number of completed graduate semester hours (or equivalent) by 36. Add the two percentages. To qualify for the GS-11 Human Resources Specialist (Performance/Worklife) position, you must meet one of the following basic qualifications: 1) Have a Ph.D. or equivalent doctoral degree or successfully completed 3 full years of progressively higher-level graduate education leading to such a degree or LL.M., if related. 2) Have one year of specialized experience equivalent to the GS-9 level in the federal service performing such duties as: providing advice and support for performance management programs and performance appraisal records; monitoring outcomes and trends; reporting on performance award and recognition program issues; communicating the benefits of the worklife programs to employees and managers; and recommending effective employee engagement strategies. 3) Have a combination of education and experience that may be used to qualify for this position as long as the computed percentage of the requirements is at least 100%. To compute the percentage of the requirements, divide your total months of experience by 12. Then divide the total number of completed graduate semester hours (or equivalent) by 54. Add the two percentages You MUST meet all qualification requirements, including time-in-grade, by the closing date of this announcement,01/22/2026. Your resume must support your responses to the application questionnaire and the qualification requirements. Failure to do so may result in an ineligible rating. See the Required Documents section for important notes about what must be included in your resume. Education If you are relying on your education to meet qualification requirements, please see the statements below. Education must be reviewed and certified by an accrediting institution recognized by the U.S. Department of Education, in order for it to be creditable towards your qualifications. Therefore, provide only the attendance and/or degrees from accredited institution. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in a conventional U.S. education program. It is your responsibility to provide such evidence when applying. For special instructions pertaining to foreign education and a list of organizations that can evaluate foreign education, see the Department of Education website. If you are qualifying on foreign education, you MUST submit proof of creditability of education as evaluated by a credentialing agency. Transcripts must be uploaded with your application to verify education. All documentation must be in English or include an English translation. Additional Information Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. The bullets below outline the various groups of applicants that fall under the term "status candidates". This vacancy is open to applicants from any of the groups listed below: When you apply you'll have the chance to claim an eligibility pathway, be sure you fully read each statement and any links provided to make sure you know which eligibility you qualify for. See a full list and learn more at USAJOBS, see: What does Status Candidate mean? or Which Jobs am I Eligible to Apply for? CURRENT AND FORMER FEDERAL EMPLOYEES: For more information, see USAJOBS Federal Employees. CAREER TRANSITION PROGRAMS (CTAP or ICTAP): For more information visit: USAJOBS Career Transition Programs VETERANS: Please see USAJOBS Veterans Preference for more details. MILITARY SPOUSES: Please see: Military Spouse Information SCHEDULE A, PERSONS WITH DISABILITIES Learn more at USAJOBS - Individuals with Disabilities. General Employment Information: REASONABLE ACCOMMODATION: Our policy can be found at: https://www.justice.gov/jmd/reasonable-accommodation#policy SELECTIVE SERVICE: If you were born male, on or after December 31, 1959, you must certify that you have registered with the Selective Service System, or are exempt from having to do so under the Selective Service Law. Additional information is found at: www.sss.gov. Career Transition Assistance Program (CTAP): This program applies to DOJ employees who meet the definition of surplus or displaced from a position in the competitive service. To receive selection priority for this position, you must: Meet CTAP eligibility criteria; Be rated well-qualified for the position with a score of 85 or above based on the competencies listed above; and Submit the appropriate documentation to support your CTAP eligibility. EEO Statement/Policy: The United States government does not discriminate in employment on the basis of race, color, religion, sex, pregnancy, national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor. Fair Chance to Compete for Jobs: The Fair Chance Act prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOJ employee or Federal contractor acting on its behalf has violated your rights under this Act, you may submit a written complaint within 30 days of the date of the alleged non-compliance directly to Victoria Jones at [email protected]. Note: In accordance with 5 U.S. Code § 9202(c) and 5 C.F.R § 920.201(b) certain positions are exempt from the provisions of the Fair Chance Act. This position is excluded from the bargaining unit.