Eligibility Requirements

US Citizenship

Career Category

Human Resources

Job Summary

Job Responsibilities

• Serves as a senior staffing/recruitment specialist, responsible for providing a broad range of HR services with emphasis on recruitment and recruiting strategies; identifying and resolving problems of long and short-term workforce planning, classification, HR policy, etc. Provides support and expert guidance on administrative civilian personnel matters including, VERA/VSIP, PCS, incentives, return rights, pay and leave programs, reemployed annuitants, civilian deployment (ECW), FECA, hiring authorities, etc.
   
• Provides technical assistance to managers within serviced organizations regarding development of justifications for requesting use of special salary rates, recruitment bonuses, retention allowances, and other authorities. Provides guidance on all recruitment and placement issues, modes of recruitment, staffing alternatives, and recommends innovative methods and strategies to resolve problems of job turnover, downsizing, or loss of skilled employees. For serviced organizations, liaisons with the servicing Civilian Personnel office on behalf of management to assist with and track recruitment actions and resolve issues. Utilizes various databases and web-based systems to initiate create announcements, screen applicants, create recruitment tickets, Requests for Personnel Actions, help tickets, etc. Troubleshoots and resolves the most difficult, complex and controversial recruitment issues and problems.
   
• Responds to difficult issues involving controversial and unique situations, and develops appropriate interventions for management on significant HR issues and concerns, particularly those not covered in precedent. 
   
• Develops plans for, and performs program development and evaluation of, integrated command HR programs. Promotes establishment and achievement of program objectives throughout RTC; provides interpretation and instructions on laws, regulations, policies and procedures; and issues guidance on resolution of problems. 
   
• Develops policy, guidance, procedures, and standards for new and changing program areas. Analyzes and evaluates program execution across the center; recognizes problems and problem areas; originates solutions to complex or unusual issues; and remains cognizant of areas requiring coordinated efforts. 
   
• Serves as the principal action officer for assigned functional areas, performing special assignments and fulfilling requests for interpretive guidance tied to one or more areas of diverse HR program areas. Studies/projects cover major programs and potential problem areas, particularly those concerning complex matters not covered in precedents; and the need to develop and provide guidance to the field.
   
• Promotes establishment and achievement of program objectives throughout RTC; implements higher headquarters direction; provides interpretation and instructions on laws, regulations, policies and procedures; and issues guidance on problems.  Promotes compliance with RTC policies, ATEC policies, DA regulations, DoD directives, OPM manuals, and public laws. Provides interpretation and instructions on laws, regulations, policies, and procedures, and develops guidance on an appropriate course of action. 
   
• Applies an integrated approach to researching, analyzing, and assessing the full range of diverse organization HRM program issues. Determines the degree to which the Organization is achieving the fundamental program goals and objectives and recommends enhancements or improvements. Recommends changes to established procedures and practices or alternative approaches to resolving recurring problems and/or issues.
   
• Provides advisory services on position descriptions submitted by directors and managers or subordinate organizations. Determines the correct classification by comparison to existing OPM classification standards related to the work; ensuring that the most current classification standards are applied. Explains and advises on the proper use of classification standards; the position classification process; the use of various classification references and automated tools; how to file a classification appeal; accretion of duties; planning and implementing reorganizations; and the impact of assigned duties on position management and classification. Provides guidance and recommendations for action on position descriptions that are highly controversial and/or precedent-setting.
   
• Provides managers with sound position management recommendations on organizational structures and position design; and places an emphasis on career development principles and practices. Performs extensively broad and difficult classification and position management projects and studies. Determines the appropriate position structures, functions, and organizations in a manner that optimizes productivity, efficiency, and organizational effectiveness. Ensures the organization is structured so that the blend of skills and the assignment of employees successfully meet the organization’s mission requirements. Works with RM/Manpower to execute reorganizations and other changes that impact the Table of Distribution and Allowances. 
   
• Performs a wide variety of metric and analytics studies in areas such as hiring practices, demographics, attrition rate, employee performance, or employee engagement trends in the workforce. Analyzes data dashboards to reveal trends, provide statistics, focus on current and historical data, and develops tools to assist in future short-term and long-term strategic workforce planning.
   
• Conducts fact-finding and analysis of issues surrounding the matter at hand to identify and clarify problems or relevant issues. Researches and interprets federal laws and regulations, policies, and procedures to advise on intent and application of concepts and principles to situations. Draws conclusions and provides recommendations and implements guidance on a range of alternatives to resolve issues. Plans and carries out projects or studies to provide comprehensive HRM advisory services on a variety of complex interrelated issues. Identifies ways to improve or enhance current HR recruitment practices to ensure that the management process is effective in meeting business objectives.

Job Qualification

HOW YOU WILL BE EVALUATED. You will be evaluated based on your level of competency in the following areas:

Your resume may be submitted in any format and will be used to determine eligibility and qualifications for this position based on the evaluation criteria described above. For qualifications determinations, your resume must contain hours worked per week and dates of employment (i.e. hours per week and month/year to month/year or month/year to present). If your resume does not contain this information, your application may be marked incomplete, and you may not receive consideration for this position. 

If your resume includes a photograph/inappropriate material or content, it will not be used to make eligibility/qualifications determinations, and you may not be considered for this vacancy.

For additional information on what to include in your resume, click here.

You will receive an email message acknowledging receipt of your application. If determined to be ineligible or not qualified, your application will receive no further consideration. 

Conditions of Employment

• Male applicants born after December 31, 1959, must complete a Pre-Employment Certification Statement for Selective Service Registration.
• A trial/probationary period may be required.
• You will be required to provide proof of U.S. Citizenship.
• Direct deposit of pay is required.
• Selection is subject to restrictions resulting from Department of Defense referral system for displaced employees.
• Multiple positions may be filled using this announcement.
• Salary includes applicable locality pay or Local Market Supplement.
• Permanent Change of Station (PCS) allowances may be authorized, subject to the provisions of the Joint Travel Regulations. For more information on PCS, click here. When you perform a Civilian PCS with the government, the Internal Revenue Service(IRS) considers the majority of your entitlements to be taxable. Visit here for more information.
• The U.S. Army Test and Evaluation Command has various incentives that may be available for highly qualified candidates. These include Recruitment Incentives, Relocation Incentives, Student Loan Repayment, and Credit for Leave Accrual. Incentives may be authorized IAW agency policy.
• Teleworking may be offered in accordance with the current command policy. 
• Remote work is not authorized.
• Travel up to 10% may be required.
• Position requires incumbent be able to obtain and maintain a determination of eligibility for a Secret security clearance, or access, for the duration of employment.

Travel Requirements

Up to 10% Travel

QUESTIONS or issues please send us a message with the vacancy announcement URL, position title, and location to:

usarmy.apg.atec.mbx.atec-civilian-careers@army.mil