HR SPECIALIST (HUMAN CAPITAL STRATEGY SPECIALIST)

About this role

The experience described in your resume will be evaluated and screened from the Office of Personnel Management's (OPMs) basic qualifications requirements. See: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/0200/human-resources-management-series-0201/ for OPM qualification standards, competencies and specialized experience needed to perform the duties of the position as described in the MAJOR DUTIES and QUALIFICATIONS sections of this announcement by 09/21/2026 Applicant must have directly applicable experience that demonstrates the possession of the knowledge, skills, abilities and competencies necessary for immediate success in the position.

Qualifying experience may have been acquired in any public or private sector job, but will clearly demonstrate past experience in the application of the particular competencies/knowledge, skills and abilities necessary to successfully perform the duties of the position. You must have specialized experience sufficient to demonstrate that you have acquired all the competencies necessary to perform at a level equivalent in difficulty, responsibility, and complexity to the next lower grade GS/GG-13 in the Federal service and are prepared to take on greater responsibility.

Generally, this would include one year or more of such specialized experience. Specialized experience for this position includes: 1. Developing and executing human capital strategies and programs. 2. Conducting strategic workforce planning, to include experience partnering with stakeholder and leaders to identify workforce needs and designing strategies to meet those needs. 3. Conducting research studies addressing business questions in the human capital domain and developing data-based recommendations regarding major changes to human capital programs or processes.

Specifically you will be evaluated on the following competencies: 1. Strategic Workforce Planning - Analyze workforce data to develop, integrate, and align human resources strategies with the enterprise focus to support and influence decision-making on human capital needs and planning. 2. Strategic Thinking - Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization in a global environment that takes into consideration the environment, resources, capabilities, constraints, and organization goals and values.