Supervisory Human Resources Specialist (Contact Center Branch Chief)

About this role

In order to qualify, you must meet the eligibility and qualifications requirements as defined below by the closing date of the announcement. For more information on the qualifications for this position, visit the Office of Personnel Management's General Schedule Qualification Standards. Your application and resume must clearly show that you possess the experience requirements. Transcripts must be provided for qualifications based on education.

Provide course descriptions as necessary. Specialized Experience Requirement: Applicants must have at least one year of specialized experience at the next lower grade level GS-13. Specialized experience is defined as three (3) or more of the following: 1. Leading a Human Resources program segment involving policy interpretation, operational oversight, and technical advisory services, applying advanced knowledge of federal HR laws, regulations, and staffing principles to resolve complex issues, develop procedural guidance, and support organizational decision-making.

2. Providing authoritative HR consultation to senior managers on difficult or precedent-setting HR matters, such as workforce restructuring, recruitment challenges, or employee relations cases, ensuring compliance with governing regulations and recommending solutions that improved organizational effectiveness. 3. Developing and implementing process improvements and standardized HR business practices by analyzing service delivery trends, identifying workflow inefficiencies, coordinating with cross-functional HR teams, and applying analytical and fact-finding techniques to enhance efficiency, consistency, and customer satisfaction.

4. Conducting program reviews and prepared recommendations for changes to HR operations, policies, or procedures, evaluating impacts of new guidance or regulatory requirements, assessing program effectiveness, and drafting revisions that addressed gaps, reduced operational risk, and improved alignment with organizational goals. 5. Providing supervisory or team-lead responsibilities for HR staff, including assigning work, balancing workloads, evaluating performance, coaching employees, identifying training needs, guiding staff through complex HR work, and contributing to a positive and inclusive work environment that supports mission needs and professional development.