Clarification from the agency

This vacancy announcement is open to the public. This position allows for situational and recurring telework, but does not qualify for full-time or remote telework. The duty station is in the Thurgood Marshal Federal Judiciary Building at One Columbus Circle NE in Washington, DC, across the street from Union Station with easy access to Metro (red line), VRE, MARC, and Amtrak.

The Administrative Office of the U.S. Courts (AO), Department of Administrative Services, Human Resources Office (HRO), Court Human Resources Division (CHRD), Staffing Services Branch (SSB) is seeking a self-motivated and highly-organized Supervisory Human Resources Specialist to join its management team. This position reports to the SSB Chief.

The SSB provides HR services to the federal judiciary in a fast-paced environment in the areas of personnel action processing, position classification, qualifications analysis, pay setting, eOPF maintenance, leave administration, and policy interpretation and guidance.

The Supervisory Human Resources Specialist is responsible for overseeing daily operations, managing the SSB team, and ensuring alignment with organizational goals.

The duties of this position include, but are not limited to:

1. Directing and mentoring SSB team to cultivate a culture of productivity, professional development, exceptional customer service, and aligning team goals with organizational objectives.
2. Overseeing the strategic allocation of work assignments within SSB, ensuring equitable distribution, efficiency, and fostering a robust cross-training and succession planning framework.
3. Leading compliance with AO policies for direct reports concerning leave and attendance, recruitment, performance management, travel, and employee recognition, while implementing best practices for oversight.
4. Acting as the primary liaison with the Payroll Services Branch, Retirement Division, electronic Official Personnel Folder (eOPF) team, and the personnel processing team to proactively address processing issues, enhance internal controls, and ensure sustained operational integrity.
5. Providing strategic guidance, training, and counsel to judges, executives, HR professionals, and supervisors across court units on complex HR matters, including recruitment, position qualifications, classification, and compensation, and ensuring adherence to judiciary appointing authorities.
6. Identifying and spearheading the creation and dissemination of comprehensive resources to enhance understanding and compliance with Judicial Conference policy, including checklists, how-to guides, FAQs, manuals, webinars, and training sessions.
7. Ensuring timely and accurate closeout of personnel actions by SSB for each biweekly payroll period and independently resolving complex Judicial Conference policy questions related to appointments, compensation, and separations.
8. Evaluating SSB operations and workflows to identify and implement opportunities for process enhancements that support quality assurance, compliance, and continuous improvement.
9. Collaborating extensively with other AO staff to ensure the delivery of comprehensive and efficient customer service and fostering a team-oriented environment.
10. Serving as the lead subject matter expert on processing personnel action requests in the human resources management system, driving initiatives to enhance personnel processing functionality, end-user experience, and adherence to Judicial Conference policy.
11. Promoting a positive organizational image, consistently modeling professional and respectful behavior in all interactions with AO and judiciary staff, as well as members of the public.
12. Taking initiative in leading and managing special projects and ensuring successful outcomes that align with strategic objectives.

Conditions of employment

CONDITIONS OF EMPLOYMENT

1. All information is subject to verification. Applicants are advised that false answers or omissions of information on application materials or inability to meet the following conditions may be grounds for non-selection, withdrawal of an offer of employment, or dismissal after being employed.
2. Selection for this position is contingent upon completion of OF-306, Declaration of Federal Employment during the pre-employment process and proof of U.S. citizenship for competitive status positions or conversion to a competitive status position with the AO. If non-citizens are considered for hire into a temporary or any other position with non-competitive status or when it is confirmed by the AO Human Resources Office there are no qualified U.S. citizens for a competitive status position (unless prohibited by a law or statue), non-citizens must provide proof of authorization to work in the U.S. and proof of entitlement to receive compensation. Additional information on the employment of non-citizens can be found at USAJOBS Help Center | Employment of non-citizens/. For a list of documents that may be used to provide proof of citizenship or authorization to work in the United States, please refer to Form I-9, Employment Eligibility Verification.
3. All new AO employees will be required to complete an FBI fingerprint-based national criminal database and records check and pass a public trust suitability check.
4. New employees to the AO will be required to successfully pass the E-Verify employment verification check. To learn more about E-Verify, including your rights/responsibilities, visit https://www.e-verify.gov/.
5. All new AO employees are required to identify a financial institution for direct deposit of pay before appointment.
6. You will be required to serve a trial period if selected for a first-time appointment to the Federal government, transferring from another Federal agency, or serving as a first-time supervisor. Failure to successfully complete the trial period may result in termination of employment.
7. If appointed to a temporary position, management may have the discretion of converting the position to permanent depending upon funding and staffing allocation.

Qualifications

Applicants must have demonstrated experience as listed below. This requirement is according to the AO Classification, Compensation, and Recruitment Systems which include interpretive guidance and reference to the OPM Operating Manual for Qualification Standards for General Schedule Positions.

Specialized Experience: Applicants must have at least one full year (52 weeks) of specialized experience which is in or directly related to the line of work of this position. Specialized experience must demonstrate experience in ALL areas defined below:

• Supervising and directing a team, including providing clear guidance, effective task delegation, and support.
• Providing strategic guidance, training, and counsel to high-level officials, executives, managers, and human resources staff on complex HR matters, including recruitment, position qualifications, classification, and compensation.
• Evaluating operations and workflows to identify and implement process enhancements, ensure quality assurance and compliance, and drive continuous improvement.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

We will review your resume and supporting documentation and compare this information to your responses on the occupational questionnaire to determine if you meet the minimum qualifications for this job. If you meet the minimum qualifications for this job, we will evaluate your application package, to assess the quality, depth, and complexity of your accomplishments, experience, and education as they relate to the requirements listed in this vacancy announcement.

You should be aware that your ratings are subject to evaluation and verification. If a determination is made that you have rated yourself higher than is supported by your resume and/or narrative responses, you will be assigned a rating commensurate to your described experience. Failure to submit the mandatory narrative responses will result in not receiving full consideration and/or rating credit. Deliberate attempts to falsify information may be grounds for not selecting you, withdrawing an offer of employment, or dismissal after being employed.