Supervisory Human Resources Specialist

Duties
The incumbent serves as the Senior Manager Policy Development, Analysis, Administration and/or Compliance and reports directly to the Director, Policy and Compliance Division. The incumbent will be responsible for assisting the Division Director by managing a Policy Branch of the Policy and Compliance Division, which provides human resource (HR) policy development, oversight and interpretation for more than 46,000 FAA employees, and which ensures FAA-wide policies comply with federal laws, regulations and statutes.
The Senior Manager is responsible for exercising supervision and managerial oversight of professional staff whose work supports multiple functions of the Division and, on behalf of the Director, provides leadership and technical guidance to the Branch Team Lead and assists other Division managers by sharing technical and managerial expertise and insight, participates in the strategic planning process for the Division, may have initial oversight of the Division budget, serves as the certifying official for purchases and coordinates/tracks major tasks and deliverables assigned to the various branches and across-branch support staff.
The Senior Manager supports the Division Director by facilitating and coordinating the day-to-day operation of the assigned branch and will act in the absence of the Division Director to ensure that national level HR policy, procedures, operating instructions, and other guidance fully support FAA's business needs; adhere to legal, regulatory, and policy requirements; and support merit system principles without enabling prohibited personnel practices. Policies and programs include, but may not be limited to, classification and compensation, recruitment and selection, performance management, awards, benefits, work-life, workforce planning, employee development, employee relations, work schedules, leave, labor relations, HR compliance, HR trends, and workforce analysis premium pay, records management, administrative support, equipment and facilities oversight. Performs the following duties and responsibilities:

• Develops and maintains policy, coordinates FAA-wide HR operating instructions, provides data and analysis, performs compliance reviews and prepares reports in support of FAA-wide policy implementation and accountability. Assigns and monitors work, provides guidance and mentoring, approves leave and time & attendance documents, manages and assesses performance, and administers discipline or corrective action where warranted.
• Reviews new or revised national level procedures for the Regions and Centers and assigns to appropriate Branches for subject matter expert input, when appropriate, to ensure the documents are consistent with governing laws and regulations, follow HR policy and official interpretations, and do not establish or condone actions that may violate merit system principles or enable prohibited personnel practices.
• Represents FAA on agency committees, negotiation teams, work groups, and to outside stakeholders (to include Department of Transportation, Office of Personnel Management, and Congress); representing the HR Assistant Administrator for Human Resource Management as an authoritative spokesperson providing consultation and problem-solving throughout FAA. Develops and presents briefings to convey organizational policies, issues, and recommended strategies.
• Ensures that staff exercises sufficient internal control to assure that resources are safeguarded against waste, loss, and unauthorized use; accurate records of the receipt, expenditure, and use of resources are maintained; operational efficiency is maximized; and prescribed policies are followed.
• Assures safety (OSHA) effectiveness in the work area. Supports the Affirmative Action program and promotes and selects employees without regard to non-merit considerations. Promotes the EEO program among the management staff and employees.
• Performs other related duties as assigned.

Qualifications
Applicants must demonstrate at least one year (52 weeks) of SPECIALIZED experience equivalent to the next lower grade/pay band (FG/GS-14/FV-J) in the Federal Government. Specialized experience is defined as that which has equipped the applicant with the particular knowledge, skills, and abilities required to successfully perform the duties of the position, and is typically in or directly related to the line of work of the position to be filled.
SPECIALIZED EXPERIENCE is defined as:

• Experience managing a staff who's responsibilities are to develop comprehensive Human Resource policies and procedures for an organization with multiple locations and diverse occupations.
  You should include relevant examples of the specialized experience in your work history. Errors or omissions may impact your rating or may result in you not being considered.
  Answer all questions to the best of your ability. You may be asked to provide evidence or documentation that you have this type of experience later in the selection process. Your responses are subject to verification through job interviews, or any other information obtained during the application process. Any exaggeration of your experience or any attempt to conceal information can result in disqualification.
  Applicants who do not demonstrate one full year of specialized experience will not receive further consideration for this position.
  All qualification requirements must be met by the closing date of the vacancy announcement. Eligible applicants meeting the minimum qualification requirements and/or selective placement factor(s) (SPF) may be further evaluated on the Knowledge, Skills and Abilities (KSA) and/or Quality Ranking Factor (QRF) listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: (1) score order; (2) category grouping; or (3) alphabetical, and referred to the selecting official for selection consideration.

Education
EDUCATION:
Education cannot be substituted for experience at the FV-K level.