Summary The Supervisory Human Resources Specialist position is in the Department of Administrative Services (DAS), Human Resources Office (HRO), Policy and Strategic Initiatives Division. HRO provides human resource program leadership, services, and solutions to enable the U.S. courts and the AO to define, recruit, manage, compensate, reward, develop, and retain a highly skilled workforce. Responsibilities The Administrative Office of the U.S. Courts (AO), Department of Administrative Services, Human Resources Office (HRO) is seeking a self-motivated Supervisory Human Resources Specialist to serve as the Division Chief of the Policy and Strategic Initiatives Division (PSID). PSID provides strategic planning, research, policy analysis and integration, process design, workforce analysis, and staffing formula development to support the Judicial Conference Committee on Judicial Resources and other committees. The Supervisory Human Resources Specialist leads and oversees the development, implementation, and management of innovative efforts and initiatives that support the Judiciary's work measurement program and the workforce strategic planning program. The incumbent is responsible for maintaining and expanding the portfolio of HR policy tools and services HRO provides to the federal court system. The incumbent oversees and manages the work and activities of the Committee on Judicial Resources, the Human Resources Advisory Council, and the Human Resources Specialists Advisory Group to ensure HR policy proposals are thoroughly vetted, examined, and analyzed by judges, unit executives, and employees. In addition, the incumbent oversees existing HR policies, processes, programs, and develops, evaluates, deploys, and manages new policies, programs, and systems to address current and future HR needs of the Judiciary. This position reports to the Deputy Chief, Human Resources Officer in HRO. The duties of this position include, but are not limited to: Serving as a key confidant to the Chief and Deputy Chief Human Resources Officers on HR policy, workforce strategic planning, work measurement, and cost containment issues. Fostering a collegial relationship with other HRO division chiefs to enhance the efficiency and effectiveness of HRO's programs and processes. Leading and overseeing the workforce of PSID to ensure employees are recruited, selected, trained, evaluated, and rewarded; and working to achieve organizational goals while maximizing staff and budget resources. Serving as a primary staff to the Committee on Judicial Resources Committee (JRC); and providing expert counsel, research, coordinated agenda items, and oral briefings to the JRC in all areas of HR, including work measurement studies, workforce strategic planning, and human resources policy. Overseeing the formulation of the Judiciary's staffing requirements, and developing, updating, and executing statistical procedures to conduct work measurement studies and present findings for decision making. Overseeing workforce strategic planning activities, including the development of accurate and reliable HR reports and dashboards to enhance data driven decision making, strategic recommendations, and policy and process improvements. Leading and overseeing HR policy development and analysis, reviewing the Judiciary's advisory process, updating the Judiciary's HR policies Guide to Judiciary Policy, the HR Manual, and interacting with PSID staff and Judiciary employees on HR policy. Overseeing and managing the Human Resources Advisory Council and the Human Resources Specialists Advisory Group to ensure all meeting agendas, topics, reports, and logistics are coordinated with HRO, AO program offices, and court meeting participants. Briefing and preparing talking points for judges, AO senior staff, and court executives on workforce strategic analysis, work measurement studies, HR policies, cost containment, and JRC budget formulation requests and requirements. Overseeing, reviewing, and assessing vendor and contractor deliverables for compliance and quality. Drafting content in support of scheduled and ad-hoc presentations of major initiatives and activities. Requirements Conditions of Employment CONDITIONS OF EMPLOYMENT 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. 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. 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. 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/. All new AO employees are required to identify a financial institution for direct deposit of pay before appointment. 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. 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) (preferably 5 years) 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: Leading a multi-disciplinary HR policy and process team. Guiding workforce strategic planning initiatives or developing staffing requirements to assess an organization's current workforce to develop recommendations to strengthen and improve the future workforce. Experience collaboratively evaluating existing HR policies and making recommendations on new and revised HR policies. Education This position does not require education to qualify. Additional Information The AO is an Equal Opportunity Employer.