Classification Specialist (MUST HAVE AN ACTIVE SECRET CLEARANCE)

Human Capital Resources and Concepts•Fort Belvoir, VA

20h•$110,000 - $125,000•Hybrid

About The Position

Human Capital Resources and Concepts Inc. is seeking a Classification Specialist to provide classification and position-management support to a government client at Fort Belvoir, Virginia. The role provides administrative day-to-day classification services, including researching, investigating, analyzing, reviewing, writing, editing, and rewriting position descriptions. It supports assigned organizations under various personnel systems and applies classification principles and standards to ensure sound classification decisions. The specialist advises managers on the classification process, classification references, automated tools, organizational design, and position management. The role also supports reorganizations, determines factor levels and grade allocations, prepares evaluation statements, explains classification standards and decisions, and conducts research and provides advisory opinions. The specialist acts on classification-related programs such as FLSA, Environmental Differential Pay, Hazard Pay, Locality Wage Surveys, draft classification standards, and competitive level descriptions, coordinating requirements with management and others as needed. This is a full-time, hybrid position. Salary is based on a combination of experience and education. An active Secret clearance is required.

Requirements

Active Secret clearance.
At least 3 years of human resources experience.
At least 2 years of federal classification experience.
At least 2 years of federal staffing experience.
At least 2 years of experience with federal systems.
At least 2 years of federal HR experience.
Knowledge and skill in applying position-classification principles, concepts, practices, and techniques, including advising senior managers, supporting classification projects, organizational design, and ensuring classification accuracy and consistency.
Knowledge of and ability to apply a wide range of HR concepts, principles, laws, regulations, and practices.
Knowledge of HR specialization concepts, practices, regulations, precedents, procedures, and special recruiting authorities and strategies.
Skill in consulting with managers on HR services and conducting detailed analyses of complex functions within serviced organizations.
Excellent written and verbal communication skills.
Thorough knowledge of analytical methods and techniques for designing and conducting comprehensive HR studies and proposing solutions to HR problems.

Nice To Haves

Previous federal classification experience.
Federal-sector HR services experience or a degree in human resources is preferred; comparable private- or public-sector HR experience will also be considered.

Responsibilities

Provide day-to-day classification services, including research, investigation, analysis, review, writing, editing, and rewriting of position descriptions.
Provide position-management and classification support to assigned organizations under various personnel systems.
Apply classification principles and interpret and adapt classification standards and guides.
Advise managers on the position-classification process and use of classification references and automated tools.
Assist with planning and implementing reorganizations.
Determine factor-level crediting and grade allocation for positions, and communicate grade distinctions with supporting criteria and justification.
Recommend organizational designs that support career development principles and practices.
Relate position classification to management processes and other human resources programs.
Determine appropriate classifications by comparing work to existing standards and prepare evaluation statements.
Explain standards, classification decisions, designated-duty impacts, and complaint and appeal procedures to employees, supervisors, operating officials, and managers.
Conduct research and provide advisory opinions.
Support classification programs, including Fair Labor Standards Act, Environmental Differential Pay, Hazard Pay, Locality Wage Surveys, draft classification standards, and competitive level descriptions.
Coordinate program requirements with management and other stakeholders.