HR Spec (Recruitment & Placement)

United States Fleet Forces Command•Stennis Space Center, MS

3d•Onsite

About The Position

The Human Resources Specialist serves in the Fleet Human Resources Office at Fleet HRO Stennis, Stennis Space Center, Mississippi. The role provides end-to-end recruitment and placement support for complex, dynamic organizations, managing the hiring lifecycle from announcement through onboarding. The specialist advises managers on targeted recruitment strategies and hiring flexibilities, and serves as a senior consultant to management on difficult or controversial staffing situations. The role also communicates and defends complex recruitment regulations, policies, and technical decisions to senior leaders and hiring managers, and maintains clear, audit-ready documentation and case files for staffing and recruitment actions. The position includes duties at the GS-11 and GS-12 levels. GS-11 qualification may be met through specified specialized experience or qualifying graduate education or a combination of education and experience. GS-12 requires at least one year of specialized experience at or equivalent to the GS-11 level. The position may require occasional travel and an interim and/or final security clearance before starting work.

Requirements

Must be a U.S. citizen.
Must be determined suitable for federal employment.
Must participate in the direct deposit pay program.
New Department of the Navy employees must successfully pass the E-Verify employment verification check.
Federal employees applying for GS jobs generally must meet the one-year time-in-grade requirement by the announcement closing date.
Males born after December 31, 1959, must be registered for Selective Service.
May be required to obtain and maintain an interim and/or final security clearance before entrance on duty.
GS-11: At least one year of specialized experience at or equivalent to the GS-09 grade level or pay band, resolving complex recruitment and placement problems; analyzing staffing situations and recommending recruiting strategies; advising on personnel actions, federal pay-setting policies, and appointing authorities; and using an automated staffing system to review applications and manage hiring.
GS-12: At least one year of specialized experience at or equivalent to the GS-11 grade level or pay band, independently managing recruitment and staffing; developing and defending legally compliant assessment tools, crediting plans, and job analysis documentation; advising on compensation and hiring flexibilities; and coordinating compliant pre-employment requirements and onboarding.
For GS-11, qualifying education in lieu of specialized experience may include a Ph.D. or equivalent doctoral degree, three full years of progressively higher-level graduate education leading to such a degree, or a related LL.M.; a combination of experience and graduate education may also qualify.
A transcript must be submitted when qualifying using education.
Applicants seeking ICTAP selection priority must meet the position's qualification requirements, receive a highly qualified rating (score 85 or higher), and submit the specified agency notice, performance appraisal, and SF-50 or personnel action documentation.

Responsibilities

Manage recruitment and placement actions through the full hiring lifecycle, from announcement to onboarding.
Advise managers on targeted recruitment strategies and hiring flexibilities to meet organizational personnel goals.
Provide expert advice and assistance to management in resolving difficult or controversial staffing situations.
Communicate and defend recruitment regulations, policies, and technical decisions to senior leadership and hiring managers, orally and in writing.
Create and maintain clear, audit-proof documentation and case files for staffing and recruitment actions.
Resolve complex recruitment and placement problems using merit promotion, delegated examining, and non-competitive authorities.
Analyze organizational staffing situations, including turnover and vacancies, and develop and recommend recruiting strategies.
Provide regulatory advice on personnel actions, federal pay-setting policies, and appointing authorities.
Use an automated staffing system to review applications and manage the hiring process.
Develop and defend legally compliant assessment tools, crediting plans, and job analysis documentation for complex hiring actions.
Advise senior management on total compensation packages, pay-setting, recruitment incentives, and other hiring flexibilities.
Coordinate and schedule pre-employment requirements, including security checks and physicals, to complete onboarding.