Summary The Human Resources Specialist position is located in the Department of Administrative Services (DAS), Human Resources Office (HRO), Court Human Resources Division (CHRD), Staffing Services Branch (SSB). The 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 incumbent of this position will occupy an entry-level Human Resources Specialist position reporting to the Staffing Services Branch Operations Supervisor. This opportunity offers tailored learning and development activities, including formal and informal instruction, guidance, and mentoring. The goal is to enable the selectee to meet full-performance level requirements at the conclusion of their development period. At the successful conclusion of the development period, the full-performance salary range increases to $75,331 to $132,033. The Staffing Services Branch (SSB) is seeking a self-motivated entry level or experienced professional Human Resources Specialist to join its fast-paced team. The SSB provides HR services across the federal Judiciary in the areas of personnel action processing, position classification, qualifications analysis, pay setting, electronic Official Personnel File (eOPF) maintenance, leave administration, and policy interpretation and guidance. At the entry-level performance, the duties of this position include, but are not limited to: Providing excellent customer service to HR professionals and management executives in court units and federal public defender organizations (FPDOs) on a wide range of HR topics, including position classification, position qualifications, compensation setting and management, leave administration, and separation. Reviewing, analyzing, and processing personnel action requests (PARs) submitted by court units and FPDOs to ensure compliance with Judiciary policies. Processing timely and accurate PARs in the Human Resources Management Information System (HRMIS) including appointments, promotions and pay adjustments, temporary promotions and pay adjustments, within-grade increases, awards, changes in duty stations, demotions/changes to lower grade, conversions, reclassifications, reassignments, transfers, suspensions, separations, and terminations. Analyzing and applying compensation setting and position qualifications under the Court Personnel System (CPS) and Judiciary Salary Plan. Evaluating position descriptions to ensure consistency with established CPS benchmarks. Exercising sound judgment when elevating issues to senior HR specialists or SSB operations team leads. Working collaboratively with SSB staff to ensure all PARs are timely and accurately processed each payroll period. Working collaboratively with AO staff to ensure efficient operations. Establishing and maintaining productive working relationships with AO staff and leadership, court units, and FPDOs. At the full-level performance, the duties of this position include, but are not limited to: Providing excellent customer service to HR professionals and management executives in court units and federal public defender organizations (FPDOs) on a wide range of HR topics, including position classification, position qualifications, compensation setting and management, leave administration, and separation. Reviewing, analyzing, and processing personnel action requests (PARs) submitted by court units and FPDOs to ensure compliance with judiciary policies. Processing timely and accurate PARs in the Human Resources Management Information System (HRMIS) including appointments, promotions and pay adjustments, temporary promotions and pay adjustments, within-grade increases, awards, changes in duty stations, demotions/changes to lower grade, conversions, reclassifications, reassignments, transfers, suspensions, separations, and terminations. Analyzing and applying compensation setting and position qualifications under the Court Personnel System (CPS) and Judiciary Salary Plan. Coordinating with court and FPDO HR professionals and executives to resolve position classification, qualification, and compensation issues or concerns. Evaluating position descriptions to ensure consistency with established CPS benchmarks. Communicating effectively technical HR policies and procedures to audiences with varying levels of HR experience and knowledge. Working collaboratively with SSB staff to ensure all PARs are timely and accurately processed each payroll period. Creating and delivering internal and external trainings related to SSB's functions and initiatives. Working collaboratively with AO staff to ensure efficient operations. Establishing and maintaining productive working relationships with AO staff and leadership, court units, and FPDOs. 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. NOTE: THIS ANNOUNCEMENT ALLOWS APPLICANTS TO QUALIFY USING EITHER THE SPECIALIZED EXPERIENCE OR EDUCATION. DETAILS ARE LISTED BELOW. 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: Knowledge of rules, regulations, and procedures related to human resources administration, position classification, position qualifications, compensation setting, and processing personnel actions; and Experience reviewing, analyzing, and processing personnel action requests (PARs) in the Human Resources Management Information System (HRMIS) (i.e., appointments, promotions, pay adjustments, awards, transfers, suspensions, separations, and terminations). OR Education: If you are using your education to qualify for the specialized experience requirement, you must submit a copy of your transcripts or an itemized list of courses (which includes equivalent information from the transcript e.g., course title, semester/quarter hours, and grade), from an accredited college or university, with a major in a field that provided you with the knowledge, skills, and abilities necessary to do the work of this position. This information must show superior academic achievement. Superior academic achievement is defined as a 3.5 GPA in your major or an overall GPA of 2.9. (TRANSCRIPT REQUIRED) Evaluation of Foreign Education: Evaluation of Foreign Education: Qualifying education from colleges and universities in foreign countries must be evaluated in terms of equivalency to that acquired in U.S. colleges and universities. Applicants must provide the following in order for foreign education to be acceptable: A copy of the letter containing the results of the equivalency evaluation; the type of education received; the level of education in relation to the U.S. education system, and state that its comparability recommendations follow the general guidelines of the U.S. National Council for the Evaluation of Foreign Educational Credentials; the content of the education program earned abroad and the standard obtained; the status of the awarding foreign school's recognition and legitimacy in its home country's education system; information on what the evaluation service did to obtain this information; and any other information of interest pertaining to the assessment/evaluation of the foreign education. Failure to provide required/sufficient documentation will result in lost consideration. Education This job series does not require education to qualify; however, applicants can use their education to qualify in lieu of the specialized experience. Additional Information The AO is an Equal Opportunity Employer.