Human Capital Consultant (Staffing and Recruitment)
The incumbent will:
- Provides advisory services to managers and supervisors regarding organizational management, position classification and management, as well as recruitment and staffing. Uses available information such as survey results or workforce or competency data to proactively identify solutions to address workforce challenges.
- Uses human capital strategies to help managers and supervisors plan and conduct staffing and recruiting efforts to manage their workforce needs. Identifies a variety of methods to fill vacancies or suggests organizational reviews to determine the appropriate skill and position mix.
- Negotiates and establishes a recruiting timeline with the selecting official; identifies appropriate job requirements and develops automated applicant assessment questionnaires. Determines marketing strategies and other outreach techniques to identify and attract targeted talent pools. Practices affirmative action and reaches out to a variety of applicant pools.
- Conducts various studies and analysis for complex HR-related assigned functional areas to identify trends and potential problems, and makes recommendations to management for improvement of HR-related matters.
- Provides ongoing HR services, by liaising with OHC team members, managers, and employees including initiating, tracking and following up on HR matters and actions to ensure timely completion and compliance and resolving problems or issues independently.
- Works closely with managers and supervisors to address succession planning issues. Is well versed on present organizational structures and provides workforce management guidance and recommendations to meet future workforce requirements.
- Conducts position classification reviews and applies position classification standards to accomplish desk audits and ensure the accuracy and consistency of all Corporation position descriptions. Uses position management strategies to provide consultative advice on efficient and effective organizational structures.
- Consults with managers and supervisors regarding internal staffing matters such as promotions, recommended pay-bands, and reassignments.
- Prepares routine and special reports and delivers oral presentations regarding workforce management, staffing and related programs.
- Conducts research on industry best practices and benchmarks against other organizations, synthesizing findings into recommendations to further enhance existing human capital strategies, programs, and/or initiatives.
- Performs other duties as assigned.
Conditions of Employment
- You must be a United States CitizenA 2-year probationary period is required for new Federal employees and supervisors.Merit Promotion and internal applicants must submit a SF-50 to verify Status and gradeMust be telework ready.If selected for the position, you must sign an employment agreement prior to onboarding that details the remote working conditions/expectations.See the ADDITIONAL INFORMATION section for more details regarding this position's FULL-TIME REMOTE status.Satisfactory completion of a background investigation.A financial disclosure may be required for this position.Dates of employment, including beginning and end dates in the following format: month/day/year, must be included on resume.
Applicants must have one year of specialized experience comparable in scope and responsibility to at least the lower range of the NY-03 pay band, which would be at or equivalent to, the GS-11 level in the Federal Service. Specialized experience is that which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position, and that is typically in or related to the work of the position to be filled. Specialized experience includes the following:
- Independently managing the full realm of recruitment and placement activities such as writing position descriptions, conducting job analyses, writing applicant assessment questions, preparing job announcements, determining employee qualifications, issuing referral certificates, and onboarding new hires;
- Preparing and/or reviewing a wide variety of personnel actions for Federal civil service employees, such as accessions, promotions, reassignments, etc.;
- Consulting and advising managers on the full spectrum of human capital functions, leveraging a variety of human capital principles, concepts and practices to resolve organizational challenges;
- Conducting organizational assessments to recommend tailored solutions to human capital needs or inform workforce initiatives/programs; and
- Developing and updating standard operating procedures and/or guidance documents for human capital programs and/or operations.
Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps VISTA) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills can provide valuable training and experience that translates directly to paid employment. You will receive credit for qualifying experience, including volunteer experience.
Such experience must be clearly documented in the applicant's resume.
Education cannot be substituted for this position.
Additional Selections: Additional selections may be made from this announcement or for similar positions across AmeriCorps. By applying, you agree to have your application shared with interested selecting official(s) at AmeriCorps.
COVID-19: Vaccination against COVID-19 is not currently required for employment at AmeriCorps, but is encouraged to promote workplace health and safety. If you receive an official job offer and onboard, you will be contacted after onboarding regarding any requests for information related to your COVID-19 vaccination status.
Military Selective Service Act: If you are a male applicant who was born after 12/31/59 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency.
Veteran's Preference: If you are claiming 5-point or 10-point veteran's preference, you must submit documentation described below in "Required Documents."
Special Employment Consideration: Persons with disabilities, disabled veterans who have a compensable service-connected disability of 30% or more, certain other veterans, spouses of certain members of the Armed Forces, VISTA volunteers, some Peace Corps employees and returning Peace Corps volunteers are examples of individuals who are potentially eligible for noncompetitive appointment. If you are eligible and would like to be considered for one of these noncompetitive appointments, applicable documentation that supports your eligibility must be submitted with your application package.
Ethics Requirement: Our Agency is committed to the highest ethical standards and, as an employee you will be covered by the criminal conflict of interest statutes (18 U.S.C. 201-209) and the Standards of Ethical Conduct for Employees of the Executive Branch (5 C.F.R. part 2635). Additionally, you may be required to complete a Confidential Financial Disclosure Report (OGE Form 450) or Public Financial Disclosure Report (OGE Form 278e) within 30 days of your appointment date and on an annual basis thereafter.