Human Resources Specialist - U.S. Coast Guard

To qualify at the GS-12 grade level, your resume must demonstrate at least one (1) full year of specialized experience equivalent to at least the GS-11 grade level in the federal sector. Specialized experience is experience that has equipped you with the ability, skill, and knowledge to successfully perform the duties of this position and is typically in or related to this line of work. Examples of specialized experience include performing the following types of tasks on a regular basis. Researching, interpreting, and applying appropriate Federal laws, regulations, policies and guidelines in the area of recruitment, placement, and/or classification in a collegiate environment. Providing management advisory services related to recruitment, placement, and/or classification; Analyzing personnel needs of an organization and recommending solutions to staffing problems. NOTE: All experience statements (i.e., duties, specialized experience, or related applicable assessment) copied from this announcement and pasted into your resume will not be considered as a demonstration of your qualifications for this position. NOTE: Education cannot be substituted for experience at this grade level. You will serve as a HR Specialist and be responsible for serving as an expert with the branch for a significant HR functional area. The primary purpose of the position is to provide the full range of staffing, position classification, and related services to assigned customers. . Being a Coast Guard civilian makes you a valuable member of the Coast Guard team. Typical work assignments include: Performs internal placement actions for serviced organizations by conducting special placement activities and providing advisory assistance to ensure proper employee placement and compliance with internal staffing requirements. Provides authoritative advice on position classification issues and ensuring that the application of position classification standards is accurate and consistent. Provides authoritative guidance and interpretation of personnel policies, procedures, and guidelines to managers and employees to resolve complex or potentially controversial issues involving multiple areas of personnel policy. Forecasts long and short-range staffing requirements and developing recruitment strategies to fill positions. Develops vacancy announcement by working with managers to explain the recruitment process, identifying sources of candidates, selecting appropriate staffing methods and identifying special qualification requirements.