HR SPECIALIST (HUMAN CAPITAL STRATEGY SPECIALIST)

As a HR SPECIALIST (HUMAN CAPITAL STRATEGY SPECIALIST) you will be responsible for the following duties: Develop human capital strategies in alignment with DCSA strategic priorities and guidance.

Lead agency strategic workforce planning efforts, to include competency gap mitigation strategy development, coordination with agency leaders and stakeholders, succession management efforts, and change management support.

Lead the design and implementation of human capital research studies, program evaluations, or process improvement studies to support strategic workforce planning and human capital programs. Gather, analyze, and interpret data to identify human resources trends and provide insights and actionable recommendations to leaders.

Develop and present reports and briefings to senior leaders, stakeholders, and working groups on human capital strategy, plans, and programs.

The experience described in your resume will be evaluated and screened from the Office of Personnel Management's (OPMs) basic qualifications requirements.

See: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/0200/human-resources-management-series-0201/ for OPM qualification standards, competencies and specialized experience needed to perform the duties of the position as described in the MAJOR DUTIES and QUALIFICATIONS sections of this announcement by 09/21/2026 Applicant must have directly applicable experience that demonstrates the possession of the knowledge, skills, abilities and competencies necessary for immediate success in the position.

Qualifying experience may have been acquired in any public or private sector job, but will clearly demonstrate past experience in the application of the particular competencies/knowledge, skills and abilities necessary to successfully perform the duties of the position.

You must have specialized experience sufficient to demonstrate that you have acquired all the competencies necessary to perform at a level equivalent in difficulty, responsibility, and complexity to the next lower grade GS/GG-13 in the Federal service and are prepared to take on greater responsibility.

Generally, this would include one year or more of such specialized experience. Specialized experience for this position includes: 1. Developing and executing human capital strategies and programs. 2.

Conducting strategic workforce planning, to include experience partnering with stakeholder and leaders to identify workforce needs and designing strategies to meet those needs. 3.

Conducting research studies addressing business questions in the human capital domain and developing data-based recommendations regarding major changes to human capital programs or processes. Specifically you will be evaluated on the following competencies: 1.

Strategic Workforce Planning - Analyze workforce data to develop, integrate, and align human resources strategies with the enterprise focus to support and influence decision-making on human capital needs and planning. 2.

Strategic Thinking - Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization in a global environment that takes into consideration the environment, resources, capabilities, constraints, and organization goals and values.

Capitalizes on opportunities and manages risks and contingencies, recognizing the implications for the organization and stakeholders. 3.

Research - Proficiency in developing strategies and initiatives designed to conduct research and analyze complex data outcomes and outputs related to workforce and organizational development and programs such as reports, dashboards, and workforce research papers. 4.

Human Resources Program Evaluation - Conducts systematic assessments of the processes and/or outcomes of human resources programs with the intent of furthering development, efficiency, and effectiveness. 5.

Continuous Process Improvement - Analyzing workflow of HR and its interactions within and between enterprises and redesigning processes to improve efficiency and effectiveness. 6.

Oral Communication - Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.