Supervisory Human Resources Management Specialist

This Supervisory Human Resources Management Specialist position is with Federal Aviation Administration (Department of Transportation) in Buckeye, AZ. This position is within the Office of Workforce & Strategic Analytics, AHA-100, HR Systems & Services Branch, AHA-110, serving as the branch manager, senior technical authority, and principal advisor on human capital analytics within the HR Systems & Services Branch. The position will be subject to the AHR reorg and duties may be subject to change. Key duties: • The incumbent exercises supervisory responsibility over a staff of technical specialists and blends expert, comprehensive knowledge of federal human resources management regulations with advanced data analytics methodologies. The position is responsible for directing the extraction, analysis, and translation of people data into strategic workforce solutions to guide agency-wide modernization initiatives, including supervising the transition to the OPM government-wide Cloud HCM platform, supporting a workforce of over 45,000 employees. 1. Strategic HRIS Program Evaluation & Management *Plans, schedules, assigns, and evaluates the work of system owners and data architects executing enterprise-wide evaluations to measure the evaluation of complex, multidimensional workforce tools to identify and mitigate systemic human capital risks or disparities, ensuring strategic plans align strictly with statute, policy, and the Merit Systems Protection Principles. *Directs the establishment of system performance metrics and interface standards to ensure system to system connections in support of secure data sharing. *Oversees the evaluation of complex, multidimensional databases to identify and mitigate systemic risks, ensuring workforce systems align with federal statutes, privacy act requirements, and agency enterprise standards. *Guides staff in interpreting statutory systems governance, privacy laws, and federal constraints to ensure projected automated solutions are technically sound, secure, and legally viable. 2. Technology Integration & Functional Governance *Functions as the supervisory HR authority and lead functional systems consultant for the agency¿s migration to the OPM government-wide Cloud HCM platform, managing HRIS personnel resources and cross-functional technical deliverables. *Directs the translation of intricate HR policies and business requirements from sister branches into precise functional specifications for IT developers and system configuration. *Oversees the development of power platform solutions to improve effectiveness and efficiency of human capital work through automation. *Manages and approves system integration testing, and business-logic validation during HRIS transformation initiatives. Ensures historical system availability throughout modernization activities. *Governs the functional security access architecture for sensitive human capital tools. Audits, and enforces strict need-to-know restrictions and role-based access profiles to protect Personally Identifiable Information. 3. Executive HR Consultation & Strategic Alignment *Translates complex HRIS functional capabilities and technological trends into highly actionable, clear executive summaries for senior HR leaders, FAA Office executives, and external oversight bodies. *Utilizes advanced data storytelling techniques to present the business cases for strategic human capital system interventions. Provides the system generated, data-backed evidence required to justify funding for critical HR technology procurements, app development or HR systems enhancements. *Represents the division, office, and agency on inter-agency technical task forces, OPM working groups, and federal committees as the authoritative functional expert on AHR systems integration and enterprise practices. 4. Personnel Management & Leadership *Exercises the full range of supervisory duties over an HRIS workforce, including planning and assigning work, setting project priorities, monitoring performance, and evaluating employee contributions to HR system implementations. *Identifies specialized training needs for employees, provides constructive feedback, and coaches staff to enhance their functional proficiencies and professional capabilities. *Analyzes future HRIS workload requirements, designs organizational structures, and implements targeted workforce planning strategies to address internal staffing needs and pipeline development for the HR systems division. Qualifications: To qualify for this position, you must demonstrate in your application that you possess at least one year of specialized experience equivalent to the FV-I, FG-13 level. This experience is typically related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position. To be creditable, specialized experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization. SPECIALIZED EXPERIENCE IS DEFINED AS: Experience planning, scheduling, and directing enterprise-wide evaluations of complex, multidimensional workforce databases to identify and mitigate systemic human capital risks or disparities. This includes establishing technical system performance metrics, defining interface standards for secure system-to-system data sharing, and interpreting federal statutes, privacy laws, and Merit Systems Protection Principles to ensure solutions are secure and legally viable. OR Experience serving as a lead functional systems consultant and supervisory authority for large-scale migrations to government-wide Cloud Human Capital Management (HCM) platforms. This includes directing the translation of intricate HR policy mandates (such as Talent Acquisition, Employee Relations, and Benefits) into precise functional specifications for IT developers, overseeing Power Platform automations, and approving system integration testing and business-logic validation. OR Experience synthesizing highly complex HRIS functional capabilities and emerging technological trends into clear, actionable technical briefings for senior executives and external federal oversight bodies. This includes using advanced data storytelling techniques to build data-backed strategic business cases that justify funding for critical HR technology procurements, governing role-based data security access architectures to protect sensitive Personally Identifiable Information (PII), and representing an organization on inter-agency technical task forces. OR Experience exercising a full range of supervisory personnel authorities over an HRIS and technical data workforce. This includes planning and assigning work, setting project priorities, establishing performance standards, and holding staff accountable for individual and organizational objectives. This must also include identifying specialized training needs (e.g., HR configurations, OPM processing rules), coaching staff, analyzing future workloads, and designing targeted workforce planning strategies to build internal staffing pipelines. You should include relevant examples of the specialized experience in your work history. Errors or omissions may impact your rating or may result in you not being considered. Answer all questions to the best of your ability. DO NOT ASSUME THAT BECAUSE YOU HOLD, OR HAVE HELD THIS POSITION, YOU WILL AUTOMATICALLY BE FOUND ELIGIBLE. You may be asked to provide evidence or documentation that you have this type of experience later in the selection process. Your responses are subject to verification through job interviews, or any other information obtained during the application process. Any exaggeration of your experience or any attempt to conceal information can result in disqualification. View the full announcement and apply on USAJOBS.gov.