Supv. HR Specialist

This Supv. HR Specialist position is with Federal Aviation Administration (Department of Transportation) in Buckeye, AZ. The Branch Manager of Strategic Workforce Management will plan, lead, direct, develop, and coordinate the guidance, activities, and staff in providing strategic workforce planning (SWP), agency-wide succession planning, and disciplined position management services for all FAA Offices. Integrates work of multiple offices to meet strategic goals of the directorate and the FAA. The position will be subject to the AHR reorg and duties may be subject to change. Key duties: • Agency Leadership & SWP Program Implementation - Serves as the agency lead subject matter expert and principal point of contact in managing the Strategic Workforce Management Plan. - Designs, develops, deploys, and matures the comprehensive, agency-wide Strategic Workforce Planning (SWP) program infrastructure, ensuring alignment with the FAA Strategic Plan, OPM Human Capital Framework (HCF), and DOT initiatives. - Leads complex projects/programs based on the objectives of the FAA Office of Human Resource Management and frequently the entire FAA. - Provides leadership in managing human capital initiatives, strategic workforce planning, agency staffing plan, and special projects/programs. Project work can include organizational transformation efforts that range from strategic planning to tactical implementation and a variety of product development. This includes briefings, reports, plans, roadmaps, dashboards, qualitative/quantitative results displays, and multimedia products. Succession Planning & Talent Pipeline Architecture - Formulates, executes, and evaluates the FAA's agency-wide Leadership Succession Management Program to proactively advance the agency's leadership pipeline. - Establishes standardized criteria to identify mission-critical positions (MCPs), maps core competencies, and assesses historical attrition trends to build robust internal talent pipelines. - Partnering with FAA Offices conducts periodic leadership risk assessments to identify critical vulnerabilities across organizational lines and develops targeted emergency coverage and long-term replacement frameworks. Strategic Position Management & Organizational Design - Directs the agency's position management program, ensuring that organizational structures are lean, cost-effective, and engineered with the optimal balance of supervisory-to-nonsupervisory ratios. - Reviews, audits, and approves proposed organizational redesigns and staffing allocations across FAA Offices to eliminate fragmenting, grade inflation, and duplications of functions. Policy, Governance, & Discretionary Oversight - Work is typically governed by established policies, procedures, and mission objectives which leave considerable room for discretion. - Develops and approves solutions to current and anticipated problems that cross organizational lines and disciplines. In doing so, considers technical, budgetary, regulatory, and political issues that involve other organizations inside and outside the FAA. May participate in developing solutions to FAA-wide problems. - Independently develops and implements new and innovative approaches to the human capital work processes. This includes identifying and resolving issues where no policy exists, assessing measures that evaluate performance, developing program/project deliverables, conducting in-depth analysis, making recommendations for program/process improvement, communicating results in concise and compelling ways to decision-makers, and establishing new policies and procedures. - Focuses primary work on planning and supporting projects that move FAA Offices and the Office of Human Resource Management forward to achieve goals and objectives. Operational Management & Team Leadership - Plans work, communicates objectives and vision, sets priorities for subordinates, assigns tasks and responsibilities, and monitors and evaluates performance. - Coaches and develops employee capabilities, approves leave, and takes disciplinary or corrective action as appropriate. - Formulates and reviews staff well-being strategies to develop a motivated and healthy workforce. Maintains good and productive working relationships with clients. 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-J, FG-14 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 performing workforce assessments/analysis, succession planning and providing recommendations to enterprise leadership on position management, talent pipeline considerations and strategies. 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. In addition to the minimum qualifications, the following has been determined to be a selective factor for this position. This means possession of this criterion is part of the minimum qualifications and is essential to perform the duties and responsibilities of this position. Applicants who do not possess this criterion are ineligible for further consideration. Are you a current permanent FAA employee? IMPORTANT: Ensure that your work experience supports your Leadership and Management Dimensions, and Other Factors answers. Your answers and associated work experience will be evaluated further to validate whether the answers that you selected are appropriate. View the full announcement and apply on USAJOBS.gov.