Summary
The Supervisory Human Resources Specialist (Staffing & Recruitment) position is in the Administrative Office of the U.S. Courts (AO), Office of the Deputy Director, Office of AO Human Resources (AOHR). The AOHR is responsible for providing human resources services to the AO management and staff; and developing and administering the AO's human resources management and pay system consistent with the Administrative Office Personnel Act of 1990 and other federal statutes.
Duties
The Administrative Office of the U.S. Courts (AO), Office of AO Human Resources, is seeking an experienced and highly organized Supervisory Human Resources Specialist (Staffing & Recruitment) to lead a team of staffing, recruitment, and workforce planning staff. The incumbent provides comprehensive HR advice and assistance to management and employees regarding staffing and recruitment, classification, and position management. The incumbent establishes and maintains professional relationships with managers and serves as a subject matter expert on various HR functional areas. This position reports to the AO HR Officer. The ideal candidate must possess strong communication skills that will allow them to negotiate human resource issues and present coherent and persuasive ideas and positions to senior-level executives and other key decision makers in resolving complex and controversial human resources issues. The ideal candidate must be team-oriented with strong writing and interpersonal skills. The duties of this position include, but are not limited to: Supervising the daily operations of the workforce planning and recruitment staff, ensuring compliance with AO policies, and mentoring direct reports to foster a supportive environment that encourages professional growth, collaboration, and a shared commitment to organizational success. Overseeing the strategic allocation of work assignments among direct reports, ensuring equitable distribution, efficiency, and fostering a robust cross-training and succession planning framework. Evaluating team operations and workflows to identify and implement opportunities for process enhancements that support quality assurance, compliance, and continuous improvement. Providing authoritative operational federal human resources advisory services to AO senior leadership across multiple HR functions, including recruitment, staffing, placement, classification, position management, pay setting, and strategic workforce planning to support informed decision-making. Managing end-to-end recruitment and onboarding using USA Staffing. Overseeing the planning and execution of a comprehensive new hire onboarding experience. Partnering with direct reports and management to assess workforce needs, developing meaningful short- and long-term recruitment strategies, and implementing targeted approaches to attract well-qualified candidates that support organizational growth and stability. Working with direct reports to resolve highly complex and sensitive recruitment, staffing, and classification issues, applying laws, regulations, and precedents to determine effective solutions. Overseeing advanced classification and position management work, including agency-wide studies, reorganizations, desk audits, and evaluation of complex positions.
Requirements
CONDITIONS OF EMPLOYMENT All information is subject to verification. Applicants are advised that false answers or omissions of information on application materials or inability to meet the following conditions may be grounds for non-selection, withdrawal of an offer of employment, or dismissal after being employed. Selection for this position is contingent upon completion of OF-306, Declaration of Federal Employment during the pre-employment process and proof of U.S. citizenship for competitive status positions or conversion to a competitive status position with the AO. If non-citizens are considered for hire into a temporary or any other position with non-competitive status or when it is confirmed by the AO Human Resources Office there are no qualified U.S. citizens for a competitive status position (unless prohibited by a law or statue), non-citizens must provide proof of authorization to work in the U.S. and proof of entitlement to receive compensation. Additional information on the employment of non-citizens can be found at USAJOBS Help Center | Employment of non-citizens/. For a list of documents that may be used to provide proof of citizenship or authorization to work in the United States, please refer to Form I-9, Employment Eligibility Verification. All new AO employees will be required to complete an FBI fingerprint-based national criminal database and records check and pass a public trust suitability check. New employees to the AO will be required to successfully pass the E-Verify employment verification check. To learn more about E-Verify, including your rights/responsibilities, visit https://www.e-verify.gov/. All new AO employees are required to identify a financial institution for direct deposit of pay before appointment. You will be required to serve a trial period if selected for a first-time appointment to the Federal government, transferring from another Federal agency, or serving as a first-time supervisor. Failure to successfully complete the trial period may result in termination of employment. If appointed to a temporary position, management may have the discretion of converting the position to permanent depending upon funding and staffing allocation.
Education
This position does not require education to qualify.
How you will be evaluated
We will review your resume and supporting documentation and compare this information to your responses on the occupational questionnaire to determine if you meet the minimum qualifications for this job. If you meet the minimum qualifications for this job, we will evaluate your application package, to assess the quality, depth, and complexity of your accomplishments, experience, and education as they relate to the requirements listed in this vacancy announcement. You should be aware that your ratings are subject to evaluation and verification. If a determination is made that you have rated yourself higher than is supported by your resume and/or narrative responses, you will be assigned a rating commensurate to your described experience. Failure to submit the mandatory narrative responses will result in not receiving full consideration and/or rating credit. Deliberate attempts to falsify information may be grounds for not selecting you, withdrawing an offer of employment, or dismissal after being employed.