Lead Human Resources Specialist (Staffing and Recruitment)
About This Position
If selected for this position, you will provide operational expertise and leadership to the Operations Staff that provides recruitment and staffing services to the Division. Also assists the Assistant HR Officer (AHRO) by providing high-level operational and advisory assistance on assigned issues, and provides interpretations of the agency's procedures, practices, policies, and guidelines in the assigned areas.
Qualifications
To qualify for the position of Lead Human Resources Specialist (Staffing and Recruitment), at GS-0201-13/14, you must meet the qualification requirements listed below. If you are a current or former federal employee on a permanent appointment in the competitive service, you will need to demonstrate 1-year (52-weeks) at the next lower grade level as listed in the qualifications below. Time-in-Grade applies if you are in a current GS position or held a GS position within the previous 52 weeks.
Additionally, please ensure to submit an applicable SF-50 (please refer to the "required documents" section for additional information). To qualify for the GS-13 Lead Human Resources Specialist (Staffing and Recruitment) position, you must demonstrate that you have one year of specialized experience equivalent to the GS-12 level in the federal service performing such duties as: providing HR advisory and technical services in classification, recruitment, staffing, or special programs; experience preparing job analysis, crediting plans, assessment questions, and vacancy announcements for Merit Promotion and Delegated Examining recruitment; conducts DE/MP audit of case files; experience reviewing employment applications for eligibility and qualification requirements, hiring priorities including veteran preference, and preparing Certificate of Eligibles; and experience providing consultative services to managers, employees, and applicants on a wide range of Staffing matters. To qualify for the GS-14 Lead Human Resources Specialist (Staffing and Recruitment) position, you must demonstrate that you have one year of specialized experience equivalent to the GS-13 level in the federal service performing such duties as: providing senior-level HR advisory and technical services in classification, recruitment, staffing, or special programs; experience preparing job analysis, crediting plans, assessment questions, and vacancy announcements for Merit Promotion and Delegated Examining recruitment; experience reviewing employment applications for eligibility and qualification requirements, hiring priorities including veteran preference, and preparing Certificate of Eligibles; and experience providing consultative services on a wide range of Classification and Staffing matters; reviewing the work of other specialists; independently classifying position descriptions and preparing necessary documentation for positions covered by the General Schedule (GS) and other systems, as required; writing, reviewing, and classifying positions using OPM classification standards, policies, and guidance; advising the Director and other Supervisory HR Specialists in preparing for Delegated Examining and Human Capital audits.
You MUST meet all qualification requirements, including time-in-grade, by 04/03/2026 of this announcement.
Your resume must support your responses to the application questionnaire and the qualification requirements. Failure to do so may result in an ineligible rating. See the Required Documents section for important notes about what must be included in your resume.
Major Duties
The duties and responsibilities for a GS-0201-13/14 Lead Human Resources Specialist generally include, but are not limited to, the following: GS-13 Provides informal training and mentoring to assigned HR Specialists in Staffing and Recruitment. Reviews their completed work and apprises the AHRO of Specialists' progress, the need for formal training, as necessary, and provides input into Specialists' appraisals of performance. Recruits applicants for employment from the private sector and other federal agencies for competitive and excepted service positions.
Utilizes standard methods of recruitment such as delegated examining, direct hire authorities, reinstatement eligibles, and other recruiting authorities. Drafts vacancy announcements, referral lists, and completed recruitment files, and reviews specialists' work to ensure adherence to federal laws, regulations, and operational guidance. Advises selecting officials on developing appropriate recruitment documents, including job analyses and crediting plans; provides strategies for reaching out to veterans and disabled applicants, and responds to applicant and customer inquiries; evaluates applications against basic qualifications; rates and ranks qualified applicants and referring the best qualified; responds to questions by selecting officials and applicants regarding a variety of issues; tenders offers of employment and coordinating necessary documents; audits and reports on recruitment.
Researches and analyzes issues related to staffing and recruitment, such as the use of different hiring authorities, pay flexibilities, audit requirements, and recruitment methods utilizing federal code, public laws, executive orders, and government/Department policy. Reviews the work of team members, including draft PDs, job analyses, crediting plans, vacancy announcements, qualifications decisions, and certificates. Assists the AHRO in auditing Delegated Examining (DE) and Merit Promotion casefiles.
Reviews SF-52s, SF-50s and actions keyed into the Division's payroll system. GS-14 Provides informal training and mentoring to assigned HR Specialists in Staffing and Recruitment. Reviews their completed work and apprises the AHRO of Specialists' progress, the need for formal training, as necessary, and provides input into Specialists' appraisals of performance.
Independently classifies position descriptions and prepares necessary documentation for positions covered by the General Schedule (GS) and other systems, as required. Recruits applicants for employment from the private sector and other federal agencies for competitive and excepted service positions. Utilizes standard methods of recruitment such as delegated examining, direct hire authorities, reinstatement eligibles, and other recruiting authorities.
Drafts vacancy announcements, referral lists, and completed recruitment files, and reviews specialists' work to ensure adherence to federal laws, regulations, and operational guidance. Discusses complex HR problems or issues that may be controversial and/or precedent-setting in nature with the AHRO. Advises selecting officials on developing appropriate recruitment documents, including job analyses and crediting plans; provides strategies for reaching out to veterans and disabled applicants, and responds to applicant and customer inquiries; evaluates applications against basic qualifications; rates and ranks qualified applicants and referring the best qualified; responds to questions by selecting officials and applicants on a variety of issues; tenders offers of employment and coordinating necessary documents; audits and reports on recruitment.
Researches and analyzing issues related to staffing and recruitment, such as the use of different hiring authorities, pay flexibilities, audit requirements, and recruitment methods utilizing federal code, public laws, executive orders, and government/Department policy. Reviews the work of team members, including draft PDs, job analyses, crediting plans, vacancy announcements, qualifications decisions, and certificates. Assists the AHRO in auditing Delegated Examining (DE) and Merit Promotion casefiles.
Reviews SF-52s, SF-50s and actions keyed into the Division's payroll system. Assists the AHRO in advising the Director and other Supervisory HR Specialists in preparing for Delegated Examining and Human Capital audits. Supports and assists the AHRO in advising Division management on staffing and recruitment policy issues and best practices.
Serve as an auditing official on audits of other components.
Education
There is no education requirement for this position.
How You Will Be Evaluated
Once the announcement closes, a review of your resume and supporting documentation will be conducted by the HR Specialist. This information will be compared against your responses to the application questionnaire to determine your eligibility for Federal employment, and then whether you are qualified for this particular position. If a determination is made that you have inflated your responses when compared to your background information, you may be deemed ineligible.
BASIS OF RATING: DOJ's Merit Promotion Procedures will be used to evaluate candidates Your qualifications will be evaluated on the following competencies (knowledge, skills, and other characteristics): Classification Leadership Recruitment/Placement Your application will be evaluated and rated under DOJ's Category Rating and Selection Procedures.
Your resume and supporting documentation will be used to determine whether you meet the job qualifications listed on this announcement. If you are basically qualified for this job, your resume and supporting documentation will be compared to your responses on the online assessment questionnaire. Qualified applications will be placed in one of three categories: Best Qualified, Highly Qualified, or Qualified. Names of all candidates in the highest qualified category will be sent to the hiring official for employment consideration.
Applicants must receive a cut score of 85 to be considered. If you would like to preview the application questionnaire, please see: https://apply.usastaffing.gov/ViewQuestionnaire/12921833
Additional Information
Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Candidates will not be hired based on their race, sex, color, religion, or national origin. The bullets below outline the various groups of applicants that fall under the term "status candidates".
This vacancy is open to applicants from any of the groups listed below: When you apply you'll have the chance to claim an eligibility pathway, be sure you fully read each statement and any links provided to make sure you know which eligibility you qualify for. See a full list and learn more at USAJOBS, see: What does Status Candidate mean? or Which Jobs am I Eligible to Apply for? CURRENT AND FORMER FEDERAL EMPLOYEES: For more information, see USAJOBS Federal Employees.
CAREER TRANSITION PROGRAMS (CTAP ): For more information visit: USAJOBS Career Transition Programs General Employment Information: REASONABLE ACCOMMODATION: Our policy can be found at: https://www.justice.gov/jmd/reasonable-accommodation#policy SELECTIVE SERVICE: If you were born male, on or after December 31, 1959, you must certify that you have registered with the Selective Service System, or are exempt from having to do so under the Selective Service Law. Additional information is found at: www.sss.gov. Career Transition Assistance Program (CTAP): This program applies to DOJ employees who meet the definition of surplus or displaced from a position in the competitive service.
To receive selection priority for this position, you must: Meet CTAP eligibility criteria; Be rated well-qualified for the position with a score of 85 or above based on the competencies listed above; and Submit the appropriate documentation to support your CTAP eligibility. EEO Statement/Policy: The United States government does not discriminate in employment on the basis of race, color, religion, sex, pregnancy, national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service or other non-merit factor. Fair Chance to Compete for Jobs: The Fair Chance Act prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment.
If you believe a DOJ employee or Federal contractor acting on its behalf has violated your rights under this Act, you may submit a written complaint within 30 days of the date of the alleged non-compliance directly to Victoria Jones at [email protected].
Note: In accordance with 5 U.S. Code § 9202(c) and 5 C.F.R § 920.201(b) certain positions are exempt from the provisions of the Fair Chance Act.
This position is excluded from the bargaining unit.
How to Apply
To apply for this position, you must complete the online questionnaire and submit your supporting documentation.
Your complete application package must be submitted by 11:59 PM (EST) on 04/03/2026 to receive consideration.
Click Apply to access the online application.
You will need to be logged into your USAJOBS account to apply. If you do not have a USAJOBS account, you will need to create one before beginning the application.
Follow the prompts to select your resume and/or other supporting documents to be included with your application package.
You will have the opportunity to upload additional documents to include in your application before it is submitted.
Your uploaded documents may take several hours to clear the virus scan process.
After acknowledging you have reviewed your application package, complete the Include Personal Information section as you deem appropriate and click to continue with the application process.
You will be taken to the online application which you must complete in order to apply for the position.
Complete the online application, verify the required documentation is included with your application package, and submit the application. NEED HELP?If you need help with USAJOBs or the application process, please see the USAJOBS Help or Application Manager Online Help websites which includes information on managing your account, creating an application, uploading documents, etc .Reasonable Accommodation: To request reasonable accommodation for any part of the application and hiring process, please contact Romaine Chase at [email protected] or 202-514-4661 for assistance.
Required Documents
It is your responsibility to carefully review the list of required documents below and submit the necessary documentation based on your eligibility. Resume - All Applicants: You must submit a resume (a two page or less resume is required) containing the following for each job entry listed in your employment history: Official position title, Employer name and contact information, Start and end dates (including month and year), Indicate full-time or number of hours worked per week if part-time, and A list of duties performed and accomplishments. If you are a current or former Federal employee: You must submit your most recent SF-50 (Notification of Personnel Action) or equivalent agency form.
Do not submit an award SF-50.
Your SF-50 should list the full position title, series, grade and step, organization, duty location, service computation date, effective date, and your service type and tenure status. Submit a copy of your most recent performance evaluation or appraisal, signed, showing your final rating. If a performance appraisal is not available submit a statement explaining why one is not available.
Note: See USAJOBS Current & Former Employees for more information. Due Weight for Performance: You must submit a copy of your most recent performance appraisal, and A list of any awards (e.g. superior performance awards, special act or achievement awards, quality step increase, etc.) you received in the last 5 years. Any performance appraisal/evaluation and award documentation you provide will be forwarded to the selecting official.
The selecting official will review this documentation and give it due weight consideration during the overall selection process. Due weight for performance applies to federal and non-federal work. If you do not have your most recent performance appraisal/evaluation, please submit a statement as to why it is not available.
If you are a displaced Federal employee claiming eligibility under CTAP: You must submit your separation notice or agency RIF letter from your agency OR if you have not yet been separated, you can provide the letter of intent to separate you from the agency because of reduction-in-force. Submit a copy of your most recent performance appraisal and SF-50 showing current/former position, grade, promotion potential, and duty location OR Certification of Expected Separation, Reduction-In-Force Separation Notice, or Notice of Proposed Removal; SF-50 that documents the RIF separation action; and most recent performance appraisal. See USAJOBS' Career Transition Programs for more information.