Supervisory Human Resources Specialist, Director, ...

Summary This division oversees and administers human capital (HC) policies and programs for FAA Executive System (FAAES) positions and political appointments across the agency. Duties Help Oversees the Executive Resources division which is responsible for providing a full range of life cycle executive resources programs and support for FAA executives which includes career and noncareer Executives and the agency's Chief Scientist and Technical Advisor cadre. Supervises a subordinate staff responsible for recruitment, staffing and placement, executive suitability determinations, position management and classification, onboarding and offboarding, performance management and the Performance Review Board, awards including the Presidential Rank Award, benefits and processing personnel actions. Develops and administers innovative executive resources programs tailored to the requirements of complex, technologically oriented organizations with a diverse workforce. Partners with other Office of Human Resource Management (AHR) organizations; including, the Office of Career and Leadership Development regarding executive learning and career development, the Office of Human Resource Services on benefits and retirement, and the Office of Labor and Employee Relations on executive performance and conduct matters. Applies expert knowledge of advanced human resources principles, concepts, regulations, practices, analytical methods, and techniques and often serves as the FAA agency lead, subject-matter expert, and principal point of contact in their assigned program area serving as a principal specialist or team leader for challenging projects/programs/activities under the minimal direction of a manager or executive with work reviewed only at completion for success in achieving planned results. Contacts are internal and external. Often represents the Office of Human Resource Management and/or FAA as a principal point of contact on the application of policies with authority to recommend positions, prepare and approve major reports, and develop briefings. Broad policies and objectives provide general guidance for addressing issues but often require the development of new approaches. Work and/or acquisition allocation of resources is typically reviewed only at completion for success in achieving planned results. Has broad discretion to ensure alignment of organizational goals, policies, and the requirements of the project or other work activity. Work typically impacts one or more organizational units or higher levels and often FAA objectives. Position Specific Requirements: • Serves as the Director of Executive Resources and Senior Advisor to the AHR-1/2, and senior FAA leadership on executive recruitment, staffing and placement, position management and classification, performance management and personnel processing. Develops, leads and communicates HR programs products and services. Establishes and executes the organization's priorities. • Serves as a member of the AHR leadership team. Participates in decision-making and strategic planning and develops and implements the AHR-200 business goals ensuring alignment with DOT, FAA and AHR strategic goals and objectives. • Provides management services, consultation, technical assistance and training to FAA employees, supervisors, managers and executives on Executive Resources strategies, plans and initiatives to support strategic initiatives and operations. • Represents the AHR and the FAA at meetings with internal and external stakeholders on Executive Resources related matters. • Briefs FAA's most senior leadership on new initiatives and changing program requirements. • Partners with Lines of Business/Staff Offices and AHR leadership to brainstorm and develop effective strategies for business process improvement, promote strategic partnerships for developing solutions to broad human capital problems and in particular, advance agency goals to recruit, develop, and manage Executives' performance. • Represent FAA/AHR on committees and work groups involving executive system policy development. Requirements Help Conditions of employment US Citizenship is required. Selective Service Registration is required for males born after 12/31/1959. Must submit an SF50 (See Required Documents). This is a competitive Detail NTE Two (2) years; however, it may be extended or terminated at management discretion. Reimbursable Detail: Selectees will remain on their current organization's payroll. The FAA will reimburse payroll expenses associated with this detail opportunity. Qualifications Desired qualifications include: -Experience researching and analyzing data from a variety of sources to build a business case for approval of human capital programs. -Experience serving as a strategic partner with senior management to develop strategies and advise on a range of human capital matters that impact an agency's Executives. -Experience overseeing, consulting and coordinating with a Performance Review Board to facilitate sound decisions on a variety of pay, performance, and award decisions while taking into account organizational performance goals. AND -Experience formulating new HR concepts, principles, and methods. 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. Applicants who fail to demonstrate possession of any of the above criteria AND who do not provide the required documentation will receive no further consideration for this position. Applicants may be asked to verify information on your application for employment with the FAA. All qualification requirements must be met by the closing date of this vacancy announcement.Education Education cannot be substituted for experience. Preview job questionnaire Make sure your resume includes detailed information to support your qualifications and answers to the job questionnaire. Additional information We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required. The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty. FAA policy limits certain outside employment and financial investments in aviation-related companies. This position is covered by the FAA Core Compensation plan. Additional information about Core Compensation is available at: As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of the Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant for this announcement, you are NOT required to provide a narrative response in the text box listed below each Managerial Selection Factor. In lieu of providing a narrative response in the text box listed below each Managerial Selection Factor, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each. Your work history examples should be specific and clearly reflect the highest level of ability. Your answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a human resource specialist as appropriate. Some, all, or none of the applicants may be interviewed. This Level 6 (High Risk; Public Trust) position requires favorable adjudication of a Background Investigation (BI) background investigation prior to appointment, unless a waiver is obtained. This is not a bargaining unit position. Links to Important Information: Locality Pay, COLACandidates 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. Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits. Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.

Created: 2026-03-12