POSITION SUMMARY On behalf of the Director, Office of Human Resources, plans and carries out a wide range of Human Resources (HR) activities, transactions. The incumbent serves as Human Resources Officer providing a variety of human resources management services as well as consultation on the most effective alignment of HR systems to support strategic goals and objectives and produce the results that accomplish the agency mission. Management relies on these officers and systems to help them apply merit system principles to attracting, developing, managing, and retaining a high quality and diverse workforce. Employees rely on these officers and systems to provide information and assistance that sustain important features of the employer-employee relationship. These officers provide products and services for a wide variety of employee categories that involve different systems with different statutory and regulatory authorities. Human Resources Officers manage HR-related programs and projects that advance the agency mission. Employees that manage HR-related programs understand and interpret interrelated program issues that affect long-range program planning, design, and execution. Human Resources Officers at this level can serve as team leads or technical Leads. POSITION DUTIES This position is located in Washington, DC and is with the Office of Human Resources (OHR4). VA FOR CURRENT DIA CIVILIANS ONLY Open to Career Fields (CF): Human Services Open to career Specialties (CS): ALL This position is responsible for performing the following duties: This position supports OHR workforce and development activities and programs. Assess training needs and work with Division Chiefs and Deputy Division Chiefs to spearhead a robust training program to mitigate skills gaps. Work with Career Development officers to identify programs/certifications to supplement workforce development efforts and enhance OHR knowledge/competencies. Make recommendations to align priority development opportunities to meet mission requirements. Assist with determining assignments/rotations. Collaborate with institutions, vendors and organizations to broaden learning opportunities, skills and expertise. Manage the organizations training budget and make optimal use of allocated funds. Mentor junior-level OHR employees. - Plans and carries out a wide range of Human Resources activities, transactions, advisory and consultation services and/or design, implementation, evaluation and execution of HR programs and initiatives in support of organizations that are complex and dynamic and have a wide range of professional, scientific, administrative, and highly technical positions in occupations. - Integrates knowledge of Federal laws, Department of Defense (DoD), Intelligence Community (IC), Defense Civilian Intelligence Personnel System (DCIPS), Office of Personnel Management (OPM), Title 10 and Title 5 HR policies and/or DIA HR regulations and operating procedures with knowledge of concepts related to HR functional areas (eg, position management,strategy, classification, compensation, recruitment, staffing, employee management relations, policy, payroll, military, personnel action requests, customer service, talent and performance management, benefits, permanent change of station, overseas allowances and entitlements, alternative dispute resolution or another similar functional specialty) to advance agency, office, and/or work unit mission goals and objectives. - Independently interprets laws, regulations, and policies; uses initiative and takes appropriate action in response to issues/questions ranging from routine to complex; advises managers and employees on issue resolution. Human Resources Officers at this level can serve as team leads or technical leads.. - Performs other duties as assigned. ASSESSMENT FACTORS 1. Proposes program, process, and policy changes required to enhance organizational efficiency and eliminate barriers to organizational success. 2. Develops plans to identify and address anticipated competency gaps to meet mission requirements 3. Conducts systematic studies, research, and analyses to determine immediate and long-range career needs of employees. 4. Experience providing guidance on human resources/services programs and issues to employees. 5. Experience which demonstrates interest in an organization's growth and development. APPLICATIONS RECEIVED Applications must be received by MIDNIGHT (Eastern Time) on the closing date of the announcement. All qualification requirements must be met by the closing date of the announcement. EVALUATION DIA will evaluate your online application to ensure it demonstrates the knowledge, skills, abilities, work experience, and any mandatory education, certification, and/or license requirements, to successfully perform the duties of the advertised position. Failure to respond to the position-related assessment factors or to provide clear examples of claimed experience levels will preclude further consideration of your application. Applicants must have directly applicable experience that demonstrates the possession of the knowledge, skills, abilities and competencies necessary for immediate success in the position. Qualifying experience may have been acquired in any public or private sector job, but will clearly demonstrate past experience in the application of the particular competencies/knowledge, skills, and abilities necessary to successfully perform the duties of the position at the advertised grade. Such experience is typically in or directly related to the work of the position to be filled. ASSESSMENT FACTOR RESPONSES For each of the following position-related assessment factors use the drop-down menu to select a response from the choices below (A-E) that best describes your highest level of training and/or experience in performing the task. Responses must be substantiated in your application. A - Lacks education, training or experience in performing this task B - Has education/training in performing task, not yet performed on job C - Performed this task on the job while monitored by supervisor or manager D - Independently performed this task with minimal supervision or oversight E - Supervised performance/trained others/consulted as expert for this task HIGHLY DESIRED ASSESSMENT FACTOR RESPONSES Although not required, applicants are highly encouraged to submit responses to the highly desired assessment factors. DIA uses these factors to help identify and differentiate the best qualified applicants for the position. For each of the preceding highly desired assessment factors (optional) select "Yes" or "No" from the drop-down menu as your response. Ensure your affirmative responses are supported in the appropriate section of your application. FOREIGN AREA TOURS OF DUTY ELIGIBILITY DIA employees applying for a position in a foreign area must be eligible for assignment to or within the foreign area as noted in DIAI 1404.008, Foreign Area Tours of Duty. Employees currently assigned to a foreign area are ineligible for consideration if selection will cause them to exceed the time limitation for foreign area service or, conversely, the employee will not satisfactorily complete their period of obligated service within 6 months of the closing date of this announcement. More than one permanent change of station move within a 12-month period is not considered to be in the interest of the government for the purposes of relocation at Government expense. DUTY AT OTHER LOCATIONS May be required to perform duty at other operating locations. DEPLOYMENT/MOBILITY STATEMENT All DIA employees are subject to world-wide deployment to crisis situations and are subject to geographic relocation in accordance with agency guidelines. SHIFT WORK Availability for shift work, extended hours, and travel may be required for this position. MEDICAL A medical clearance may be required prior to assignment. RELOCATION COSTS Relocation expenses in connection with a permanent change of station may be authorized in accordance with the Joint Travel Regulations and at agency discretion. DIA IS AN EQUAL OPPORTUNITY EMPLOYER DIA employees and applicants for employment are protected by federal laws, from discrimination on the bases of race, religion, color, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, family medical history or genetic information, political affiliation, military service, or other non-merit based factors. Employees and applicants are also protected against retaliation. Consistent with federal laws, acts of retaliation against an employee who engages in a protected activity, whistle blowing, or the exercise of any appeal or grievance right provided by law, will not be tolerated. REASONABLE ACCOMMODATION DIA provides reasonable accommodation to applicants with disabilities, as appropriate. Please contact our Human Resources Operations Center (HROC) at 202- - or DSN 428-4762 if you need a reasonable accommodation for any part of the application and hiring process.