POSTED Feb 12

CDAO - Human Resources Office - Senior Human Resources Specialist

at Chief Digital and Artificial Intelligence Office ⋅

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Come do impactful work with a brilliant, motivated team.

About the Chief Digital and Artificial Intelligence Office

The Chief Digital and Artificial Intelligence Office (CDAO) is a Principal Staff Assistant (PSA) responsible for the acceleration of the adoption of data, analytics, and Artificial Intelligence (AI) to generate decision advantage across the Department of Defense (DoD). The Joint Artificial Intelligence Center (JAIC), Defense Digital Services (DDS), Chief Data Office (CDO), and forward-leaning programs of record including Advana have officially joined together to form one organization – the CDAO! The CDAO is established to enable the Military Departments and Services, Joint Staff, Combatant Commands (CCMDs), Office of the Secretary of Defense (OSD), and other DoD Components, to swiftly introduce new capabilities and effectively experiment with new operational concepts in support of DoD's warfighting missions.

This position is a Senior Human Resources Specialist within the Human Resource Office of the CDAO and is a DoD Cyber Excepted Service (CES) personnel system position in the Excepted Service under 10 U.S.C. 1599f and does not convey eligibility to be converted to the Competitive Service. The pay grade for this role is GG 14.

This announcement is open to current CDAO civilian employees only. The announcement will close for submissions at 11:59pm (EST) on February 16, 2024.

What you'll do here:

Oversees CDAO military personnel programs and administrative policies, manages the processing of all personnel actions for military members involving full spectrum of total force personnel programs (i.e. military awards and recognition, evaluations, leave, assignment action, promotions, retirement/separation).

Provides expert advice to Senior Leadership, supervisors, managers, and other Human Resources staff on policy and military personnel issues and recommends improvements, measuring various metrics, and dealing with complex/controversial issues. Interprets policies and as necessary, revises and clarifies issuances. Prepares briefing materials and participates in conducting briefings for senior staff on various human resources initiatives.

Determines the need for and takes the lead in preparing CDAO policy and appropriate issuances, operating guidance, training materials, marketing strategy, plans, and courses of action affecting the CDAO military personnel management program and coordinates implementation activities with CDAO's human resources servicing agent, Washington Headquarters Services (WHS).

Utilizes expert knowledge of the concepts, principles, practices and theories of human resources specialties such as position management, staffing and recruitment, hiring, compensation, classification, human resources policy and procedures, pay and leave, reasonable accommodation (RA), work-life, HR Systems and reorganizations, in order to serve as a prime resource for planning, developing and evaluating initiatives in assigned areas of human resources management.

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Requirements

Must have strong customer service skills

Team player with the ability to establish collaborative working relationships

Ability to persuade and influence leadership on people matters

Ability to work independently, navigate and maintain productivity in a highly matrixed environment

Ability to influence stakeholders at all levels

Effective and clear verbal and written communication skills

Strong project and time management skills, organizational skills, budget management skills

Advanced knowledge of computers to perform necessary tasks with common and new innovative HR software, tools and HR programs

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Hiring Details

U.S. Citizenship is required.

Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/Home/Registration).

A three year trial period may be required if not previously completed a trial or probationary period in the excepted or competitive service.

Must be determined suitable for federal employment>

Required to participate in the direct deposit program.

This position is subject to pre-employment and random drug testing.

This position is being recruited under 10 USC 1599f into the Cyber Excepted Service and does NOT convey eligibility to be converted to the Competitive Service.

For more information on the Cyber Excepted Service Personnel System, click here https://public.cyber.mil/cw/dod-cyber-excepted-service-ces/

The incumbent must complete a Single Scope Background Investigation (SSBI) and favorable adjudication by a determining authority and be eligible for a SPECIAL SENSITIVE clearance and access to sensitive compartmented information (SCI).

Fair & Transparent

The Federal hiring process is set up to be fair and transparent. Please read the following guidance.

Equal Employment Opportunity Policy

The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), 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. Equal Employment Opportunity (EEO) for federal employees & job applicants.

Reasonable Accommodation Policy

Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application process should follow the instructions in the job opportunity announcement. For any part of the remaining hiring process, applicants should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

A reasonable accommodation is any change to a job, the work environment, or the way things are usually done that enables an individual with a disability to apply for a job, perform job duties or receive equal access to job benefits.

Under the Rehabilitation Act of 1973, federal agencies must provide reasonable accommodations when: An applicant with a disability needs an accommodation to have an equal opportunity to apply for a job. An employee with a disability needs an accommodation to perform the essential job duties or to gain access to the workplace. An employee with a disability needs an accommodation to receive equal access to benefits, such as details, training, and office-sponsored events.

You can request a reasonable accommodation at any time during the application or hiring process or while on the job. Requests are considered on a case-by-case basis. Learn more about disability employment and reasonable accommodations or how to contact an agency.

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