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Summary See below for important information regarding this job. Responsibilities As a Human Resources Specialist, you will be responsible for the following duties: Serves as a senior Human Resources Specialist, responsible for standardizing and coordinating audit readiness concepts and related products internally and across J1 offices. Provides technical advice to management in resolving difficult and/or controversial HR problems related to internal processes, employee pay, audit readiness reviews, projects, and initiatives. Analyzes audit and program review reports and audit findings and recommendations to identify deficiencies, adverse trends, or additional areas for review. Participates in cross-office and multifunctional project teams tasked with researching and resolving complex and interrelated HR vulnerabilities. Monitors, researches, and analyzes new and changing guidelines, regulations, decisions, and directives to determine effect on human resources operations programs and internal/external review programs and mandates. Prepares letters, memorandums, PowerPoint presentations, briefs, directives, audit/review responses, and standard operating procedures in proper and final format for signature. Develops and delivers briefings and conducts training to convey information, gain consensus, foster understanding and advise on changes and updates to audit readiness requirements/programs. Presents arguments and advisory opinions and coordinates activities related to HR audit readiness between diverse activities, offices, teams, and individuals. Requirements Conditions of Employment Qualifications To qualify for a Human Resources Specialist your resume and supporting documentation must support: Specialized Experience: One year of specialized experience that equipped you with the particular competencies to successfully perform the duties of the position and is directly in or related to this position. To qualify at the GS-12 level, applicants must possess one year of specialized experience equivalent to the GS-11 level or equivalent under other pay systems in the Federal service, military or private sector. Applicants must meet eligibility requirements including time-in-grade (General Schedule (GS) positions only), time-after-competitive appointment, minimum qualifications, and any other regulatory requirements by the cut-off/closing date of the announcement. Creditable specialized experience includes: Providing technical advice and assistance to an HR servicing team and customers in areas of staffing and recruitment, data integrity, and/or other HR program areas Performing quality control checks to identify and correct HR deficiencies affecting employee pay Recommending ideas for more efficient work processes Researching and resolving HR vulnerabilities Assisting with audit preparation, coordination, and response processes Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious, spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Education Substitution of education may not be used in lieu of specialized experience for this grade level. Additional Information Audit Readiness Requirements: The incumbent must have a clear understanding of applicable audit readiness end-to-end processes within a process management functional area - to include manual and system processes and their associated internal controls. Responsibilities include, but are not limited to, ensuring: a. processes are in compliance with applicable laws/policies/regulations, well documented and regularly maintained (e.g., process system memorandum, functional system specifications, Standard Operating Procedures, and process-related training); b. that before an enterprise process is modified or created, audit readiness impacts to manual/system processes are built into an approved enterprise process solution; c. clear guidance is provided to the workforce on what constitutes quality evidential matter and evidential matter retention requirements (length and location); d. annual internal control test plans are developed and implemented in accordance with applicable regulations and guidance (e.g. Financial Improvement and Audit Readiness (FIAR) Guidance, OMB Circular A-123, etc.) (where required); e. process management metrics are within tolerance and processes are regularly monitored to ensure they remain auditable; and f. timely responses to auditor requests and aggressive implementation of corrective action plans associated with audit deficiencies. For Important General Applicant Information and Definitions go to: http://www.dla.mil/portals/104/documents/careers/GenAppInfoDef.pdf Reemployed Annuitants: This position does not meet criteria for appointment of Reemployed Annuitants. The DoD criteria for hiring Reemployed Annuitants can be found at: http://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf Information for Veterans is available at: http://www.dla.mil/Careers/Programs/veterans.aspx. As of 23 December 2016, Military retirees seeking to enter federal service in the Department of Defense now require a waiver if they would be appointed within 180 days following their official date of retirement. Drug-Free Workplace: The Defense Logistics Agency (DLA) has established a Drug-Free Federal Workplace Policy. All applicants tentatively selected for DLA employment in a testing designated position are subject to urinalysis to screen for illegal drug use prior to appointment. Applicants who refuse to be tested will be denied employment with DLA for a period of six months. This policy extends to random testing for the use of illegal drugs by employees who occupy testing designated positions defined as sensitive in Section 7(d) of Executive Order 12564. The Defense Logistics Agency's Drug Free Workplace Plan's drug testing panel includes testing for the following illegal substances: marijuana, cocaine, opiates (codeine/morphine), 6-Acetylmorphine (heroin), phencyclidine, amphetamines (amphetamine/methamphetamine), methylenedioxymethamphetamine (MDMA), methylenedioxyamphetamine (MDA), oxycodone, oxymorphone, hydrocodone, and hydromorphone. ADVISORY: By using cannabidiol (CBD) products you are risking a positive drug test result for marijuana.