Summary The Air Force offers qualified applicants opportunities to be hired for certain occupations covered by Direct Hire Authorities (DHA). The use of DHA is a fast-track method of hiring applicants from the public with no prior federal status using a non-traditional method of recruitment. To find additional information on "What Is DHA" and to view and/or apply to current DHA opportunities listed on Air Force Civilian Service's "Direct Hire Job Board", please click here. Duties For additional information on direct hire opportunities with the Air Force please click here. Develops and recommends personnel program policies and guidance. Provides senior leadership level consultative management advisory services on the effective use of Human Resources Management. Researches and evaluates new or proposed regulations, policies, and/or laws to provide technical and authoritative guidance. Develops, interprets, and analyzes data extracts and reports from automated HR databases and other sources. Serves as an authoritative, technical advisor for program evaluation of a full range of HR programs. Qualifications For additional information on direct hire opportunities with the Air Force please click here. Experience requirements are described in the Office of Personnel Management (OPM) Qualifications Standards for General Schedule Positions, Administrative and Management Positions. KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, and abilities and/or competencies in the following areas: 1. Knowledge of a wide range of federal HR laws, executive orders, regulations, policies, directives, instructions and concepts governing HR functions such as merit promotion, recruitment and placement, affirmative employment, employee and labor-management relations, employee performance and conduct issues, and other programs. 2. Knowledge of advanced federal HRM principles, concepts, practices, analytical methods, a wide range of qualitative and quantitative techniques, and relationships of various HR disciplines as well as seasoned consultative skill sufficient to resolve complex HRM problems not susceptible to treatment by standard methods. 3. Knowledge of organizational structures and functions across a major center or comparable organization to identify, consider, and present options for the resolution of substantive organizational and program issues involving HRM and areas such as resources management, civilian deployment, and other special programs that brings program policies and operations in line with higher level vision, goals, and objectives. 4. Skill in conducting reviews and analyzing and assessing HR program operations to include identifying deficiencies; measuring compliance, consistency, effectiveness and making recommendations for enhancements and improvements. 5. Ability to communicate at all levels of leadership both orally and in writing and to establish and maintain effective and positive working relationships.