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CGI Technologies and Solutions, Inc. Human Resource Specialist/Recruiter- DEU Certified in WASHINGTON, District Of Columbia

Human Resource Specialist/Recruiter- DEU Certified

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Human Resource Specialist/Recruiter- DEU Certified

Category: Administration

City: WASHINGTON, District of Columbia, United States

Position ID: J0820-0548

Employment Type: Full Time

Position Description:

CGI Federal is seeking a HR Specialist/Recruiter who has an active/current DEU certification to support the Civil Rights division on DOJ. The HR Specialist/Recruiter will provide contract support to the human resources staff to facilitate Department staffing, classification, benefits and accountability activities. Services and support shall be provided in the areas of classification, recruitment, hiring, and accountability.

Your future duties and responsibilities:

General Requirements

a) Proficient in word processing, spreadsheet, and presentation applications (e.g., Microsoft Word or Word Perfect, Microsoft Excel and Power Point) to include tables and other graphic presentation of data and information.

b) Stay current on OPM, DOJ, and CRT policies, procedures, information and guidance related to federal positions, staffing, classification, Delegated Examining and Merit Promotion.

c) Have a current/active Delegated Examining Unit (DEU) certification, unless the Contractor is solely a senior classification specialist, which includes 15+ years classifying Federal position descriptions using OPM classification standards.

d) Prepare documents for individual tasks not specifically delineated in Section C and will respond to specific requests from senior DOJ managers and other designated staff for data and other information related to position classification, recruitment, hiring, and accountability.


• Read and comprehend the HR Services Merit Promotion (MP) and Delegated Examining (DE) Standard Operating Procedures.

• Read, understand and apply the laws, regulations and guidance (i.e., OPM Delegated Examining Guidance, Code of Federal Regulations Parts 330, 335) to complete the contract work assignments.

• Develop and write rating factors, job analysis and crediting plans for each grade level in the vacancy announcement (VA). Each job analysis must identify basic and critical duties and responsibilities, and technical competencies (Knowledge, Skills, and Abilities (KSAs)) required (including any selective factors) for the position. If selective factors are used they must show legitimacy and relevance by HR and justification documented in writing. Each crediting plan must show distinctions between levels that are measurable and consistent with the job analysis.

• Develop an occupational questionnaire for each position. If there are multiple grade levels, develop one for each grade level.

• Before posting a VA, complete and document all priority clearance checks (i.e., CTAP/RPL/10 point vet file).

• Prepare draft VA using the DE and/or MP USA Staffing System template and ensure that both comply with DOJ VA policies. VA must be written in plain language that is clear, easy to understand and free of unnecessary jargon and repetitive language or sentences. The application requirements must be reasonable so as not to pose unnecessary burdens to the applicants (i.e., official college transcript is not required at time of applications).

• Use qualification standards requirements as outlined in the OPM Qualification Standards.

• In each VA, define specialized experience by grade using examples that are clear and consistent with the job requirements. If needed, OPM classification standards provide useful examples to use at different grade levels. DO NOT use OPM qualification standard’s generic language (i.e., one year of specialized experience is one year at the next lower grade level).

• Make qualification determinations for each applicant. Document superior academic achievement status if this is used as a basis for eligibility.

• Properly rate, rank and refer veteran candidates (DE announcements).

• Document actions taken for reconstruction and audit purposes.

• Properly adjudicate veteran preference in accordance with 5 USC 2108, 5 USC 3309, and the Delegated Examining Operations Handbook (DEOH). Adjudication practices must comply with DOJ agency policy.

• Complete category ratings.

• Before a certificate is issued, clear and document Interagency Career Transition Assistance Program (ICTAP) clearances (if applicable).

• Enters data in an internal database associated with recruitment and staffing activities, including applicant data and selectees. Create, audit, and close out case files associated with recruitment activities.

c) Hiring (to include Issuing Certificates)

• Place all preference eligible at the top of the certificate ensuring that all veterans in the appropriate category are referred ahead of any non-veteran applicant.

• Certify names of all eligible in the highest quality category for referral to the selecting official.

• Ensure that the order of certification is correct before a certificate is issued to the selecting officer.

• Issue all Vet certifications first (and without non-veteran names listed).

• If needed, ensure that supplemental certificate is necessary and complies with the DEOH, Chapter 6.

• Refer ICTAP, Reemployment Opportunity List (RPL), Career Transition Assistance Program (CTAP) and other priority candidates are in priority order on the certificate and ensure that the referral is in compliance with OPM and DOJ regulations.

• Ensure that selections are made from the highest quality category.

• After a selection is made, ensure that the selecting official properly documents actions and signs the certificate.

• Audit certificates within five days after a selection has been made.

d) Accountability

• Perform thorough review of internal and independent audit reports and provide expert level guidance and support to management and executive staff in mitigating and responding to findings.

• Perform expert level review of internal controls and procedures and develop effective strategies to strengthen internal controls and procedures to ensure compliance with federal and OPM regulations, and Department guidance.

• Perform expert level review and evaluation of overall personnel operations, functions, and support management and executive staff in developing recommendations and a management action plan for implementation to improve efficiency, effectiveness and compliance.

• Develop long-range HR program objectives, strategies, priorities, and requirements, and identify and recommend solutions to optimize performance and efficiency.

• Serve as expert resource for developing strategies to resolve particularly complex staffing requirements, documenting actions to ensure standard operating procedures are in place, and training personnel staff on procedures to ensure consistent application of policies in the future.

• Serve as a senior technical authority on resolving difficult and complex Human Resources (HR) issues and advising HR staff on how best to resolve issues related to staffing/recruitment and other strategic human capital objectives.

• Develop and present analyses, memoranda, policies, and standard operating procedures on HR topics.

• Provide leadership and vision and serve as a key facilitator for HR office staff to achieve objectives.

• Monitor regulatory developments and advise CRT Division personnel on how to incorporate changes that affect staffing operations.

• Perform self-assessments for Delegated Examining Unit and other competitive examining programs to ensure compliance with federal, OPM, and Department requirements.

• Develop and deliver oral and written presentations to senior officials and various audiences.

• Provide formal and on-the-job training to Human Resources (HR) Specialists to correct identified deficiencies or acquaint them with new programs.

• Compute service computation dates, including recognizing the need to request pervious service and/or transcripts or services, and render expert assistance to other Human Resource Assistants in the area.

• Complete SF-52s, Request for Personnel Action, using OPM’s Guide for Processing Personnel Actions and provide expert advice to other Human Resource Assistants in this area.

• Review eOPFs on an ongoing basis to identify missing documents or corrections needed.

• Send eOPFs to Federal Records Center or transfer to other agency upon employee separation.

• Request eOPFs from Federal Records Center and other agencies as required.

Required qualifications to be successful in this role:

Significant experience providing federal human resources staffing and classification authoritative advice and consultative services to other HR Specialists, HR Assistants and internal and external customers.

• Significant experience advising and/or training Junior HR Specialist and HR Assistants in the areas of staffing, classification and/or HR processing.

• Experience researching and analyzing organizational and position functions and responsibilities to develop position descriptions, determine occupational series, position title, and grade level.

• Developing position evaluation statements supporting classification decisions.

• Experience responding to and/or participating in HR audits.

• Serve as a technical expert in the areas of staffing and classification. Serve as a resource to the HR Assistant as he/she processes personnel actions, answering questions and assisting in the identification of Nature of Action codes and legal authorities. May assist in preparing SF52s for staffing or classification related actions.

• May assist in other duties associated with the area of staffing and classification. Create and evaluate positions using Narrative Position Descriptions and the Factor Evaluation System.

• Appropriately determine the pay system and series.

• Appropriately determine the position’s grade by using OPM classification standards.

• Classify supervisory positions by determining base level, considering managerial aspects and any special technical demands.

• Complete required documentation to include the Official Form (OF) 8.

Must have at least 4 years of equivalent experience

Must be able to pass CGI background investigation

Must have High School Diploma; Degree highly preferred

Must be able to obtain DOJ MRPT


What you can expect from us:

Build your career with us.

It is an extraordinary time to be in business. As digital transformation continues to accelerate, CGI is at the center of this change—supporting our clients’ digital journeys and offering our professionals exciting career opportunities.

At CGI, our success comes from the talent and commitment of our professionals. As one team, we share the challenges and rewards that come from growing our company, which reinforces our culture of ownership. All of our professionals benefit from the value we collectively create.

Be part of building one of the largest independent technology and business services firms in the world.

Learn more about CGI at .

No unsolicited agency referrals please.

CGI is an equal opportunity employer.

Qualified applicants will receive consideration for employment without regard to their race, ethnicity, ancestry, color, sex, religion, creed, age, national origin, citizenship status, disability, pregnancy, medical condition, military and veteran status, marital status, sexual orientation or perceived sexual orientation, gender, gender identity and gender expression, familial status, political affiliation, genetic information, or any other legally protected status or characteristics.

CGI provides reasonable accommodations to qualified individuals with disabilities. If you need an accommodation to apply for a job in the U.S., please email the CGI U.S. Employment Compliance mailbox at . You will need to reference the requisition number of the position in which you are interested. Your message will be routed to the appropriate recruiter who will assist you. Please note, this email address is only to be used for those individuals who need an accommodation to apply for a job. Emails for any other reason or those that do not include a requisition number will not be returned .

We make it easy to translate military experience and skills! Click here to be directed to our site that is dedicated to veterans and transitioning service members.

All CGI offers of employment in the U.S. are contingent upon the ability to successfully complete a background investigation. Background investigation components can vary dependent upon specific assignment and/or level of US government security clearance held. CGI will consider for employment qualified applicants with arrests and conviction records in accordance with all local regulations and ordinances.

CGI will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with CGI’s legal duty to furnish information.