Organizational Location: This position is with the Department of Homeland Security, within U.S. Customs and Border Protection, Office of Human Resources Management (HRM), Talent Management Directorate (TMD), National Recruitment Division (NRD), located in: San Diego, CA Jacksonville, FL Miami, FL Tampa, FL El Paso, TX Buffalo, NY Fayetteville, NC Killeen, TX Colorado Springs, CO Savannah, GA Atlanta, GA Boston, MA Houston, TX Detroit, MI Orlando, FL San Antonio, TX
Experience: You qualify for the GS-11 grade level if you possess 1 year of specialized experience equivalent to at least the next lower grade level, performing duties such as: Utilizing HR laws, executive orders, federal and department regulations, internal policy directives, written instructions, verbal instructions and manuals to solve issues. Providing customer service and guidance to individuals with various technical expertise levels and backgrounds with minimal supervision. Maintaining and fostering relationships with internal and external stakeholders, such as federal organizations, professional organizations, schools, universities, and military installations. Demonstrating effective written and oral communications with respect to delivering presentations and providing input for briefings, project papers and correspondence to customers with minimal supervision. Demonstrating sound recruitment knowledge and representing employers at conferences, conventions, professional organizations, job fairs, and other recruitment events. Education Substitution: A Ph.D. or an equivalent doctoral degree, or three full years of progressively higher-level graduate education leading to such a degree or an LL.M. Such education must demonstrate the knowledge, skills, and abilities necessary to do the work and have been obtained in an accredited college or university. Check with your school to determine how many credit hours comprise three years of graduate study. If that information is not available, use 54 semester or 81 quarter hours. Combining Education and Experience: Combinations of successfully completed post-high school education and experience may be used to meet total qualification requirements for the grade levels specified in the table, and may be computed by first determining the applicant's total qualifying experience as a percentage of the experience required for the grade level; then determining the applicant's education as a percentage of the education required for the grade level; and then adding the two percentages. The total percentages must equal at least 100 percent to qualify an applicant for that grade level. Only graduate education in excess of the amount required for the next lower grade level may be used to qualify applicants for positions at grades GS-9 and GS-11. (When crediting education that requires specific course work, prorate the number of hours of related courses required as a proportion of the total education to be used.) More information on this qualification standard is located here. TRANSCRIPTS ARE REQUIRED. FAILURE TO PROVIDE TRANSCRIPTS WILL RESULT IN LOSS OF CONSIDERATION Experience: You qualify for the GS-12 grade level if you possess 1 year of specialized experience equivalent to at least the next lower grade level, performing duties such as: Utilizing HR laws, executive orders, federal and department regulations, internal policy directives, written instructions, verbal instructions and manuals to solve complex and/or controversial issues independently. Reviewing, refining and improving customer service experience by independently performing various process improvement methods. Resolving difficult and / or controversial problems by utilizing independent judgement and modifying, adapting, and/or refining broader guidelines to resolve problems, research trends and patterns; develop new methods and criteria; and propose new policies and practices. Cultivating, maintaining, and expanding relationships with internal and external recruitment partners and centers of influence such as federal organizations, professional organizations, schools, universities, and military installations. Demonstrating effective and persuasive written and oral communications with respect to developing high-level briefings, project papers and correspondence, as well as conducting briefings to managers and organizational leaders. Exhibiting professional experience in public speaking in front of large and varied audiences and demonstrating recruitment expertise by servicing as subject matter expert at conferences, conventions, professional organizations, job fairs, and other recruitment events. NOTE: Your resume must explicitly indicate how you meet this requirement, otherwise you will be found ineligible. Please see the "Required Documents" section below for additional resume requirements. 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. You must: Meet all qualification requirements, including education if applicable to this position, subject to verification at any stage of the application process; and Meet all applicable Time in Grade requirements (current federal employees must have served 52 weeks at the next lower grade or equivalent grade band in the federal service) by 05/13/2025. The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office. Background Investigation: U.S. Customs and Border Protection (CBP) is a federal law enforcement agency that requires all applicants to undergo a thorough background investigation prior to employment in order to promote the agency's core values of vigilance, service to country, and integrity. During the screening and/or background investigation process, you will be asked questions regarding any felony criminal convictions or current felony charges, the use of illegal drugs (e.g., marijuana, cocaine, heroin, LSD, methamphetamines, ecstasy), and the use of non-prescribed controlled substances including any experimentation, possession, sale, receipt, manufacture, cultivation, production, transfer, shipping, trafficking, or distribution of controlled substances. For additional information on the preemployment process, review the following link: Applicant Resources | CBP Careers Residency: There is a residency requirement for all applicants not currently employed by CBP. Individuals are required to have physically resided in the United States or its protectorates (as declared under international law) for at least three of the last five years. If you do not meet the residency requirement and you have been physically located in a foreign location for more than two of the last five years, you may request an exception to determine if you are eligible for a residency waiver by meeting one or more of the following conditions: Working for the U.S. Government as a federal civilian or as a member of the military A dependent who was authorized to accompany a federal civilian or member of the military who was working for the U.S. government Participation in a study abroad program sponsored by a U.S. affiliated college or university Working as a contractor, intern, consultant or volunteer supporting the U.S. government Probationary Period: All employees new to the federal government must serve a one year probationary period during the first year of his/her initial permanent federal appointment to determine fitness for continued employment. Current and former federal employees may be required to serve or complete a probationary period.
You will use your skills and experience identifying recruitment needs based on hiring plans, current staffing levels and future staffing needs of the assigned CBP Program. You are responsible for providing direct support to either the Frontline Operations Branch or the Operations and Professional Recruitment Branch by performing recruiting functions in support of the talent acquisition process aimed to meet CBP's recruiting and hiring objectives and enabling a mission ready CBP workforce. This position starts at a salary of $73,939.00 (GS-11, Step 1) to $115,213.00 (GS-12, Step 10). Salary: Salary listed reflects the rest of U.S. scale and, if applicable, will be adjusted to meet the locality pay or cost of living expenses of the duty location upon selection. GS Salary: Visit this link to view the locality pay tables by geographic area. If you do not see your geographic area listed, select the "Rest of United States" pay table. Some positions fall under a special pay rate depending on the series, grade level and location of the position. Please visit this link to view special pay rate charts. Major Duties for GS-11 Include: Leveraging recruitment strategies and available recruitment tools to identify, attract, and engage potential leads. Collaborating with program office/subject matter experts (SMEs) for joint and/or individual attendance at job fairs, college recruitment fairs, conferences, and annual professional meetings. Assisting in the development of initiatives, procedures, and programs to solve challenging, unconventional, and/or contentious recruitment issues and problems and improve recruitment operations. Participating in internal and external stakeholder meetings to identify current and projected employment gaps and develop innovative recruiting solutions. Major Duties for GS-12 Include: Identifying recruitment needs based on hiring plans, current staffing levels and future staffing needs of assigned CBP Program. Collaborating with program office/subject matter experts (SMEs) for joint and/or individual attendance at job fairs, college recruitment fairs, conferences, and annual professional meetings. Developing new methods and techniques to resolve difficult recruitment problems or situations that involve significant uncertainty and may not always have precedents available for reference. Preparing research findings and briefs for National Recruitment Division (NRD) and Talent Management Directorate (TMD) leadership.