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Recruitment Policy Studio

Federal Occupations Toolkit - White Collar Occupations
0201 — Human Resources Management Series***

This series covers two-grade interval administrative positions that manage, supervise, administer, advise on, or deliver human resources management products or services.

This series covers, but is not limited to, the following specialties:
  • Information Systems – Work that involves developing, delivering, managing, and maintaining HR information systems when the paramount knowledge requirement is human resources management, rather than information technology.
  • Military – Work that involves administering, delivering, maintaining, advising on, and adapting basic concepts, principles, and theories of military HR to the unique organizational, management, and mission requirements of military departments or organizations.
  • Classification – Work that involves position evaluation; establishing and maintaining a position classification program to determine appropriate pay system, occupational grouping, title and grade of positions; and advising on position and organization design.
  • Compensation – Work that involves analyzing, interpreting, developing, and/or implementing laws, regulations, policies, and/or guidance involving subject matter areas within compensation administration (e.g., pay and/or leave administration) and advising management on the use of compensation flexibilities to help recruit, manage, and retain employees.
  • Recruitment & Placement, or Recruitment, or Placement – Work that involves recruiting, examining, selecting and placing employees; performing job analysis; workforce planning and analysis; and advising management in identifying, attracting, and retaining a high-quality and diverse workforce that is capable of accomplishing the organization’s mission.
  • Employee Benefits – Work that involves providing guidance and consultation to agencies, employees, former employees, annuitants, survivors, and eligible family members regarding retirement, insurance, health benefits, and injury compensation.
  • Human Resource Development – Work that involves planning, administering, or evaluating programs designed to develop employees and manage learning in the organization.
  • Performance Management – Work that involves assisting managers and supervisors in establishing, maintaining, and monitoring effective performance management programs to plan, monitor, develop, rate, and reward employee performance and services that support formal and informal award programs to provide employee incentives and recognition.
  • Employee Relations – Work that involves providing advice and assistance to employees and managers, program administration, research, and case management in matters related to conduct, performance, attendance, and dispute resolution.
  • Labor Relations – Work that involves establishing and maintaining effective relationships — including the use of non-traditional collaborative approaches — with labor organizations that represent Federal employees, negotiating and administering labor agreements, and providing guidance and consultation to management on a variety of labor relations matters.