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Human Resources Specialist

Office of Human Capital
Full Timemid
Woodlawn, Maryland, USPosted 17 days ago

Role Overview

Office of Human Capital is hiring a mid-level Human Resources Specialist. This is a full-time role in Woodlawn. posted 2 weeks ago. Full responsibilities, required qualifications, and the apply link are listed in the description below.

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DepartmentHealthHumanServicesHHSCentersMedicareMedicaid

Job description

This position is located in the Department of Health & Human Services (HHS), Centers for Medicare & Medicaid Services (CMS), Office of Human Capital,Division of Workforce Analytics & Accountability (DWAA).

As a Human Resources Specialist, GS-0201-13, you will lead, design, and facilitate workforce planning and succession management activities and initiatives.

About Office of Human Capital

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Office of Human Capital

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Frequently Asked Questions

How do I apply for the Human Resources Specialist position at Office of Human Capital?

Use the Apply button above to submit your application directly to Office of Human Capital. Most applications take less than 5 minutes if your resume and contact details are ready, and you'll be routed to the employer's official application system to finish.

Where is the Human Resources Specialist position at Office of Human Capital located?

This position is based in Woodlawn. Office of Human Capital has not indicated remote or hybrid options for this role, so candidates should plan for on-site work.

What does a Human Resources Specialist at Office of Human Capital earn?

Office of Human Capital has not disclosed a salary range in this posting. Many employers share specifics later in the interview process; you can also ask during a recruiter screen if compensation transparency is important to you.

When was the Human Resources Specialist role at Office of Human Capital posted?

This role was posted on June 29, 2026 (17 days ago). It's still listed as actively hiring; we re-confirm openings against the source system multiple times per day and remove closed roles.

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