Human Resources Specialist (Classification)
Serves as a Human Resources (HR) Classification Specialist in the Human Resources Office (HRO). The HRO is responsible for operational HR effectiveness of the State Army and Air National Guard Full-Time Support Technician Program to include establishing and maintaining standards and measurements, recruitment and placement, employee development and training, classification and position management, labor/management and employee relations, organizational development and workforce utilization for the National Guard's delivery of technician personnel administrative services. Organizational assignments encompass problems of more than average difficulty, combined with limited management advisory service functions or assignments are of average difficulty and are combined with full responsibility for management advisory service functions. Independently resolves difficult issues/problems requiring consideration of the total human resources management program. Applies a comprehensive knowledge of human resources management to advise on the full range of life cycle functions and assist management in accomplishing their human resources management responsibilities. Provides technical services on assigned portions of position management, classification, staffing, and human resources development programs; and provides the full range of technical support regarding management-employee relations. State point of contact for the Position Management and Classification Program. Ensures program goals are in compliance with OPM, DoD, DA, DAF, NGB and other governing legislation or agencies. Provides continuing position classification services to support organizations which are composed of positions performing work of a mental and judgmental nature such as that typical of professional, scientific, administrative and technical fields. Organizational settings are complex and unstable because of rapid changes in technology and/or continually changing concepts of the basic missions of supported organizations. Applies classification standards and supplemental guidance to determine title, series and grade. Applies a thorough and comprehensive understanding of classification principles and concepts to interpret and adapt classification guides to secure sound decisions on positions for which the guides are only partially applicable and few precedents exist. Conducts on-site or telephonic audits, prepares written evaluation statements as required by National Guard Bureau policy, and processes individual actions. Provides technical advice to assist managers and supervisors. Interprets and explains classification criteria, and prepares and/or presents advisory opinions on the classification of positions. Provides technical advice to facilitate full and responsible management advisory services to assigned organizations such as planning and performing studies to identify long and short range personnel needs, advising on organization structures to meet management needs, and solving problems dealing with morale, turnover, job dilution or expansion. Assists with planning and implementing reorganizations that frequently involve major mission changes or sweeping realignment of positions and personnel. Advises on organization structures, classification changes position/employee impact and related actions to assure regulatory compliance prior to implementing new structures. Anticipates problems that evolve from the complex and dynamic nature of organizations served and provides innovative solutions that accommodate managers' needs without compromising fundamental personnel management principles. Conducts position management and classification studies and surveys following established procedures to schedule, report and present results and recommendations. Researches organization and position structures, conducts on-site or telephonic audits, and completes studies for reorganizations, application of new classification standards, consistency reviews, and other surveys for program review. Leads or participates in a variety of classification programs including, Environmental Differential Pay (EDP), Hazard Pay, Locality Wage Survey, draft classification standards, competitive level descriptions, and various initiatives. Provides advice and assistance on automated personnel programs and classification system and organization/position requirements of the Defense Civilian Personnel Data Systems (DCPDS). Exercises an expert level of knowledge and skill in applying the full range of HR methods, principles, practices and evaluative methodologies sufficient to advise on and/or resolve the full range of operational problems which range from recurring through complex and unprecedented. Utilizes a wide range of HR practices, laws, regulations, policies, and precedents sufficient to provide expert HR management advisory and technical services on complex and wide-impacting customer functions and work practices. Military Grades:
E6 - E9; WO1 - CW5; O1 - O5 Compatible Military Assignments:
GS-11 42A; 420A; 42B/H GS-12 42A; 420A; OBR 01A, OAOC 43 GENERAL
Experience:
Must possess experiences gained through military or civilian technical training schools, within the HR business programs. Must have a validated understanding of the basic principles and concepts of the occupational series and grade. SPECIALIZED
Experience:
GS-11 - Must have 1 year of specialized experiences as a GS-09, 10, or the equivalent in regard to HR programs, such as federal civilian, military, or NG technician personnel programs. Knowledge and understanding of the personnel and manpower core competencies:
Org Structure; Requirements Determination; Program Allocation and Control; and, Performance Improvement. Working knowledge of the Army and Air NG organizational structures; organizational and manpower standards; manpower resources; military grades; manpower data systems; peacetime and wartime manpower requirements and utilization; and, commercial services to include strategic sourcing. Competent in writing, designing, formatting, publishing, and presenting specific program assigned work to peers and immediate supervisors at workshops or special committee meetings. Experienced in performing personnel program requirements that involve advising supervisors and managers; and, experienced in completing accession planning and processing. Competent in personnel plans, programs, and policies, and advised others on their implementation activities. Skilled in applying program directives, policies, and training manuals. Knowledgeable on manpower resources and allocations in support of the Army and Air NG planning. Working knowledge in merit principles, prohibited practices, performance management, and productivity programs; and, experienced formulating process improvement, best practices, and performance techniques. GS-12 - Must have 1 year of specialized experiences at the GS-11 level or the equivalent in personnel and manpower core competencies:
Org Structure, Requirement Determination, Program Allocation and Control, and/or Performance Improvement. Analytical and problem solving abilities, knowledge of all applicable merit principles and practices related to federal civilian, military, and NG technician personnel programs. Expert in managing Army and Air NG organizational structures; organizational and manpower standards; manpower resources; military grades; manpower data systems; peacetime and wartime manpower requirements and utilization; and, commercial services to include, strategic sourcing. Experienced in writing, designing, formatting, publishing, or presenting military or civilian briefings for senior leadership, conferences, workshops, or special committee reporting. Experienced in classification and position management; analyzing HR personnel systems reports; skilled in directing position utilization. Experienced in formulating personnel plans and programs; developing and implementing policies; and, executing procedures with follow-on evaluations and reassessments. Experienced in the allocation of military and civilian resources through execution and management of the applicable manpower documents and higher headquarters' manpower directives and requirements. Competent in processing organization change actions to activate, inactivate, re-designate, or reorganize unit structures. Must list specific dates (Day/Month/Year - Day/Month/Year) with experience on resume to be considered Must contain a DETAILED description of ALL experience related to the general & specialized experience requirements PLACEMENT STATUS/TENURE OF SELECTEE:
TEMP PROMO/REASSIGNMENT/CHANGE TO LOWER GRADE - For T32 permanent selectees only:
This is an obligated position. If a permanent employee in the Title 32 Excepted civil service accepts this position, he/she will retain their permanent status AND have rights to return to their previous Title 32 position. TEMP PROMO/REASSIGNMENT/CHANGE TO LOWER GRADE - For T32 Indefinite selectees only:
This is an obligated position. If an indefinite employee (tenure 3) in the Title 32 Excepted civil service accepts this position, he/she will retain their indefinite status AND may return to their previous Title 32 indefinite position if it is still available. INDEFINITE APPT - For Current T5 selectees only:
This is an obligated position. If an on-board employee in the Title 5 excepted civil service accepts this position, he/she will convert to a T32 indefinite appointment (tenure 3). This employee will have no reemployment rights to their previous T5 position. INDEFINITE APPT - State NG Members (includes T32 NTE and MTNG members not currently a federal employee):
This is an obligated position. Selectee will be appointed as an indefinite employee (tenure 3).
Estimated Salary: $20 to $28 per hour based on qualifications.
E6 - E9; WO1 - CW5; O1 - O5 Compatible Military Assignments:
GS-11 42A; 420A; 42B/H GS-12 42A; 420A; OBR 01A, OAOC 43 GENERAL
Experience:
Must possess experiences gained through military or civilian technical training schools, within the HR business programs. Must have a validated understanding of the basic principles and concepts of the occupational series and grade. SPECIALIZED
Experience:
GS-11 - Must have 1 year of specialized experiences as a GS-09, 10, or the equivalent in regard to HR programs, such as federal civilian, military, or NG technician personnel programs. Knowledge and understanding of the personnel and manpower core competencies:
Org Structure; Requirements Determination; Program Allocation and Control; and, Performance Improvement. Working knowledge of the Army and Air NG organizational structures; organizational and manpower standards; manpower resources; military grades; manpower data systems; peacetime and wartime manpower requirements and utilization; and, commercial services to include strategic sourcing. Competent in writing, designing, formatting, publishing, and presenting specific program assigned work to peers and immediate supervisors at workshops or special committee meetings. Experienced in performing personnel program requirements that involve advising supervisors and managers; and, experienced in completing accession planning and processing. Competent in personnel plans, programs, and policies, and advised others on their implementation activities. Skilled in applying program directives, policies, and training manuals. Knowledgeable on manpower resources and allocations in support of the Army and Air NG planning. Working knowledge in merit principles, prohibited practices, performance management, and productivity programs; and, experienced formulating process improvement, best practices, and performance techniques. GS-12 - Must have 1 year of specialized experiences at the GS-11 level or the equivalent in personnel and manpower core competencies:
Org Structure, Requirement Determination, Program Allocation and Control, and/or Performance Improvement. Analytical and problem solving abilities, knowledge of all applicable merit principles and practices related to federal civilian, military, and NG technician personnel programs. Expert in managing Army and Air NG organizational structures; organizational and manpower standards; manpower resources; military grades; manpower data systems; peacetime and wartime manpower requirements and utilization; and, commercial services to include, strategic sourcing. Experienced in writing, designing, formatting, publishing, or presenting military or civilian briefings for senior leadership, conferences, workshops, or special committee reporting. Experienced in classification and position management; analyzing HR personnel systems reports; skilled in directing position utilization. Experienced in formulating personnel plans and programs; developing and implementing policies; and, executing procedures with follow-on evaluations and reassessments. Experienced in the allocation of military and civilian resources through execution and management of the applicable manpower documents and higher headquarters' manpower directives and requirements. Competent in processing organization change actions to activate, inactivate, re-designate, or reorganize unit structures. Must list specific dates (Day/Month/Year - Day/Month/Year) with experience on resume to be considered Must contain a DETAILED description of ALL experience related to the general & specialized experience requirements PLACEMENT STATUS/TENURE OF SELECTEE:
TEMP PROMO/REASSIGNMENT/CHANGE TO LOWER GRADE - For T32 permanent selectees only:
This is an obligated position. If a permanent employee in the Title 32 Excepted civil service accepts this position, he/she will retain their permanent status AND have rights to return to their previous Title 32 position. TEMP PROMO/REASSIGNMENT/CHANGE TO LOWER GRADE - For T32 Indefinite selectees only:
This is an obligated position. If an indefinite employee (tenure 3) in the Title 32 Excepted civil service accepts this position, he/she will retain their indefinite status AND may return to their previous Title 32 indefinite position if it is still available. INDEFINITE APPT - For Current T5 selectees only:
This is an obligated position. If an on-board employee in the Title 5 excepted civil service accepts this position, he/she will convert to a T32 indefinite appointment (tenure 3). This employee will have no reemployment rights to their previous T5 position. INDEFINITE APPT - State NG Members (includes T32 NTE and MTNG members not currently a federal employee):
This is an obligated position. Selectee will be appointed as an indefinite employee (tenure 3).
- Department:
0201 Human Resources Management - Salary Range:
$64,009 to $99,741 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
|
|
 | |
