HUMAN RESOURCES SPECIALIST (CLASS/RECRUITMENT & PLACEMENT) - Army National Guard Units

Summary THIS IS A NATIONAL GUARD TITLE 5 EXCEPTED SERVICE POSITION. This National Guard position is for a HUMAN RESOURCES SPECIALIST (CLASS/RECRUITMENT & PLACEMENT), Position Description Number T5027000 and is part of the ID Human Resource Office Army, Idaho Army National Guard. This position is permanent. Responsibilities 1. Incumbent performs a combination of functions and serves as an advisor to management and employees by providing comprehensive human resources (HR) services on classification, position management strategies, recruitment, internal placement, and pay flexibilities associated with the activities services by the HRO. Work involves duties such as position and organization structuring, establishing competitive levels for reduction and force purposes, merit placement, etc. 2. Classification: Designs and accomplishes organizational position management surveys. Advises on supervisory ratios, appropriate use of assistant and lead positions, position and manpower design concepts, fragmented organizational structures, grade controlling factors, etc. Conducts continuing review of position classification and workforce management programs. Develops local classification guidance to facilitate understanding of classification principles and processes. Develops, updates, and coordinates the Workforce Management Plan. Incumbent is responsible for developing and maintaining a state Environmental Differential Pay (EDP)/Hazardous Duty Pay (HDP) plan, and providing assistance/guidance to managers and supervisors regarding EDP and HDP issues. Establishes or assists in establishing state policy on supervisory pay adjustments. Educates commanders, managers, and supervisors on the various programs through formal classroom and one-on-one training. Certifies and implements standardized position descriptions. Ensures timely implementation of classification releases/manpower changes, and initiates action to resolve any controversial problems or conflicts. Works with managers and supervisors to determine the need for and classifies exception descriptions based upon knowledge of the position and the organization's mission and structure. Reviews and approves amendments to position descriptions. Provides advice and assistance on classification appeal procedures; ensures that appeal packages comply with Department of Defense (DoD)/Office of Personnel Management (OPM) requirements. Reviews proposed organizational structures based on management needs, local realignments, force structure changes, appropriate position classifications and agreement with the basis for the manpower requirements of the organization. Monitors fill rates of manpower requirements for agreement with National Guard Bureau and State Adjutant General's guidance and makes recommendations for potential organizational fills based on force structure changes, funds availability, and mission requirements. Reviews requests for personnel and position actions to determine impact on position classification and workforce management matters. 3. Recruitment and Placement: Explains merit principles and the various staffing methods, with emphasis on special interest programs such as Uniformed Services Employment and Reemployment Rights Act, employment of the physically handicapped, etc. Seeks candidates from a variety of sources, conducts interviews and evaluates qualifications and eligibility for positions being filled. Ensures selecting official has a reasonable number of well-qualified candidates from which to choose. Researches and prepares replies to Congressional inquires relating to employment. Researches and develops solutions and strategies to recruitment and retention problems that integrate a variety of flexibilities. Provides technical assistance to managers in developing justifications for requesting the use of special salary rates, recruitment bonuses, retention allowances or other authorities. Responsible for the development and implementation of plans to accomplish a statewide technician placement and recruitment program, ensuring merit principles, NGB, DoD, OPM guidelines, policies, regulations, labor agreements, and statutory requirements are complied with. Administers merit placement plan; provides guidance and assistance to supervisors and/or designated subject-matter experts in the development of job analysis and ranking criteria; prepares announcements and receives applications; determines nature of action and legal authority under which action is to be processed; ensures time-in-grade requirements are met; establishes and certifies accuracy of rates of pay for all placement actions in accordance with appropriate regulations. 4. Compensation: Develops, recommends, maintains, and applies State's highest previous rate and other compensation programs such as use of recruitment and retention tools. Sets rates of pay for General Schedule (GS) and FWS for appointments, transfers, promotions, changes to lower grade, and changes between GS and FWS pay systems. Responds to inquiries on recruitment, placement and related matters from the serviced workforce and coordinates with NGB-HR as required. Performs other duties as assigned. Requirements Conditions of Employment Qualifications THE FOLLOWING QUALIFICATIONS MUST BE REPRESENTED BY THE CONTENTS OF YOUR RESUME. To ensure full credit is given for the qualification requirements listed below we suggest using the USAJobs resume builder. IF YOU USE YOUR OWN RESUME PLEASE ENSURE THAT YOU INCLUDE THE BEGINNING AND ENDING DATES (MONTH AND YEAR) FOR ALL JOBS LISTED IN YOUR RESUME. Verbiage displayed on your resume or application must contain your own words. You may refer to position descriptions, i.e. the general and specialized experience located within the vacancy announcement, to assist with describing work experiences; however, resumes or applications received in verbatim will not be considered. In your resume you will need to address the general and specialized experience listed below. Please use as much detail as needed, giving dates (months and years) of the experience, position title and how the experience was gained. This information is needed to determine if you are qualified for the position. GENERAL EXPERIENCE: Experiences gained through civilian and/or military technical training schools within the human resources business programs are included as general experience qualifications. A validated understanding of the basic principles and concepts of the occupational series and grade. SPECIALIZED EXPERIENCE (GS-09): Applicants must have at least one (1) year of specialized experience at the next lower grade GS-07, or equivalent in other pay systems. Examples of specialized experience includes knowledge of the principles, concepts, and theories of human resources, and the standard practices, methods, and techniques of the occupation sufficient to perform difficult, but well-precedented assignments. Knowledge of analysis, evaluation, fact-finding, and investigative techniques in order to gather data, identify significant factors, and recommend a solution from a number of possible alternatives. Knowledge of the occupation to perform studies and prepare reports, documentation, and correspondence to communicate factual and procedural information clearly. SPECIALIZED EXPERIENCE (GS-11): Applicants must have at least one (1) year of specialized experience at the next lower grade GS-09, or equivalent in other pay systems. Examples of specialized experience includes knowledge of a wide range of HR specialization concepts, practices, regulations, precedents, and procedures; special recruiting authorities and strategies. Ability to provide comprehensive HR services to management and employees throughout organizations serviced and analyze, evaluate and recommend appropriate resolutions to complex interrelated HR problems and issues. Knowledge and skill needed to conduct job analyses on a wide variety of complex positions using research, interview, observation, and analytical techniques to gather, document, and analyze information to develop qualifications rating factors. Knowledge of, and skill in applying, HR staffing and recruitment principles, concepts, laws, regulations, techniques, and guidelines sufficient to support an organization's recruitment and placement program. Education You must provide transcripts or other documentation to support your educational claims. To receive credit for education, you must provide documentation of proof that you meet the Education requirements for this position. Additional Information If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency (Register | Selective Service System : Selective Service System (sss.gov)). More than one selection may be made from this announcement if additional identical vacancies in the same title, series, grade and unit occur.