THIS IS A NATIONAL GUARD TITLE 5 EXCEPTED SERVICE POSITION. This National Guard position is for a SUPERVISORY HUMAN RESOURCES SPECIALIST, Position Description Number T5413P01 and is part of the LA ARNG J1 PERSONNEL AND MANPOWER, National Guard.
GENERAL EXPERIENCE: Must possess (knowledge, skills, abilities, and behaviors) that may include military and civilian experiences, completed education, learned skills, obtained knowledge, endorsed abilities, and training program accomplishments; skilled in collecting and analyzing data effectively, efficiently, and accurately; ability to communicate clearly and effectively. SPECIALIZED EXPERIENCE: Must possess at least One (1) year of specialized experiences at the GS-11 level; AND/OR at least Thirty-six (36) months experience in leading, planning and scheduling work in a manner that promoted smooth flow and even distribution of assigned work requirements; experiences that included guiding employees on human resources (military or civilian) program tasks; experienced in conducting employee performance evaluations and mentoring employees; managing resources and budgets; and directing assigned work, or leading the employees on program tasks, inspections, exercises, deployments, and/or mobilizations; experienced in effectively and efficiently planning and scheduling work; experienced in leading people and human resources personnel activities that included directing and assigning tasks and projects; experienced in structuring assignments to create viable procedures that resulted in measured and improved task processes.
Duties and Responsibilities: 1. Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignments in consideration of skills and qualifications, mission requirements, and EEO and diversity objectives. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques. Recommends awards when appropriate and approves within-grade increases. Hears and resolves employee complaints and refers serious unresolved complaints to higher level management. Initiates action to correct performance or conduct problems. Effects minor disciplinary measures such as warnings and reprimands and recommends action in more serious disciplinary matters. Prepares documentation to support actions taken. Identifies employee developmental needs and provides or arranges for training (formal and on-the-job) to maintain and improve job performance. Encourages self-development. Discharges security responsibilities by ensuring education and compliance with security directives for employees with access to classified or sensitive material. Recognizes and takes action to correct situations posing a threat to the health or safety of subordinates. Applies EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination. Responsible for the accurate and timely processing of Request for Personnel Actions (SF-52), Notification of Personnel Action (SF-50) for areas within their HR Office delegation memorandum. Ensures completion of supporting forms, records, and documents. Responsible for the quality assurance, maintenance, and security of the Electronic Official Personnel Folders (eOPFs) ensuring content meets regulatory requirements and is in accordance with the Guide to Personnel Recordkeeping and is safeguarded under the Privacy Act of 1974. 2. The incumbent provides advisory services to all levels of management of situations regarding Human Resources services. Oversees, develops, and interprets the development and administration of program activities, policies, instructions, and goals are in compliance with legislation, publications, regulations, and guidance from Office of Personnel Management (OPM), Department of Defense (DoD), National Guard Bureau (NGB), Department of the Army (DA) and Air Force (DAF), and other governing agencies. a. HR DEVELOPMENT: Supervises and manages the planning, operations, and administration of determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments. Ensures preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training. Plans and administers Full-Time Workforce career development programs. b. EMPLOYEE BENEFITS: Supervises and manages the planning, operations, and administration of the state federal employee benefit, leave, such as health, life insurance, dental, vision, leave Thrift Saving Plan (TSP), physical capability requirements, limited duty, and the Federal Employees Compensation Act (FECA), available retirement programs and options. Supervises and manages the planning, operations, and administration of Mass Transit, Reasonable Accommodations (RA), and Telework Programs and policies, Worker's Compensation and Unemployment Programs, and adherence to the Uniformed Services Employment and Reemployment Rights Act (USERRA). c. HR INFORMATION SYSTEMS: Supervises and manages the planning, operations, and administration of the HR Information Systems (automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services). Ensures data is compliant with legislation, OPM, DoD, DA, DAF, NGB, regulations, and publications. d. PERFORMANCE MANAGEMENT AND EMPLOYEE/LABOR RELATIONS: Supervises and manages the planning, operations and administration of programs advising both management and subordinates on matters pertaining to performance management, and employee recognition and incentive awards programs, conduct and discipline, the labor relations program. Supervises and manages the initiation and administration of disciplinary and non-disciplinary adverse actions. Reviews requests for recognition from labor organizations and recommends appropriate course of action. Coordinates with labor organizations and their representatives when necessary. e. Perform other duties as assigned.