HUMAN RESOURCES PROGRAM ANALYST

Full Job Description

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The primary purpose of this position is: To serve as the Senior Human Resources and Manpower Specialist with responsibility for planning, developing and carrying out the full range of recruitment, placement, affirmative employment, and related management advisory services for assigned organizations.

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions.

SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems.

Example of specialized experience includes: Providing a wide range of qualitative and/or quantitative methods for the assessment and improvement of complex management processes and systems; using program management strategies and concepts related to military structure and missions; working with military and civilian policies, procedures, realignment strategies, congressional review procedures, and program tracking processes for program management oversight; working with command organizational structure and functions; advancing analytical techniques in determination, programming, and defense of long- range requirements; managing and coordinating complex activities in order to control a variety of projects and actions that occur concurrently and are broad, comprehensive, and requires various stages to complete; working with Federal Human Resources affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification, and employee development laws, Executive Orders, philosophy, concepts, principles, methods, practices, programs and techniques sufficient to accomplish a wide range of complex, interrelated activities; troubleshooting very difficult problems referred by resource analysts; providing Human Resource processes sufficient to relate recruit and placement issues to overall HR management processes; advising management on controversial and sensitive, complex, and difficult affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification, and employee development issues and problems; and working with developing recruitment strategies to provide candidates for the most difficult-to-fill positions.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in-grade requirements to be considered eligible.

One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: 1.

Extensive knowledge of a wide range of civilian personnel management policies, processes, and techniques sufficient to advise management and employees regarding rules, procedures, obligations, and entitlements.

Skill in troubleshooting and resolving the most difficult problems associated with providing comprehensive affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development advisory services.

2.

Extensive knowledge of the full range of Federal Human Resource affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development principles, concepts, policies, and analytical techniques.

3. Skill in applying analytical and evaluation techniques to the identification, consideration and resolution of issues or problems concerning efficiency and effectiveness of program operations. 4.

In-depth knowledge of analytical reasoning processes and ability to identify and project trends and propose alternative solutions to adverse trends.

Ability to maintain harmonious relations with mangers, supervisors, employees, co-workers and others to ensure cooperative resolution of conflicts and to provide effective coordination of activities.

5. Ability to interpret manpower documents and accurately connect personnel records to manpower and funding data elements. Knowledge of safety and security regulations, practices, and procedures. 6.

Knowledge of Defense Civilian Personnel Data System (DCPDS) and Defense Civilian Payroll System (DCPS).

Skill in applying basic principles, provisions, laws, regulations, practices, and techniques in affirmative employment, staffing, recruitment and placement, benefits, compensation and pay, classification, and employee development.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work.

You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social).

Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment.

You will receive credit for all qualifying experience, including volunteer experience. Major Duties:

Serves as the Senior Human Resources and Manpower Specialist for the Deputy Chief of Staff for Logistics, Engineering & Force Protection and all A4 Directorates; Plans, organizes and oversees the personnel activities as directed by A4 ensuring compliance with legal and regulatory requirements in addition to meeting customer needs.

Provides advisory services on issues of intensity and breadth that normally requires input and assistance from other analysts and subject-matter experts throughout Air Force and Department of Defense; establishes and maintains a close working relationship with and coordinates with other personnel specialists in areas of affirmative employment, staffing, recruitment and placement, compensation and pay, benefits, classification, and employee development programs in order to coordinate personnel actions.

Provides Position Management and Manpower Advisory services to the Deputy Chief of Staff for Logistics, Engineering & Force Protection and all A4 Directorates; offers advice and assistance to supervisors and managers to help them achieve the most efficient, effective, and economical usage of human resources in their organizations.

The organizations are usually directly mission-related and affected by changes in technology, changes in mission, addition or loss of important programs and similar matters.

Reviews, analyzes, and synthesizes data from core personnel documents, organization charts, unit manpower documents, DCPDS, Business Objects and reports containing civilian personnel and position data to ensure compliance with policies and advises management or takes corrective action as appropriate.

Serves as the Deputy Chief of Staff for Logistics, Engineering & Force Protection and all A4 Directorates; primary source for direction and assistance to supervisors for the execution of personnel management responsibilities.

Manages all aspects of civilian personnel support processes; accomplishes trend analysis and other related resource analysis pertaining to the A4.

Provides customer service in person or by telephone, and completes correspondence (e.g. answers written inquires, prepares letters to obtain missing information, etc.) related to human resources.