HUMAN RESOURCES SPECIALIST

Full Job Description

THIS IS A NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION - PERMANENT.

This National Guard position is for a HUMAN RESOURCES SPECIALIST, Position Description Number NGD2957000 and is part of the Guam G1 Directorate of Manpower and Personnel, National Guard.

MILITARY GRADES: Enlisted: E4 - E6 COMPATIBLE MILITARY ASSIGNMENTS: Enlisted: 42A SPECIALIZED EXPERIENCE: Applicants must have one (1) year of specialized experience equivalent to at least the GS-09 grade level in the Federal service that demonstrates comprehensive knowledge of Federal Human Resources principles, practices, laws, and regulations in one or more of the following functional areas: compensation, employee benefits, HR information systems (HRIS), and performance management.

Experience includes independently applying and interpreting Federal HR regulations (e.g., OPM, DoW, NGB, or agency guidance to process and review personnel actions; advising supervisors and employees on pay-setting, benefits, or performance management matters; utilizing automated HR systems (such as DCPDS or equivalent) to process actions and resolve discrepancies; and ensuring regulatory compliance in the administration of HR programs.

Specialized experience must be directly related to the duties of the position as described in the Position Description. Major Duties:

1. Administers and provides oversight for the use of special employment programs (e.g., Upward Mobility, or DoD Priority Referral System) to ensure the continuance of a balanced placement program.

Provides technical advisory services for the State organizations in areas of staffing such as transfer of function, reorganization, hiring authorities, permanent change of station expenses, relocation services, advanced-in-hire rates under superior qualifications, dual compensation, recruitment, and retention incentives.

Implements regulations and programs such as recruitment and relocation incentives, retention incentives, and/or hiring freezes/authorizations.

Interprets reviews and applies state pay setting actions such as highest previous rate rule and recruiting and retention incentives.

Analyzes technician and payroll information to identify and resolve complex pay-setting errors or discrepancies.

Sets rates of pay for General Schedule (GS) and Federal Wage System (FWS) technicians for appointments, transfers, promotions, changes to lower grade, and changes between GS and FWS pay systems.

(25%) 2.

Advises and counsels management, employees, annuitants, and family members of deceased employees by interpreting, applying, and explaining retirement and insurance laws, regulations, and policies on available retirement insurance benefits, death benefits, entitlements/options.

Researches and interprets appropriate regulations to provide advice to employees concerning reinstatement of insurance, conversion of life insurance and features of the programs and options associated with retirement.

Assist employees in the preparation of retirement applications and related documents and forwards to the Army Benefits Center Civilian (ABC-C).

Determines type of separation and completion of eOPF maintenance for documents.

Provides technical advice to personnel on programs such as the Mass Transit, Reasonable Accommodations (RA), Telework, Uniformed Services Employment and Reemployment Act, military, or civilian deposits for CSRS/FERS, disability benefits, Light Duty Program, and Workers Compensation Program.

Develop and process termination memorandums.

Compose termination memorandums (30-day notice) in compliance with formats contained in the correspondence regulation for non-retention, mandatory removal date (MRD), mandatory separation date (MSD), medical disqualification, age 60, etc.

Monitors and ensures the Federal Employees Compensation Act (FECA) program is properly publicized and supervisors are provided the appropriate guidelines for use of the program.

Ensures prompt submission of claims and medical documents.

Provides technical advice on flexibilities and appropriate use of leave issues such as Sick Leave for Family Care and Bereavement, Disabled Veterans Leave, Advanced Leave, Compensatory Time, Leave Without Pay, Absence Without Leave, Presidential Leave, Court Leave, and Military Leave.

Provides technical advice on the use of the Family and Medical Leave Act, Paid Parental Leave, and Voluntary Leave Transfer Program.

Interprets guidance and regulations to provide advice to management and employees on pay schedule adjustments, severance pay, back pay, debts, and compensation.

Process donated leave requests within the State. (25%) 3.

Provides technical assistance and guidance to supervisors, leadership, and various staff members in the operation, maintenance, and capabilities of various Human Resource Information Systems (HRISs) such as automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services.

Directs and monitors operation and maintenance of the local personnel system. Analyzes quality control queries, Personnel/Payroll data reconciliations, and rejected data entries from reports.

Reviews daily products to determine trends, identify problem areas, and recommend modifications, additions, or deletions of products. Establishes schedules to meet personnel system requirements.

(25%) 4. Provides technical advice on performance management systems, the incentive awards and suggestion programs.

Develops new or modified local procedures to improve the various programs effectiveness for managers and supervisor in support of the state goals.

Reviews performance standards and appraisals for regulatory compliance and analyses for trends and problem issues such as disciplinary, impact on employee morale, supervisor/managers responsibilities and legal implications.

Provides coaching and counseling to managers and supervisors on performance issues such as performance improvement plans, recognition techniques and feedback on establishment of critical elements and standards.

Participates as strategic partner to resolve performance problems. Administers the Incentive Awards Program involving monetary and non-monetary recognition. (25%) 5. Performs other duties as assigned.