USA Jobs
National Guard Hr Officer
This is a National Guard Title 5 Excepted Service Position. This National Guard position is for a HR Officer, Position Description Number T5014P01 and is part of the DE Delaware JFHQ Army National Guard. This vacancy is advertised simultaneously with the HR Officer GS-0201-14, Title 32 vacancy# 12782456. Responsibilities include serving as primary staff advisor to TAG/CG, staff elements, and operating official on matters pertaining to manpower and HR management. Develops and administers S/T/DC rules and procedures adapted from policies prescribed by the U.S. Office of Personnel Management, Department of Defense, Department of the Army, Air Force, National Guard Bureau, and other Government Agencies. Directs development of administrative regulations and procedures to provide efficient and timely accomplishment of all HR functions. Reviews incoming and outgoing correspondence with particular emphasis on compliance with all laws, policies, and related official guidance. Reviews annual reporting requirements prior to TAG/CG signature (i.e. MD 715). Ensures familiarity and compliance with DCPAS and OPM guidance. Responsible for the HR management of all Full-Time Workforce personnel dispersed throughout a S/T/DC, engaged in a variety of occupations under the Federal Wage and General Schedule pay systems as well as military pay schedules. The HR programs include providing HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Performance Management Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation, and related clerical and administrative functions for a workforce. The incumbent of this position has overall responsibility for the full range of HR management major duties and responsibilities as follows: HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Military (AGR), Performance Management and Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation, Federal Funds Management. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO and diversity objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate. Explains performance expectations and provides regular feedback on strengths and weaknesses. Appraises performance of employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Recommends awards and changes in position classification to higher-level managers. Hears and resolves group grievances and employee complaints. Initiates action to correct performance or conduct problems and/or approves serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete. Reviews developmental needs of employees and makes decisions on non-routine, costly or controversial training needs and/or requests for unit employees. Directs HRO programs and projects, and carry out assigned missions; plans, directs, coordinates, and expedites special projects and actions appropriate for each program, when tasked will undertake special studies. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, Capability Maturity Modeling, multi-module estimation, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution. Responsible for mobilization planning as pertains to the requirements of the Full-Time Workforce and HR Office (HRO) responsibilities. Attends or provides representation to mobilization planning conferences/meetings. Ensures that mobilization plans are developed when mobilization plans are developed and implemented to support Full-Time Workforce personnel as needed /when directed. Develops, implements, and manages the HRO Continuity of Operations (COOP) plan to support the S/T/DC. Note - this is an abbreviated version of the position description. Contact HRO for a full copy of the position description. Requirements include supervisory experience of at least 1-year in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel. Specialized experience of at least 1-year and experience must be equivalent to at least the next lower grade level of GS-13. The ability to plan, direct and administer all HR programs for all Army and Air National Guard (ARNG/ANG) Full-Time Workforce (Military-Active Guard and Reserve Status and Civilian-Title 5/32). The knowledge and experience to serve as the primary staff advisor to The Adjutant General/Commanding General (TAG/CG), staff elements on matters pertaining to manpower and HR management. Overall ability to supervise the following sections: HR Development, Employee Benefits, Equal Opportunity, HR Information Systems, Military AGR, Performance Management and Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation and Federal Funds Management. Direct, coordinate, and oversee work through the deputy director and subordinate supervisors. Explains performance expectations and provides regular feedback on strengths and weaknesses. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution. Education is not required at the GS-12 and above in the 0201 series.
This is a National Guard Title 5 Excepted Service Position. This National Guard position is for a HR Officer, Position Description Number T5014P01 and is part of the DE Delaware JFHQ Army National Guard. This vacancy is advertised simultaneously with the HR Officer GS-0201-14, Title 32 vacancy# 12782456. Responsibilities include serving as primary staff advisor to TAG/CG, staff elements, and operating official on matters pertaining to manpower and HR management. Develops and administers S/T/DC rules and procedures adapted from policies prescribed by the U.S. Office of Personnel Management, Department of Defense, Department of the Army, Air Force, National Guard Bureau, and other Government Agencies. Directs development of administrative regulations and procedures to provide efficient and timely accomplishment of all HR functions. Reviews incoming and outgoing correspondence with particular emphasis on compliance with all laws, policies, and related official guidance. Reviews annual reporting requirements prior to TAG/CG signature (i.e. MD 715). Ensures familiarity and compliance with DCPAS and OPM guidance. Responsible for the HR management of all Full-Time Workforce personnel dispersed throughout a S/T/DC, engaged in a variety of occupations under the Federal Wage and General Schedule pay systems as well as military pay schedules. The HR programs include providing HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Performance Management Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation, and related clerical and administrative functions for a workforce. The incumbent of this position has overall responsibility for the full range of HR management major duties and responsibilities as follows: HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Military (AGR), Performance Management and Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation, Federal Funds Management. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO and diversity objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate. Explains performance expectations and provides regular feedback on strengths and weaknesses. Appraises performance of employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Recommends awards and changes in position classification to higher-level managers. Hears and resolves group grievances and employee complaints. Initiates action to correct performance or conduct problems and/or approves serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete. Reviews developmental needs of employees and makes decisions on non-routine, costly or controversial training needs and/or requests for unit employees. Directs HRO programs and projects, and carry out assigned missions; plans, directs, coordinates, and expedites special projects and actions appropriate for each program, when tasked will undertake special studies. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, Capability Maturity Modeling, multi-module estimation, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution. Responsible for mobilization planning as pertains to the requirements of the Full-Time Workforce and HR Office (HRO) responsibilities. Attends or provides representation to mobilization planning conferences/meetings. Ensures that mobilization plans are developed when mobilization plans are developed and implemented to support Full-Time Workforce personnel as needed /when directed. Develops, implements, and manages the HRO Continuity of Operations (COOP) plan to support the S/T/DC. Note - this is an abbreviated version of the position description. Contact HRO for a full copy of the position description. Requirements include supervisory experience of at least 1-year in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel. Specialized experience of at least 1-year and experience must be equivalent to at least the next lower grade level of GS-13. The ability to plan, direct and administer all HR programs for all Army and Air National Guard (ARNG/ANG) Full-Time Workforce (Military-Active Guard and Reserve Status and Civilian-Title 5/32). The knowledge and experience to serve as the primary staff advisor to The Adjutant General/Commanding General (TAG/CG), staff elements on matters pertaining to manpower and HR management. Overall ability to supervise the following sections: HR Development, Employee Benefits, Equal Opportunity, HR Information Systems, Military AGR, Performance Management and Employee/Labor Relations, Position Classification and Position Management, Recruitment/Placement and Compensation and Federal Funds Management. Direct, coordinate, and oversee work through the deputy director and subordinate supervisors. Explains performance expectations and provides regular feedback on strengths and weaknesses. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution. Education is not required at the GS-12 and above in the 0201 series.