HR SPECIALIST (INFORMATION SYSTEMS) (MERIT, T5)

Major Duties: This is not an all-inclusive list A HR SPECIALIST (INFORMATION SYSTEMS) (MERIT, T5), GS-0201-12, 1.Serves as the state technical advisor for 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) with a thorough understanding of HRO functional areas and internal processes (e.g., Staffing, Benefits, etc.) and how those inter-relationships impact processing of personnel actions.

Works to resolve complex issues that arise which impact multiple functional areas within the HRO. Plans, organizes, manages, and performs duties necessary to accomplish information systems management functions in support of HR programs essential to state Army/Air National Guard operations, training, and readiness missions.

Applies an expert knowledge of HR management rules, regulations, policies, and procedures that have impact on or are related to HR systems and applications. Provides management advisory services to all levels of customers requiring knowledge of each HRO functional area.

Researches, analyzes, recommends, and resolves a variety of complex issues relating to national HR information systems. Designs and develops reports using policies, procedures, regulations, and a wide variety of data within the automated HR personnel system to provide decision making information.

Utilizes current data reporting tools to analyze data and provide business intelligence products to senior leadership. Serves as a State-Level expert in providing analysis, evaluations, and recommendations for implementation of HR information systems. (30%) 2.Provides technical support services to system users in the field.

Develops and interprets policy for HRO functional areas as it relates to HR information systems and applications. Develops impact statements and recommends changes as deemed necessary which may be adopted as internal policy.

Provides advice to HRO staff and serviced organization officials to ensure timely implementation of new subsystems and/or enhancements to new or existing systems. Assists with technical, functional, and communications problems of HR applications.

Develops local policies/Standard Operating Procedures (SOPs) to implement changes or new programs to improve civilian personnel management operations. Troubleshoots system problems, including operation failures, provides emergency assistance, and administers system interpretation and guidance.

Identifies and reports significant system problems to appropriate NGB personnel. Prepares and distributes instructions and information relative to operation of HR information systems. (25%) 3.Develops state unique quality control (QC) program queries to ensure OPM/DoD standardization is met.

Works with HRO functional areas to identify and correct invalid data. Analyzes quality control queries, personnel/payroll data reconciliation, rejected actions and reports to determine trends, problem areas and recommends modifications. Follows up to ensure corrective action is accomplished.

Interprets requirements and changes as they impact human resources administration policies and procedures and recommends appropriate action. Identifies data error trends and provides training or written instructions to alleviate errors.

Determines, plans, conducts, and evaluates training of HR information systems by monitoring progress and competency levels of personnel within HRO functional areas. Carries out compliance and audit-based reports ensuring system data adheres to current policies and procedures, including new and/or modified legislation/regulation.

Provides deficiency findings to the appropriate function area for remedy. As the internal control specialist for the HRO, provides continuous process improvement initiatives in support of HRO processes. Serves as the primary representative administering state training on all HR information systems.

Develops training guides, user instructions/manuals, and customer support documentation for HR information systems that may be used nationally. 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. Verifies personnel actions are processed. Conducts internal audit of personnel actions processed to ensure compliance with regulatory and legal requirements.

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. (25%) Performs other duties as assigned.

The above does not list all duties. The full list of duties can be provided upon request.

In order to qualify, you must meet the experience requirements described below. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student; social).

You will receive credit for all qualifying experience, including volunteer experience. Your resume must clearly describe your relevant experience; if qualifying based on education, your transcripts will be required as part of your application. In describing your experience, please be clear and specific.

We will not make assumptions regarding your experience. Do not copy and paste the duties, specialized experience, or occupational assessment questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications for this position.

GENERAL AND SPECIALIZED EXPERIENCE QUALIFICATIONS REQUIREMENTS: Work performed is in administrative positions that manage, supervise, administer, advise on, or deliver human resources management products or services.

Specialized Experience requrement: 1 year equivalent to at least next lower grade level 1-year specialized experience must be equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position.

The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level.

Specialized experience factors encompass human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force.