SUPERVISORY HR SPECIALIST (MERIT, T5)

Major Duties: This is not an all-inclusive list A SUPERVISORY HR SPECIALIST (MERIT, T5), GS-0201-13, 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 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. Approves master leave schedule assuring adequate coverage for peak workloads and traditional holiday vacation time.

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.

Periodically reviews position descriptions to ensure accuracy, and the most effective utilization of personnel resources. Explains classification determinations to subordinate employees. (35%) 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.

The incumbent is responsible for the human resources management of employees, dispersed throughout the state, engaged in a variety of jobs under the Federal Wage and General Schedule pay systems, as well as military and state pay schedules.Performs the full range of regular and reoccurring work in at least four of the following: (65%) 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. 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. 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). d.

MILITARY (AGR MANAGER):Supervises and manages the planning, operations, and administration of the Full-Time Support (FTS) Title 32 ARNG and ANG AGR programs. e.

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. f.

POSITION CLASSIFICATION AND POSITION MANAGEMENT: Supervises and manages the planning, operations and administration of the position classification and position management program, state manpower policies and directs their implementation with OPM, DoD, DA, DAF, and NGB policies and authorizations. g.

RECRUITMENT, PLACEMENT, AND COMPENSATION:Supervises and manages the planning, operations, and administration of the state merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations. The above does not list all duties. The full list of duties can be provided upon request.

Performs other duties as assigned.

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: 1 year equivalent to at least next lower grade level For all positions, 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. Supervisory Positions: Experience in managing the function of the work to be performed.

Experience which includes leading, directing and assigning work of personnel.