This position is for a HR Specialist (Classification), PD Number T5026P01 located in a State Human Resources Office located at the Joint Force Headquarters, Marietta, Georgia. This is a full-time, Excepted Permanent, position which does not require a Georgia Air National Guard Membership. Area of Consideration: Current on-board Federal Employees within the Joint Force Headquarters.
Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-11 position you must have served 52 weeks at the GS-09. The grade may have been in any occupation, but must have been held in the Federal service. A non-award SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. Minimum Requirements: You must have experience, education or training which involves the exercise of analytical ability, judgment, discretion, and personal responsibility, and application of a substantial body of knowledge of principles, concepts and practices applicable to one or more fields of administration or management. Experience using computer and automation systems. Specialized Experience: You must have at least 36 months experience, education, or training involving the administering, delivering, maintaining, advising, and adapting advanced concepts, principles, and theories of Human Resources to the unique organizational, management, and mission requirements. Experience assisting in the development of Human Resources policies and procedures. Experience advising management on Human Resources principles and practices. 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; religions; spiritual; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. OR Education: Ph.D or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M. in a field which demonstrates the knowledge, skills, and abilities necessary to do the work of the position, such as: Organizational Development, Human Resource Management or Business Administration (Note: You must attach a copy of your transcripts.) OR Combination of Education and Experience: A combination of education and experience may be used to qualify for this position as long as the computed percentage of the requirements is at least 100%. To compute the percentage of the requirements, divide your total months of experience by 12. Then divide the total number of completed graduate semester hours (or equivalent) beyond the second year (total graduate semester hours minus 36) by 18. Add the two percentages. (Note: You must attach a copy of your transcripts.) Volunteer Experience: 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). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. You must include months, years and hours per week worked to receive credit for your work and/or volunteer experience. One year of specialized experience is equivalent to 12 months at 40 hours per week. Part-time hours are prorated.
As a Human Resources Specialist (Classification), GS-0201-11, you will: Manage full-time manpower requirements for the State. Review determinations of ANG/ARNG manpower requirements/authorizations derived from the Unit Manpower Document (UMD) and Voucher. Ensure requirements/authorizations are properly distributed according to workload factors contained in various Manpower Staffing Standards, equipment density allocations; Modified Table of Organizational Equipment (MTOE) and Table of Distribution and Allowances (TDA) or other methodologies used in justification of manpower requirements. Assist with or implement classification releases and related manpower changes. Coordinate corrections to requirements and subsequent authorizations based on projected force structures and new or unique requirement situations. Review proposed organizational structures based on management needs, local realignments, force structure changes, appropriate position classifications and agreement with the basis for the manpower requirements of the organization. Complete builds/corrections when necessary, ensuring the accuracy of the State's personnel organizational hierarchy within the automated personnel systems. Monitor fill rates of manpower requirements for agreement with National Guard Bureau and State Adjutant General's guidance and make recommendations for potential organizational fills based on force structure changes, funds availability and mission requirements. Evaluate position management within the State and assists supervisors and management officials or managers on ways to improve structure, work distribution, and the use of employee skills. Review requests for personnel and position actions to determine impact on position classification and position management matters. Develop Statements of Difference and amendments to standard position descriptions as required for purposes of restructuring grades for recruitment, upward mobility, etc. May participate as the classification functional specialist in the collective bargaining agreement process. Conduct position reviews of complex positions such as supervisory, lead, or mixed work positions on all positions. Interview position incumbent, immediate and/or higher-level supervisor; review organizational information including organizational charts, mission statements, functional statements to determine organizational context of position; may review sample work products produced by the incumbent or go onsite to observe the incumbent at work. Write detailed reports of findings and present to manager/supervisor. Take corrective actions based on results, when required. Perform quality reviews of information maintained in the automated personnel system, full-time manning documents, and final products to ensure correctness of data. Research discrepancies/rejects and work with the appropriate specialist to resolve problems. Use automated system to effectively process personnel actions in accordance with the Guide to Processing Personnel Actions and local personnel systems checklists as required. Advise managers and supervisors on classification, position management, and organization design. Provide classification advisory services; conduct position reviews; analyze and classify positions descriptions including writing evaluation statements. Review and revise, when needed, coding for such data points such as cyber security, functional classification, full performance level, Fair Labor Standards Act (FLSA) designation. Make related position classification determinations such as exemptions from the Fair Labor Standards Act (FLSA), requirements for filing of financial disclosure documents, competitive level, bargaining unit status, and supervisory status and capture that information for record keeping purposes on the official position description (PD). Explain the Office of Personnel Management (OPM) standards, classification decisions, impact of designated duties on classification, and complaint and appeal procedures to employees, supervisors, and management officials or managers. Advise supervisors and management officials on implementing position management and writing position descriptions. Provide or assist in the presentation of training in these areas. May carry out work contributing to special projects to assess the effectiveness of and provide recommendations to improve the classification and/or position management function and processes. Assist in the review, preparation and publication of the state's Position Classification and Position Management and EDP/HDP plans. Prepare for or participates in the Federal Wage System (FWS) wage survey process. Perform other duties as assigned.