HR SPEC (RECRUITMENT & PLACEMENT/ COMPENSATION)
1. Advises the National Guard Bureau (NGB) agency level Recruitment and Placement/Compensation Program. Incumbent performs work involving special projects/studies and provides a full range of management advisory services during the course of the project/study. Assists during NGB sponsored training, qualification development and national workshops as a presenter, trainer and/or coordinator. Participates in NGB level working groups involved in substantive changes to the NGB Recruitment and Placement/Compensation. Provides expertise to NGB on staffing programs, pay setting, recruitment and retention allowances, military technician compatibility, reduction in force, permanent change of station, placement and promotion issues, and other special interest programs. Develops and implements plans to accomplish National and statewide technician recruitment, placement and compensation programs. 2. Serves as the state's principal Recruitment and Placement advisor and technical consultant to key management involving complex issues on the full range of staffing options and recruitment strategies for a variety of professional, administrative, technical, trades and labor occupations. Provides guidance and advisory services to operating managers in analyzing and proposing solutions to personnel management problems. For example, in advising on appropriate recruitment strategies for particularly hard-to-fill specialized professional positions, a number of different factors need to be considered such as the specialized qualifications required for the position, the relative lack of candidates possessing these qualifications, the most promising recruitment sources, the advantages and disadvantages of certain appointment types and the availability and appropriateness of recruitment incentives. Provides advice to management on the potential impact of proposed reorganizations on current employees and future recruitment efforts. Reviews organizational progress toward achieving objectives; provides feedback to management regarding positive or negative trends and recommends long-term and short-term strategies for overcoming employment and promotion barriers. 3. Explains merit principles and the various staffing methods, with emphasis on special interest programs such as Uniformed Services Employment and Reemployment Rights Act (USERRA), employment of the physically handicapped, Stay-in-School, Cooperative Work-Study, Upward Mobility, Worker-Trainee Opportunity, etc. Initiates correspondence and/or contacts concerning recruitment and placement of applicants with Office of Personnel Management (OPM), Department of Defense (DoD), National Guard Bureau (NGB), other Federal agencies, high schools, colleges and universities. Researches and prepares replies to Congressional inquiries. Develops state Merit Placement and Promotion Plan and ensures compliance with federal laws (i.e., The Technician Act), Code of Federal Regulations, NGB Regulations, and local policies and labor agreements. Maintains a tracking system to ensure compliance with the state Merit Placement and Promotion Plan. Initiates and develops changes, which will improve the procedures and makes the plan more acceptable to management and fair to employees. 4. Develops, recommends, maintains, and applies state policy for use of such pay setting tools as highest previous rate and recruitment/relocation/retention incentives. Sets pay for General Schedule (GS) and Federal Wage System (FWS) appointments, transfers, promotions, changes to lower grade, and changes between GS and FWS pay systems. Determines the need for and processes supervisory differential pay, in concert with the state classification specialist. Serves as the state senior specialist and consultant on military technician compatibility issues and delegated personnel authorities (e.g. pay flexibilities). Provides guidance to supervisors, managers and military commanders on assignment of technicians to compatible military assignments. 5. Manages permanent change of station moves. Initiates transportation agreements. Completes travel orders authorizing various entitlements. Obtains necessary funds from NGB or state Comptroller as appropriate. Coordinates funds availability with state Comptroller or appropriate personnel prior to issuance of travel order. Enters funds reservation and obligation transactions in appropriate automated systems. Provides counseling to employees on entitlements, rights, and obligations. Coordinates with travel offices and employees to facilitate movement of household goods. 6. Develops, coordinates, and maintains state plans/guidance involving Merit Placement and Promotion Plan, reduction-in-force, highest previous rate, recruiting, and retention incentives. Advises commanders, managers, and supervisors on the various programs through formal classroom and one-on-one training. 7. Performs other duties as assigned. SPECIALIZED
Experience:
Must have at least one year of specialized experiences at the GS-11 level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs.
Estimated Salary: $20 to $28 per hour based on qualifications.
Experience:
Must have at least one year of specialized experiences at the GS-11 level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs.
- Department:
0201 Human Resources Management - Salary Range:
$77,204 to $100,369 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
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