HUMAN RESOURCES OFFICER

Summary

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position is to act for the installation commander in the administration of the authority to appoint, classify, promote, reassign, discipline, demote, detail, compensate, separate, or effect other related personnel and position transactions pertaining to Non appropriated Fund (NAF) Human Resources (HR).

Duties

• Administers and manages the NAF HR programs. Responsible for executing, leading, and managing all NAF HR programs. Provides expert advice, guidance, and recommendations on labor relations and employee relations issues. Plans and administers the NAF Position Classification and Wage Administration programs. Oversees and performs work involving the administration of the NAF Affirmative Employment Program and assures the integrity of NAF Personnel Systems. Conducts and oversees NAF employee training and development requirements

Qualifications

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management, 0201 series. SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience includes knowledge of and skill in applying, a wide range of human resources management (HRM) concepts, laws, policies, practices, analytical, and diagnostic methods and techniques sufficient to solve a wide range of complex NAF HR problems and issues, and sufficient to provide comprehensive HRM advisory and technical services on substantive organizational functions and work practices. Knowledge of and skill in applying a wide range of recruitment and placement and position classification concepts principles and practices to incorporate consideration of career ladders, career development and training, management concepts, working conditions, recruitment and retention incentives, organizational design, and position classification and position management to provide management with flexible alternatives for problem resolution. Knowledge of, and skill in applying, analytical and diagnostic techniques and quantitative and qualitative techniques sufficient to identify, evaluate, and recommend to management appropriate HR interventions to resolve complex interrelated HRM problems and issues. Knowledge of, and skill in applying, techniques for developing new or modified HR work methods, approaches, or procedures for delivering effective HRM services to NAF clients. Knowledge of, and skill in applying consensus building, negotiating, coalition building, and conflict resolution techniques sufficient to interact appropriately in highly charged emotional situations. Skill in communicating orally and in writing to develop and deliver briefings, project papers, status/staff reports, and correspondence to NAF managers to foster understanding and acceptance of findings and recommendations. FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements. KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: Knowledge of laws, regulations, policies, practices, and procedures covering NAF HR programs involving classification and position management, recruitment and staffing, employee-management relations, equal employment opportunity, labor relations, and employee development and training to appoint, classify, promote, reassign, discipline, demote, detail, compensate, separate, or effect other related personnel and position transactions pertaining to NAF HR. Knowledge of a wide range of HR concepts, laws, policies, practices, analytical, and diagnostic methods and techniques sufficient to solve a wide range of complex, interrelated HR problems and issues. Knowledge of automated personnel data systems to ensure accuracy and timeliness in processing of NAF personnel actions and generate automated products/documents. Skill in applying analytical and diagnostic techniques and quantitative and qualitative techniques sufficient to identify, evaluate, and recommend management appropriate HR interventions to solve a variety of problems and issues. Ability to maintain good working relationships and gain support…