HUMAN RESOURCES SPECIALIST (MILITARY) TITLE 32 PERMANENT

THIS IS A NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION.

This National Guard position is for a HUMAN RESOURCES SPECIALIST (MILITARY) TITLE 32 PERMANENT, Position Description Number D3520000 and is part of the NH ARNG DCSPER, National Guard.

This vacancy is to gather applications that may or may not result in a referral or selection.

Qualifications:

Compatible military grade and assignment required prior to the effective date of placement. This is an Title 32 INDEFINITE excepted service position that requires membership in a compatible military assignment in the employing state's National Guard.

Military Grades: E7 to E8

Selectee(s) must be within the military grade(s) listed in this job announcement prior to the effective date of placement into the technician position.

Applicant(s) who are over grade must clearly state, in their resumes, their intentions to willingly take a reduction in grade.

Compatible Military Assignments: MOS Immaterial

GENERAL EXPERIENCE: Must be skilled in collecting and analyzing data effectively, efficiently, and accurately; ability to clearly enunciate English without impediment of speech that would interfere or prohibit efficient communication; ability to write English in reports and presentation formats; ability to communicate clearly and effectively; skilled in presenting formal training presentations and briefings;
ability to assess body language and perceive emotional and/or distress levels; and, skilled in applying procedures and directives by reading and interpreting program material.


SPECIALIZED EXPERIENCE: Must have at least 12 months of specialized experiences at the GS-09 level or the equivalent. Must have specialized experience includes knowledge of the principles, concepts, and theories of the National Guard Incentive Program, and the standard practices, methods, and techniques of the occupation sufficient to perform difficult, but well-precedented assignments; knowledge of analysis, evaluation, fact-finding, and investigative techniques in order to gather data, identify significant factors, and recommend a solution from a number of possible alternatives; and knowledge of the occupation to perform studies and prepare reports, documentation, and correspondence to communicate factual and procedural information clearly.

Responsibilities:

The incumbent serves as the State primary point of contact and subject-matter expert (SME) for the Army National Guard (ARNG) Select Reserve Incentive Policy (SRIP), Army Medical Detachment Incentives Policy (AMEDD), Student and Chaplain Loan Repayment Program (SLRP, CLRP), and Blended Retirement System-Continuation Pay (BRS-CP), for Officer, Warrant Officer, and Enlisted personnel.

Manages the State's Incentive Program and subordinate programs, SRIP, AMEDD, SLRP, CLRP and BRS-CP (collectively referred to as incentive contracts and programs) assessing the specific program needs and services and analyzing full program implementation for the State. Monitors contracts within the ARNG Incentive Management System for compliance with provisions and changes. Advises senior leaders of incentive programs and responsibilities to include actionable items. Works directly with the State Education Services Officer to ensure proper integration of LRP. Works closely with management in resolving controversial issues; researches, prepares, and defends actions taken relative to changes in incentive contracts and programs. Reviews regular and special reports from the Incentive Management System and Unit Assessment Visits (UAV) throughout the year to ensure compliance with policies and analyze trends.

Provides State leadership with program compliance metrics through system generated reports. Uses State data to action required items with cross reference to National Guard Bureau's provided reports. Provides State-level training to incentive stakeholders at the lower levels (Brigade, Battalion, etc.) to ensure timely processing of all necessary actions regarding incentive contracts and programs. Reviews and enforces the ARNG policies pertaining to incentive contracts and programs. Regularly conducts analyses of programs utilizing reports to identify trends and shortcomings. Develops training and Standard Operating Procedures incentive stakeholders at the lower levels. Responds to official inquiries as necessary (i.e. Inspector General, congressional inquiries, etc.).

Reviews, evaluates, and processes the most complex incentive contracts and payments, ensuring eligibility to applicable policy guidelines are adhered to. The incumbent verifies soldier records for eligibility and ensuring the incentive contracts are established in the applicable payroll system(s), such as Defense Joint Military Pay System (DJMS), Web-Defense Mil/Pay Office (DMO), etc. Prior to processing incentive payments, the incumbent ensures full compliance with incentive policy, to include handling administrative corrections, and termination notifications. Reviews and submits final exception to policy (ETP) packets that meet applicable policy to NGB, completing any additional actions as necessary. Analyzes quality control queries, payroll data reconciliations, and rejects data entries from reports providing corrections as necessary to ensure data integrity.

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. Affects 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. Applies EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination. Periodically reviews position descriptions to ensure accuracy, and the most effective utilization of personnel resources. Explains classification determinations to subordinate employees.

Salary : $84,579