HR SPECIALIST

THIS IS A NATIONAL GUARD TITLE 32 EXCEPTED SERVICE POSITION.
NEW MEXICO ARMY NATIONAL GUARD
NATIONWIDE. All members of the New Mexico Army National Guard or current Active Duty/Reserve military members eligible and wiling to become members of the New Mexico Army National Guard

This National Guard position is for a HR SPECIALIST, Position Description Number D2957000 and is part of the NM HR Office, National Guard.

Qualifications:

Military Grades: Officer (O-2 and below), Warrant Officer (CW3 and below), Enlisted (E-8 and below)

GENERAL EXPERIENCE: 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.

SPECIALIZED EXPERIENCE: GS-09-Must possess at least one year specialized experiences at the GS-07 level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs

GS-11- Must possess at least one year of specialized experiences at the GS-09 level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs

Responsibilities:

This position is located in the JFHQ-State Human Resources Office (HRO). This position services both Army (ARNG) and Air National Guard (ANG) organizations and the full-time workforce within the state.

• COMPENSATION: Administers and provides oversight for the use of special employment programs (e.g., Upward Mobility, or DoD Priority Referral System) to ensure the continuance of a balanced placement program. Provides technical advisory services for the State organizations in areas of staffing such as transfer of function, reorganization, hiring authorities, permanent change of station expenses, relocation services, advanced-in-hire rates under superior qualifications, dual compensation, recruitment, and retention incentives. Implements regulations and programs such as recruitment and relocation incentives, retention incentives, and/or hiring freezes/authorizations. Interprets reviews and applies state pay setting actions such as highest previous rate rule and recruiting and retention incentives.
• EMPLOYEE BENEFITS: Advises and counsels management, employees, annuitants, and family members of deceased employees by interpreting, applying, and explaining retirement and insurance laws, regulations, and policies on available retirement insurance benefits, death benefits, entitlements/options. Researches and interprets appropriate regulations to provide advice to employees concerning reinstatement of insurance, conversion of life insurance and features of the programs and options associated with retirement. Assist employees in the preparation of retirement applications and related documents and forwards to the Army Benefits Center Civilian (ABC-C). Determines type of separation and completion of eOPF maintenance for documents.
• EMPLOYEE RELATIONS: Provides assistance, interpretation, information, and guidance on employee relations problems and issues which affect organizational goal performance, individual performance, performance appraisal systems, and employee relations training programs.
• HUMAN RESOURCES DEVELOPMENT: Executes the State's training and development program providing the full range of human resource development (HRD) options for the workforce. Provides HRD management advisory services to all levels of leadership within the organization, including designing, developing, and evaluating major portions of the organization's HRD program. Provides direct guidance to managers and supervisors on employee development. Has frequent contact with supervisors, managers, and employees regarding short- and long-range training objectives. May provide guidance for Continuation in Service Agreements, and available funding for training fees and travel. Identifies courses, by evaluating mission requirements and cost considerations as they pertain to training objectives.
• INFORMATION SYSTEMS (HRIS): Provides technical assistance and guidance to supervisors, leadership, and various staff members in the operation, maintenance, and capabilities of various Human Resource Information Systems (HRISs) such as automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services. Directs and monitors operation and maintenance of the local personnel system. Analyzes quality control queries, Personnel/Payroll data reconciliations, and rejected data entries from reports. Reviews daily products to determine trends, identify problem areas, and recommend modifications, additions, or deletions of products. Establishes schedules to meet personnel system requirements.
• LABOR RELATIONS: Advises management and employees on labor laws, rules, and regulations regarding labor issues that are sensitive, critical, or controversial in nature. Provide advisory services to management, promote the efficiency of the service, train supervisors how to remedy employee deficiencies using both formal and informal methodologies, while simultaneously establishing a constructive workforce.
• RECRUITMENT AND PLACEMENT: Advises and supports State managers, supervisors, and the Human Resources Officer on recruitment and placement matters for a variety of professional, administrative, technical, and clerical occupations. Plans for and administers the merit promotion and recruitment/ placement program.
• POSITION CLASSIFICATION & POSITION MANAGEMENT: Manages full-time manpower requirements for the state. Reviews determinations of ANG/ARNG manpower requirements/authorizations derived from the Unit Manpower Document (UMD) and Voucher. Ensures 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.
• Performs other duties as assigned.

Salary : $62,392