HR SPEC (RECRUITMENT & PLACEMENT/EMPL REL)

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 serve as Chief, Affirmative Employment and Employee Relations section with responsibility for assigned functions for U.S. appropriated fund personnel. Serves as the point of contact for all Affirmative Employment and Employee Relations issues.

Duties

Manages the affirmative employment program and perfonns external recruitment for a work force of federal civil service personnel at a Turkish AF installation and five Geographically Separated Units (GSU). Advises the Commander, key managers, and supervisors on a wide range of civilian human resource management issues that include requirements, accessions, sustainment, and separations. Integrates the objectives and requirements of civilian human resource management with allied and related programs, which include, but are not limited to, noncombatant evacuation, finance and budget, safety, security, staff judge advocate, EEO complaints and resolution, and mobilization planning. Supervises the staff of the Affirmative Employment and Employee Relations section. Assigns work to individual positions. Provides employee relations advice and guidance to supe.rvisors and employees on a wide range of issues.

Qualifications

Civilian personnel will serve 12-month unaccompanied tours OR 24-month accompanied tours (must not be accompanied by dependents under age 18). 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 Positions, 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 preparing reports, papers, briefings, and correspondence that are technically accurate and effectively presented whether written or oral. Advise supervisors and managers on the principles of personnel management as reflected in Federal, DoD, and AF policy. Coordinate recruitment strategies and activities to achieve a quality and diverse work force. Provide information regarding administration of benefits and entitlement when requested. Foster retention of a qualify work force and ensures that management practices promote a productive, health, and safe work place. Identify potential program initiatives or special projects that could improve the use of civilian human resources, solve problems, or enhance program effectiveness. Process a variety of requests for personnel action to fill such positions and/or to career promote, reassign, or otherwise place employees. Extend job offers, establish reporting dates, and coordinate with all responsible personnel to insure pre-employment requirements are met in a timely manner. Identify under-represented skills in the workforce, and determine how they can be addressed in the recruitment process. Advise management regarding essential steps in the performance appraisal process, development of performance plan, preparing performance improvement plans, and initiating performance-based actions. Ensure proper rating and ranking selective factors were met and develop crediting plans for external recruitment when needed. Advise on the procedural and legal requirements for correcting complex conduct problems and administering disciplinary and adverse actions. Lead varied and special assignments, projects, or special subject areas such as the Performance Management Program, the Office of Workers' Compensation Program, the Physically Restricted Program, Unemployment Compensation, Leave and Absences, Hours of Work, etc. Serve as a senior specialist resolving employee relations issues in support of a wide variety of organizations with varying missions. Analyze each situation and conduct extensive research of the case facts, laws, regulations, precedent decisions, etc. 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. Extend job offers, establish reporting dates, and coordinate with all responsible personnel to insure pre-employment requirements are met in a timely manner. Advise management regarding essential steps in the performance appraisal process, development of performance plan, preparing performance improvement plans, and initiating performance-based actions. Ensure proper rating and ranking selective factors were met and develop crediting plans for external recruitment when needed. Lead varied and special assignments, projects, or special subject areas such as the Performance Management Program, the Office of Workers' Compensation Program, the Physically Restricted Program, Unemployment Compensation, Leave and Absences, Hours of Work, etc. Serve as a senior specialist resolving employee relations issues in support of a wide variety of organizations with varying missions. Analyze each situation and conduct extensive research of the case facts, laws, regulations, precedent decisions, etc. 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: 1. Knowledge of the laws, rules, and regulations governing federal civilian personnel management. 2. Knowledge of variety of other programs that have an effect on the administration of the Civilian Personnel Program. 3. Skill in analyzing a wide variety of work force data to provide recommendations for improving the human resource management program. 4. Skill in written and oral communication to present issues and recommendations. 5. Ability to lead, manage, and supervise a small staff. 6. Skill in written communication for correspondence. PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week. VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.