SUPV HR SPEC (Title 5)

Duties

As a SUPV HR SPEC (Title 5), GS-0201-12, you will perform the following duties.

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. Effects 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. (35%)

The incumbent provides advisory services to all levels of management of situations regarding Human Resources services. Oversees, develops, and interprets the development and administration of program activities, policies, instructions, and goals are in compliance with legislation, publications, regulations, and guidance from Office of Personnel Management (OPM), Department of Defense (DoD), National Guard Bureau (NGB), Department of the Army (DA) and Air Force (DAF), and other governing agencies. (65%)

HR DEVELOPMENT: Supervises and manages the planning, operations, and administration of determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments. Ensures preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training. Plans and administers Full-Time Workforce career development programs.

EMPLOYEE BENEFITS: Supervises and manages the planning, operations, and administration of the state federal employee benefit, leave, such as health, life insurance, dental, vision, leave Thrift Saving Plan (TSP), physical capability requirements, limited duty, and the Federal Employees Compensation Act (FECA), available retirement programs and options. Supervises and manages the planning, operations, and administration of Mass Transit, Reasonable Accommodations (RA), and Telework Programs and policies, Worker's Compensation and Unemployment Programs, and adherence to the Uniformed Services Employment and Reemployment Rights Act (USERRA). Supervises and manages the planning, operations, and administration of the State Special Provision Disability and OPM disability retirement requirements.

HR INFORMATION SYSTEMS: Supervises and manages the planning, operations, and administration of the HR Information Systems (automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services). Ensures data is compliant with legislation, OPM, DoD, DA, DAF, NGB, regulations, and publications.

MILITARY (AGR MANAGER): Supervises and manages the planning, operations, and administration of the Full-Time Support (FTS) Title 32 ARNG and ANG AGR programs. Supervises and manages the administering, delivering, maintaining, advising, and adapting of state programs and policies impacting AGR vacancy announcements, accessions, retirements, key-staff appointments, and in-processing actions. Administers the AGR Control Grade usage and reporting tools.

PERFORMANCE MANAGEMENT AND EMPLOYEE/LABOR RELATIONS: Supervises and manages the planning, operations and administration of programs advising both management and subordinates on matters pertaining to performance management, and employee recognition and incentive awards programs, conduct and discipline, the labor relations program. Supervises and manages the initiation and administration of disciplinary and non-disciplinary adverse actions. Reviews requests for recognition from labor organizations and recommends appropriate course of action. Coordinates with labor organizations and their representatives when necessary.

Performs other duties as assigned. T5413P01

Requirements

Conditions of employment

• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• Perform irregular/overtime hours in support of operational requirements and contingencies
• Failure to complete prescribed courses may be cause for reassignment or termination of FTS.
• Must be able to obtain and maintain the appropriate clearance designated at the State through the use of the Position Designation Tool.
• Ability to establish effective professional working relationships with coworkers and customers, contributing to a cooperative working environment and successful accomplishment of the mission.

Qualifications

In describing your experience, please be clear and specific. We will not make assumptions regarding your experience. Applicants who do not fully address the minimum/specialized experience needed for the position in their resume will not be referred for consideration.

MINIMUM EXPERIENCE: The ability toanalyze problems to identify significant factors, gather pertinent data, and recognize solutions; Plan and organize work; and communicate effectively orally and in writing.

SPECIALIZED EXPERIENCE:GS020112- Applicant must have the following experience:

• Must have at least one year of specialized experiences at the next lower level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs.
• Experience with HR laws, regulations, principles, policies, and concepts related to the assigned functional area sufficient to plan and coordinate activities and serve as a technical resource to management and HR specialists on difficult or controversial issues.
• Experience in conducting research and determining appropriate application of laws, regulations, policy, or other directives and interpretative instructions for use in assigned HR action and in making decisions and recommendations.
• Experience and knowledge of HR computer applications and ability to integrate new, existing, and proposed applications into the operating environment. Ability to retrieve and provide HR reports to the serviced population.
• Experience in managing the function of the work to be performed.
• Experience which includes leading, directing and assigning work of personnel.

Education

This job does not have an education qualification requirement.

Additional information

SECURITY CLEARANCE REQUIREMENT: Employment is subject to attaining and maintaining a clearance as required by this position. If the selectee does not possess the applicable security clearance when hired, application must be made within 30 days of the start date. Failure to make application for the required security clearance will result in termination of employment.

If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency ( ).

APPLICATION MATERIALS MUST BE RECEIVED BY 08/26/2025. FAILURE TO PROVIDE COMPLETE INFORMATION MAY RESULT IN YOU NOT RECEIVING CONSIDERATION FOR THIS POSITION. Please refer to the Qualifications and Evaluations Section of this Announcement to understand the qualification requirements, and the How to Apply Section for detailed instruction on applying.

Annuitants other than DSR annuitants hired on or after November 25, 2003, shall not have their salary offset by the amount of the annuity received for the period of reemployment in accordance with section 9902(h) of Reference (b). These individuals shall receive full salary and annuity during the period of reemployment; they shall not be considered employees for the purposes of subchapter III of chapter 83 or chapter 84 of Reference (b) (e.g., ineligible for retirement deductions, ineligible to participate in the Thrift Savings Plan); and their period of reemployment shall not be creditable for a supplemental or redetermined annuity.