HR SPEC

Duties 1. Serves as the state's principal advisor and consultant to key management on the full range of staffing options for a variety of professional, administrative, technical, and trades and labor occupations. Provides guidance and advisory services to operating managers in analyzing and proposing solutions to personnel management problems. Is relied on by operating officials to provide comprehensive guidance and advice in such areas as recruitment sources for top qualified employees, availability of needed skills, qualification requirements, retention standings, and other staffing functions. Seeks candidates from a variety of sources, conducts interviews and evaluates qualifications and eligibility for positions being filled. Ensures selecting official has a reasonable number of well-qualified candidates from which to choose. Initiates correspondence and/or contacts concerning recruitment and placement of applicants with Office of Personnel Management (OPM), Department of Defense (DoD), National Guard Bureau (NGB), other Federal agencies, high schools, colleges and universities. Researches and prepares replies to Congressional inquires relating to employment. 2. Analyzes and evaluates the state's current technician staffing situation including turnover, vacancies, and current recruiting strategies to identify and forecast staffing problems. Researches and develops solutions and strategies to recruitment and retention problems that integrate a variety of flexibilities. Provides technical assistance to managers in developing justifications for requesting the use of special salary rate, recruitment bonuses, retention allowances or other authorities. Develops Merit Placement Plan and ensures compliance with federal laws (i.e., The Technician Act), NGB Regulations, and local labor agreements. Maintains a tracking system to evaluate the Merit Placement Plan. Initiates and develops changes, which will improve the procedures and make the plan more acceptable to both management and employees. Administers merit promotion plan; provides guidance and assistance to supervisors and/or designated subject-matter experts in the development of job analysis and ranking criteria; prepares announcements and receives applications; determines nature of action and legal authority under which action is to be processed; ensures time-in-grade requirements are met when required; establishes and certifies accuracy of rates of pay for all placement actions in accordance with federal law, OPM and NGB regulations, and Comptroller General decisions. Reviews records to check for dual employment and/or dual compensation. Ensures required selection documentation and information is correct including military compatibility. Checks medical certificates and reports from references; checks security requirements; initiates select/non-select letters, etc. Counsels and registers employees in the DoD Priority Placement Program (PPP) and/or OPM Interagency Placement Assistance Program (ICTAP) as appropriate. Defends recruitment and placement actions taken in accordance with policies, regulations, and procedures in the event of recruitment or placement grievances. 3. Develops, recommends, maintains, and applies state policy for use of such pay setting tools as highest previous rate and recruitment and retention tools. Sets rates of pay for GS and FWS appointments, transfers, promotions, changes to lower grade, and changes between GS and FWS pay systems. In concert with the state classification specialist, determines need for and processes supervisory differential pay. Manages permanent change of station moves. Initiates transportation agreements. Completes travel orders authorizing various entitlements. Obtains necessary funds from NGB or state Comptroller as appropriate. Provides counseling to employees on entitlements, rights, and obligations. 4. Works closely with management to resolve controversial issues. Works with classification specialist with developing competitive levels and maintains retention registers. Researches, prepares, and defends actions relative to reduction in force appeals. Evaluates qualifications and military assignment factors to reassign displaced employees. Develops, coordinates, maintains state plans/guidance involving Merit Placement Plan, reduction-in-force, highest previous rate, recruiting, and retention incentives. Advises commanders, managers, and supervisors on the various programs through formal classroom and one-on-one training. Performs other duties as assigned. Requirements Conditions of Employment Federal employment suitability as determined by a background investigation. May be required to successfully complete a probationary period. Participation in direct deposit is mandatory. Favorable background check is required. Males born after 31 December 1959 must be registered for Selective Service, see . Incumbent must possess or be able to acquire the appropriate level security clearance for this position. Qualifications AREA OF CONSIDERATION : Open only to onboard Federal Employees/Technicians of the Massachusetts National Guard. SPECIALIZED EXPERIENCE : GS 09: Must have 1-year specialized experience equivalent to at least the next lower grade (GS-7). Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant 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. GS-11: Must have 1-year specialized experience equivalent to at least the next lower grade (GS-9). Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant 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. Incumbent will be appointed at the GS-09 or GS-11 level depending on qualifications. This position is developmental: Incumbent at the GS-09 may be non-competitively promoted to the next higher grade upon completion of an Individual Development Plan (IDP), meeting time in grade requirements, and be recommended for promotion by supervisor 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 months/years. 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. Education This job does not have an education qualification requirement. Additional information 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 ( ). If you are unable to apply online or need to fax a document you do not have in electronic form, view the following link for information regarding an Alternate Application . To ensure compliance with an applicable preliminary nationwide injunction, which may be supplemented, modified, or vacated, depending on the course of ongoing litigation, the Federal Government will take no action to implement or enforce the COVID-19 vaccination requirement pursuant to Executive Order 14043 on Requiring Coronavirus Disease 2019 Vaccination for Federal Employees. Federal agencies may request information regarding the vaccination status of selected applicants for the purposes of implementing other workplace safety protocols, such as protocols related to masking, physical distancing, testing, travel, and quarantine. Benefits Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new window Learn more about federal benefits . Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered. How You Will Be Evaluated You will be evaluated for this job based on how well you meet the qualifications above. Please follow all instructions carefully. Errors or omissions may affect your eligibility. Once the application process is complete, a review of resume and supporting documentation will be made and compared against your responses to the assessment questionnaire to determine if you are qualified for this job. If, after reviewing your resume and/or supporting d