The incumbent provides a full range of HR products and services to address a wide rage of complex, interrelated HRM problems and issues.
Duties Help
Applies experience and detailed knowledge applicable to his/her discipline to plan and accomplish assignments. Applies merit system principles to attract, develop, manage, and retain a high quality and diverse workforce. Provides employment, staffing, and compensation services to fill paraprofessional, professional, technical, specialized, and related support positions; plans, coordinates and implements approved organizational structures that support desired grade/band levels and career pathways; assists managers and supervisors by providing advisory guidance on title, series, and grade/band levels; assists management in developing crediting plans and other documentation necessary for the recruitment and placement of well-qualified candidates in internal or external competitive staffing actions; identifies, analyzes, resolves difficult problems (e.g., qualifications disputes, controversial staffing issues, etc.); provides guidance to lesser experienced staff.
May conduct research in the application of HRM laws, rules, regulations, policies, precedent, decisions, etc. Demonstrates some independence in planning time and using assigned resources to accomplish tasks or small projects. Drafts and builds job vacancy announcements for the various/multiple Occupational Job Series, (e.g., 1825, 2101, and 2152) for publishing. Generates candidate referral lists. Audits selections ensuring adherence to veteran¿s preference; closes referral list when LOB requests list be closed. Evaluates applications and résumés for qualification and adjudicates veteran¿s preference. Issues tentative and firm offer letters (TOL and FOL). Initiate hire actions in Workforce Transformation and Tracking System (WTTS) and processes new hire action within Federal Personnel Payroll System (FPPS). Generates reports detailing applicant¿s status: outstanding clearance(s), academy class assignment, TOL/FOL date.
Supports the communication between client organizations and the processing center by researching and coordinating technical requirements to ensure personnel action are researched and coordinated with customers before forwarding to the processing center for final action. Ensures personnel actions are annotated with the appropriate nature of action, legal authority, pay, and respans; collects/analyzes data and information concerning time-to-fill metrics and accuracy of personnel actions.
Established policies/procedures provide guidance for most assignments, but allow some direction for employee to select the most appropriate approach(es). Typically receives guidance on selecting approaches from a manager, project/program manager, team leader, or more experienced professional.
May develop and deliver briefings, status reports, and correspondence to manager and employees to foster understanding of policies, procedures, trends, problems, and recommendations. Assists management by researching and gathering documents associated with Equal Employment Opportunity (EEO) complaints, Freedom of Information Act (FOIA) requests, and drafting initial response to Congressional complaints.
Refers problems and work issues to a manager, project/program manager, team leader, or more experiences professional when guidelines are not available or applicable.
Work is typically reviewed frequently during assignments and at completion to ensure timelines, policy compliance, and alignment with the requirement of projects and/or other work activities.
Other duties as assigned.
