Supervisory Human Resources Specialist (Military)

Duties

As a Supervisory Human Resources Specialist (Military), GS-0201-11, you will

(1) Directly supervise and provide technical and administrative supervision over Human Resources Assistants (Military), Human Resources Specialists (Military), and specialists within the other specialized functions of the Education Services Office. Formulate human resources and administrative procedures and policies based on the interpretation of regulations and directives from the Department of Defense (DoD), Department of Army (DA), and the National Guard Bureau (NGB). As required, perform military human resources work in any of the program areas for which assigned, for officer, warrant officer, and enlisted members and includes but is not limited to: educational requirements (military or civilian), civilian education benefits, bonus/incentive programs, National Guard Bureau (NGB) waivers, etc. Resolve technical/policy issues presented by subordinates within the area of assignment. Provide direct support to all units located within the state, their dependents, and retired members.

(2) Plan, organize, and direct the activities of assigned Education and Incentive sections, ensuring that legal and regulatory requirements are met. Develop goals and objectives that integrate organization and military human resources objectives and establish policies and procedures for accomplishment of the same. Coordinate, plan, and schedule with other organization managers and customers as appropriate. Review and provide advice on organization missions, functions, and manning of serviced units. Identify, analyze, and provide recommendations to supervisor on significant issues and problems related to work accomplishment. Identify requirements and initiate requests for additional resources including personnel, overtime, equipment, supplies, and space to ensure success in meeting goals and objectives.

(3) Oversee and review the accounting of funds for accounts relating to the area of assignment which may include but is not limited to: educational bonuses and incentives, and recruiting and retention incentive payments; and requires exercising proper control measures, forecasting, and developing and conducting internal audit reviews. As required, provide reports on audits and outline any changes to be made as a result of the findings.

(4) Plan and schedule work in a manner that promotes a smooth flow and even distribution, set and adjust short-term priorities, and prepare schedules. Assign work to subordinate employees based on organization priorities and consideration of difficulty and requirements of assignments such that the experience, training, and abilities of staff are effectively utilized to meet organization and customer needs. Provide advice, guidance, and direction to employees on a wide range of military human resources and administrative issues. Interview candidates for positions and select, or recommend selection of, candidates for vacancies, promotions, details, and reassignments in consideration of skills and qualifications, mission requirements, and EEO and diversity objectives. Hear and resolve employee complaints and refer serious unresolved complaints to higher-level management. Effect minor disciplinary measures such as warnings and reprimands and recommend action in more serious disciplinary matters. Identify employee developmental needs and provide or arrange for training (formal and on-the-job) to maintain and improve job performance. Encourage self-development. Assess and revise policies and procedures as needed to find ways to improve quality, timeliness, and efficiency of work. Develop, modify, and/or interpret performance standards.

(5) Meet with key customer and coordinating officials to assess customer satisfaction, explain organization policy and procedures, and resolve problems that arise. Provide or ensure that subordinates provide customer guidance and training. Participate in special projects and initiatives and perform special assignments. Identify the need for special projects and initiate milestones and goals. Evaluate reports by analyzing facts and performing appropriate research and prepare detailed responses. Determine appropriate recommendations for unresolved or questionable problems and perform follow-up. Research and determine or recommend appropriate actions or interpretation of issues that impact organization, installation, command, or agency.

(6) Perform other duties as assigned.

Qualifications

General Experience: Experience, education or training which involves the exercise of analytical ability, judgment, discretion, and personal responsibility, and application of a substantial body of knowledge of principles, concepts and practices applicable to one or more fields of administration or management. Experience using computer and automation systems.

Specialized Experience: Must have at least 36 months of the following:

Experience involving the administering, delivering, maintaining, advising, and adapting advanced concepts, principles, and theories of Human Resources to the unique organizational, management, and mission requirements. Experience assisting in the development of Human Resources policies and procedures. Experience advising management on Human Resources principles and practices. Experience in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel.

Placement Factors: (1) Knowledge of, and skill in applying a wide range of military personnel human resource management concepts, practices, laws, regulations, policies and precedents; a wide range of military personnel concepts, practices, regulations, etc. within the Education and Incentives field; a full range of US laws, regulations, principles and practices sufficient to provide state level comprehensive military personnel management advisory and other technical services to organizational functions. (2) Knowledge of GIMS. (3) Knowledge of all GI Bill chapters. (4) Analytical and diagnostic techniques and qualitative and quantitative techniques sufficient to identify, evaluate, and recommend to management appropriate HR interventions to resolve complex interrelated HR problems and issues. (5) Experience writing education regulations. (6) Ability to participate in strategic planning on education and incentive based programs. (7) Completion of an MOS-producing school related to the field.