The incumbent assists the Director of Human Resources in performing the day-to-day responsibilities associated with human resources operations.

Duties

Duties of the position include, but are not limited to: Utilizes an onboarding and/or automated web-based application systems (e.g. CareerBuilder, Workforce Transformation Tracking System/Entry on Duty System (WTTS), Federal Personnel and Payroll System (FPPS), Oracle Business Enterprise Edition (OBIEE), etc.) to post vacancy announcements, perform qualifications review, rank applicants, develop selection criteria, process personnel actions, assure appropriate documents and forms are completed prior to entrance on duty and to produce and maintain other HR data, records, and reports. Assists managers and employees with information and interpretation of PDS's benefits administration, compensation, wage administration, staffing, verification of employment, position management procedures, practices, policies and guidelines. Serves as an organization resource on issues involving the PDS pay system. Consults with managers and supervisors on a wide range of compensation issues including current and previous pay setting practices. Interprets and applies pay rules and regulations. Resolves or recommends resolution to pay setting discrepancies. Counsels management officials, employees, and beneficiaries on federal program coverage, options, variance in coverage, advantages and disadvantages of various options. Interprets and explains federal retirement and insurance laws and regulations. Provides individual retirement counseling and performs calculations. Provides information on federal retirement options, eligibility requirements, health and life insurance implications, the impact of prior government or military service, divorce and remarriage, the role of Social Security, and the implications of retirement savings plans. As necessary, assists supervisors and employees from assigned organizations with the provisions of the workers' compensation program. Counsels management officials, and employees on payroll matters to include, but not limited to resolution of timekeeping discrepancies involving the corrections of timesheets, providing general and specific guidance for timekeeping and the usage of the QuickTime payroll system. Performs leave audits for staff to be used for maternity leave usage projections, leave without pay and leave of absences and to resolve related QuickTime Time and Attendance and/or Payroll Issues. Identifies and tracks anticipated personnel actions, such as promotions, within-grade increases, actions with not-to-exceed dates, etc. Prompts required supervisory approvals and requests or initiates personnel actions to ensure timely processing for appropriate effective dates. Requests or initiates personnel actions documenting appointments of new employees in assigned organizations and ensures each is properly recorded. Receives and researches questions from supervisors and employees concerning aspects of human resources programs and processes. Reconciles employee records based on periodic reviews or findings from external audits. Reviews actions affecting employee status, particularly pay, to identify discrepancies. Highlights errors found and recommends or initiates corrective action. Utilizes and assists in the administration of the organization's electronic Official Personnel Folder (e-OPF) System. Recommends input for PDS human resources policies and operating procedures. Conducts research. Drafts human resources polices and operating procedures at the direction of the Director of Human Resources. Assists the Director of Human Resources in handling employee relations cases. Provides management and supervisor consultation and operational guidance on issues related to employee relations. Assists with administering the PDS position classification program. Works with and advises management officials on establishing new positions and on revising existing positions. As necessary, conducts desk audits. Evaluates positions against established standards and guides to determine the appropriate classification for each position reviewed. Provides information, advice, and assistance to managers and supervisors on all aspects of the position classification system. Acts as a strategic partner to apply analytical, qualitative, or quantitative techniques in order to recommend creative, innovative and integrated solutions to resolve complex human capital matters. Conducts data analysis and reporting requirements. Performs comprehensive data analysis to include, but not limited to workforce planning, leave projections, and trend analysis. Other duties as assigned.

Requirements

Qualifications

For the AD-12 (GS-12) or AD-13 (GS-13): You must demonstrate in your resume that you have at least one (1) year of specialized experience equivalent to at least the GS-11 or GS-12 level in the Federal service or equivalent administering counseling, guidance, and execution of complex matters outlined in this announcement. See Major Duties and Responsibilities for examples of qualifying experience required for this position. Highly Desirable Qualifications: Additionally, the following knowledge, skills, and abilities and/or experiences are deemed highly desirable and strongly preferred: Comprehensive knowledge of and skill in applying a wide range of human resources concepts, principles, laws, regulations, and practices to include staffing, and talent acquisition. Comprehensive knowledge of and skill in applying federal laws, regulations, and practices governing federal benefits to include: retirement, health and life insurance, and other benefits entitlements; federal position classification; federal position management; federal personnel action processing; federal pay setting & compensation matters; and federal records keeping. Comprehensive knowledge of and skill in on-boarding and off-boarding processes. Demonstrated ability to provide advice and counsel concerning all aspects of assigned human resources programs and operations including employee relations counseling, performance management, disciplinary actions, EEO workplace issues, etc. to executives, managers, and employees. Demonstrated ability to utilize the Federal Personnel and Payroll System (FPPS), the Workforce Transformation Tracking System/Entry on Duty System (WTTS); the QuickTime payroll system; and/or Oracle Business Intelligence Enterprise Edition (OBIEE). Demonstrated ability to develop professional working relationships with individuals and organizations throughout the agency and with other relevant organizations. Demonstrated ability to communicate successfully verbally and in writing. Strong business acumen.

Education

This job does not have an education qualification requirement.

Contacts

• Address Public Defender Service for District of Columbia 633 Indiana Ave., NW Washington, DC 20004 US
• Name: Public Defender Service
• Email: [email protected]