THIS IS A NATIONAL GUARD TITLE 5 EXCEPTED SERVICE NON-BARGAINING POSITION. This HR Specialist (Benefits) position, PD Numbers T5036/T5025, is part of the Montana Army National Guard, HRO. (PD can be obtained from HRO.) Selecting Official: CW3 Benson Also advertised as: GS-0203-07 T5 MT-12076763-T5-23-460 (CAT 1-6) T5 MT-12076916-T5-23-461 (Open to Public, Veterans' Preference DOES apply) T32 MT-12076814-AR-23-205 GS-0201-9/11 T5 MT-12076816-T5-23-462 (CAT 1-6) T32 MT-12076815-AR-23-206

Duties

The purpose of the position is to serve as a HR advisor and technical specialist for employee relations, employee benefits, performance management, and compensation. Advisory and technical services involve a wide variety of personnel actions that are often sensitive and extremely difficult in nature. As a SME in employee relations, employee benefits, and performance management, independently resolves difficult issues requiring consideration of the total personnel management system. Manages, administers, and provides advice life and health insurance, leave, TSP, CSRS, FERS, Long Term Care, and the FECA. Counsels personnel on pre-retirement, obtaining professional health/mental assistance, leave usage and situations of potential FECA abuse. Administers and provides advice on performance management systems, the incentive awards and suggestion programs. Develops procedures to improve the various programs effectiveness in support of the agency goals. Reviews performance standards and appraisals for regulatory compliance and analyses for trends and problem issues such as disciplinary, impact on employee morale, supervisor/managers responsibilities and legal implications. Provides coaching and counseling to managers and supervisors on performance issues such as performance improvement plans, recognition techniques and feedback on establishment of critical elements and standards. Ensures employees and management's due process rights are understood and procedures are followed. Serves as the HRO coordinator and SME on performance-based actions. Initiates and accomplishes coordination with other HRO Specialists, NGB, Hearing Examiners, Union representatives, management and employees on performance-based appeals. Manager for the Incentive Awards Program. Administers the awards program. Develops and provides managers and supervisors with guidance on program procedures. Maintains and monitors a tracking system to evaluate and provide management with reports of statistical information pertaining to status, financial impact, types/numbers of awards. Reviews requests to ensure ratings and justifications for recommendations meet regulatory requirements. Conducts reviews to promote the effectiveness of the program and its goals. Provides technical guidance and assistance in the development and implementation of benefit program changes and open seasons. Determines entitlement to retirement annuities, eligibility for continuation of life and health insurance. Provides individual employee counseling on retirement options and benefit eligibility. Manages and advises personnel on programs such as the Uniformed Services Employment and Reemployment Act, military or civilian deposits for CSRS/FERS, disability benefits, Light Duty program, and Workers Compensation Program. Provides technical advice on flexibilities and appropriate use of leave issues such as Sick Leave for Family Care and Bereavement, compensatory time, leave without pay, absence without leave and military leave. Administers and provides guidance on the use of the Family and Medical Leave Act and Voluntary Leave Transfer Program. Interprets guidance and regulations to provide advice to management and employees on pay schedule adjustments, grade and pay retention, severance pay, back pay, debts, and compensation. Reviews and ensures pay related actions taken by the HRO staff is correct and accurate. Coordinates with United States Property and Fiscal Office and Defense Finance and Accounting Service on complicated and diverse personnel actions affecting employee's pay. Provides advice and recommendations to managers on issues that are sensitive, serious, or controversial pertaining to appropriate disciplinary or corrective actions. Research/review documentation for alternative approaches to resolving problems. Assists management in the preparation of correspondence and documentation for disciplinary and adverse actions. Provides information to management and employee on rights and obligations. Respects confidential information provided by managers, supervisors, union officials or employees. Develops cases taking into account the relevant laws and policies to ensure that penalties promote the efficiency of the agency. Monitors/ensures the FECA program is properly publicized, and supervisors are provided the appropriate guidelines for use of the program. Ensures prompt submission of claims and medical documents. Works with DOL, Civilian Personnel Management System, ANG/ARNG Safety Managers and supervisors to ensure payment of legitimate claims, questionable claims are reviewed and referred to DOL as appropriate and potential fraudulent claims are reported for investigation. Assesses/analyzes situations to ensure minimum compensation costs are expended and light duty policies are implemented. Develops, modifies, conducts and/or oversees the presentation of basic and/or refresher training in employee relations policies and procedures.

Requirements

• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• Any Tenure 1 or 2 (permanent status) employee will forfeit their status and any inherent rights as a permanent employee upon acceptance of this position.
• May occasionally be required to work other than normal duty hours; overtime may be required.
• This position is designated as Essential Personnel and may be subject to duty in preparation for, or in response to, a state emergency or disaster declaration.
• This designation will not exceed 14 calendar days per year unless otherwise approved in advance by the TAG.
• Must be able to obtain and maintain the appropriate security clearance of the position.
• Must be able to start within 6 months of selection.
• Selected candidates will NOT be required to be a member of the MTARNG.

Qualifications

BASIC QUALIFICATIONS: Must have experience or education in the following: Skilled in collecting and analyzing data effectively, efficiently, and accurately. Ability to clearly enunciate English without impediment of speech that would interfere or prohibit efficient communication. Ability to write English in reports and presentation formats. Ability to communicate clearly and effectively. Skilled in presenting formal training presentations and briefings. Ability to assess body language and perceive emotional and/or distress levels. Skilled in applying procedures and directives by reading and interpreting program material. GENERAL EXPERIENCE: Must possess experience, education, or training within the human resources business programs and possess a validated understanding of basic principles and concepts of the Human Resources Specialist. SPECIALIZED EXPERIENCE GS-09: Must have at least one year of specialized experience at the GS-07 level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs to include: Experience in executing personnel programs and Human Resources Information Systems. Knowledge and understanding of the personnel and manpower core competencies: Organization Structure, Requirements Determination, Program Allocation and Control, and Performance Improvement Working knowledge of organizational structures, manpower standards, manpower resources, manpower data systems or commercial services to include strategic sourcing. Experience in performing personnel program requirements that involve advising supervisors and managers. Experience in completing accession planning and processing, classification and position management, and civilian promotions. Experience in advertising positions, processing assignments or reassignment actions, reviewing human resources development programs, applying education and training policy requirements, discussing retraining procedures, and/or providing retirement options. Competent in discussing the equal opportunity and sexual assault prevention and response programs. Experience in career counseling, completing/editing performance evaluations, and conducting educational and skill development personnel course programs. Competent in merit principles, personnel plans, programs, and policies to guide or advise others on their implementation activities. Skilled in applying program policies, directives, publications, and training manuals. Knowledgeable on allocating manpower resource budgets or execution procedures. Experience in performance management and productivity programs or advising on process improvement, best practices, and performance techniques. SPECIALIZED EXPERIENCE GS-11: Must have at least one year of specialized experience at the GS-09 level or the equivalent which provided a working knowledge of National Guard missions, organizations, and federal civilian or military personnel programs to include: Experience in executing personnel programs and Human Resources Information Systems. Knowledge and understanding of the personnel and manpower core competencies: Organization Structure, Requirements Determination, Program Allocation and Control, and Performance Improvement Working knowledge of organizational structures, manpower standards, manpower resources, manpower data systems or commercial services to include strategic sourcing. Experience in performing personnel program requirements that involve advising supervisors and managers. Experience in completing accession planning and processing, classification and position management, and civilian promotions. Experience in advertising positions, processing assignments or reassignment actions, reviewing human resources development programs, applying education and training policy requirements, discussing retraining procedures, and/or providing retirement options. Competent in discussing the equal opportunity and sexual assault prevention and response programs. Experience in career counseling, completing/editing performance evaluations, and conducting educational and skill development personnel course programs. Competent in merit principles, personnel plans, programs, and policies to guide or advise others on their implementation activities. Skilled in applying program policies, directives, publications, and training manuals. Knowledgeable on allocating manpower resource budgets or execution procedures. Experience in performance management and productivity programs or advising on process improvement, best practices, and performance techniques. PLACEMENT STATUS/TENURE OF SELECTEE FOR A NON PERMANENT T5 Position: TEMPORARY PROMOTION/REASSIGNMENT/CHANGE TO LOWER GRADE - For Title 5 permanent current employee as selectees only: This is may be an obligated position or term/indef only position. If a permanent employee in the Title 5 MT NG Excepted civil service employee accepts this position, he/she will retain their permanent status AND have rights to return to their previous Title 5 position. TEMPORARY PROMOTION/REASSIGNMENT/CHANGE TO LOWER GRADE - For Title 5 Term current employee as selectees only: This is may be an obligated position or term/indef only position. If a Term employee in the Title 5 MT NG Excepted civil service employee accepts this position, he/she will retain their Term status AND may have rights to return to their previous Title 5 position (if still available). INDEFINITE APPOINTMENT - For Current Title 32 selectees (any Status) or Title 5 NTE/VRA employees: This is may be an obligated position or term/indef only position. If an on-board employee in the Title 32 or NTE T5 excepted civil service accepts this position, he/she will convert to a T5 Term appointment (tenure 3) with possible permanent status OR without possible permanent status. This employee will have NO reemployment rights to their previous T32 position; but may be reinstated to Title 5 NTE/VRA position if still available. INDEFINITE APPOINTMENT - State National Guard Members not currently a MT NG federal employee: This is may be an obligated position or term/indef only position. Selectee will be appointed as a TERM T5 Term employment with possible permanent status OR without possible permanent status (tenure 3).

Education

EDUCATION REQUIREMENT:
Must have a high school diploma or a general education development (GED) diploma.

(A copy of the diploma is not required to be submitted at the time of application; however, it may be required at a later date.)

Contacts

• Address MT HRO 1956 Mt Majo Street Fort Harrison, MT 59636-4789 US
• Name: Vanessa Toquero
• Email: [email protected]