Under the administrative direction of the MWR Director and technical guidance from the Regional HR Director this position is the primary technical advisor on NAF Human Resources and requires extensive interfacing, coordinating, planning and scheduling with the Region, NAF program managers and employees.

Duties

Workforce Planning and Employment Advises and assists to managers and/or supervisors on all NAF HR matters as well as consultation on developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the most effective alignment of HR systems to support strategic goals and objectives within their organizations. Illustrations include but are not limited to the following examples: Ensures that workforce planning and employment activities are compliance with all regulatory HR guidance for the non-appropriated funds. Utilizes the CNIC NAF personnel database Systems, Applications and Products Human Resources (SAPHR) to prepare and maintain all employee records to include but not limited to recruitment, employee personnel data changes, benefits, evaluations, processing of awards, disciplinary actions, etc. Performs all required duties related to recruiting and provides assistance to managers in the areas of Recruiting/ Staffing and Retention, to include, conducting strategic consultations, developing job analyses, posting vacancy announcements, areas of consideration, determining minimum qualifications, rating and ranking applicants, and generating certificates. Human Resources Development Developing, implementing, and evaluating activities and programs that address performance appraisal, talent and performance management to ensure that the knowledge, skills, abilities, and performance of the workforce meet current and future organizational and individual needs. Illustrations include but are not limited to the following examples: Ensures that Human Resource Development activities are compliance with all regulatory HR guidance for the non-appropriated funds. Conduct a needs assessment to identify and establish priorities regarding human resource development activities. Develop/select. Implement and evaluate employee, management and supervisory training programs (for example: Benefits, retirement, leadership skills, writing potion descriptions, evaluating employees, interview techniques, harassment prevention, employee relations) to increase individual and organizational effectiveness. Employee and Labor Relations Developing, implementing/administering, and evaluating the workplace in order to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization's goals and objectives. (e.g., performance, discipline, Union activities, Unfair Labor Practices, grievances, union collective bargaining agreement implementation, reorganizations, realignments, relocations, Business Based Actions, transfer(s) of function(s)). Illustrations include but are not limited to the following examples: Ensures that Employee and Labor Relations activities are compliance with all regulatory HR guidance for the non-appropriated funds. Fully supports equal employment opportunity initiatives and ensures employees are respected, valued and free from harassment. Promotes a positive command climate through personal example by providing an environment in which all personnel can perform to their maximum ability, unimpeded.. Provides overall advice and assistance on management-employee relations, discipline, adverse actions, grievances, performance management and recognition, employee counseling, and related functions ensuring that no disparate impact or other legal issues arise. Investigate and resolve employee complaints involving employment practices or working conditions, utilizing Regional and professional resources as necessary. Compensation and Benefits Developing/selecting, implementing/administering, and evaluating compensation and benefits programs for all employee groups in order to support the organization's goals, objectives, and values. Illustrations include but are not limited to the following examples: Ensures that Compensation and Benefits activities are compliance with all regulatory HR guidance for the non-appropriated funds. Utilizes the CNIC NAF personnel database Systems, Applications and Products Human Resources (SAPHR), and KRONOS Timekeeping system to generate reports and analyze data. May utilizes KRONOS, ADP or other payroll processing software and programs to manage employees' time and attendance, approve time and submit payroll. Supervisory Duties Provides administrative and/or technical supervision (including hiring, discipline, evaluation, leave approval, and training) for 3 NAF Human Resource Personnel. Directs work to be accomplished by staff. Assigns work based on priorities, difficulty and requirements of assignments and staff capabilities. Performs other related duties as required.

Requirements

• Must meet Federal Employment suitability requirements and successful completion of background investigation. Background investigations are conducted using fingerprint identification and completion of background inquiry forms.
• Must successfully pass the E-verify employment verification check. Any discrepancies must be resolved as a condition of employment.
• You must go through a Personal Identity Verification (PIV) process that requires two forms of identification from the Form I-9.
• May be required to pass pre-employment examinations.
• Must provide proof of U.S. Citizenship or U.S. National.
• A valid State driver's license is required to operate motor vehicles.
• Must have your salary sent to a financial institution of your choice by Direct Deposit/Electronic Funds Transfer.

Qualifications

In order to qualify for this position, your resume must provide sufficient experience and/or education, knowledge, skills, and abilities, to perform the duties of the specific position for which you are being considered. Your resume is the key means we have for evaluating your skills, knowledge, and abilities, as they relate to this position. Therefore, we encourage you to be clear and specific when describing your experience. All non-government positions identified on your resume must include complete address and to and from dates. Government positions must include pay plan, series, grade, to and from dates and address of the agency/organization. In order to be ranked as highly qualified, candidate must have at least four (4) years of specialized experience directly related to the duties described above. Qualifying experience must have been equivalent to the next lower level in the normal line of progression. Specialized experience must demonstrate the following: Knowledge of and skill in applying a wide range of HR theories, concepts, practices, laws, regulations, policies, and precedents sufficient to provide comprehensive HR management advisory/technical services on substantive organizational functions and work practices. Previous supervisory experience of at least three years is required. Analytical, diagnostic, and qualitative/quantitative techniques sufficient to identify, evaluate, and recommend to management appropriate HR interventions to resolve complex, interrelated HR problems and issues. Techniques for developing new or modified HR work methods, approaches, or procedures for delivering effective HR services to clients. Knowledge and the ability to research a wide range of HR case law, principles, practices, policies, instructions and regulations sufficient to perform detailed analyses and draw conclusions on complex legal issues, problems, and situations with the interpret/analyze precedent and substantive decisions, and/or legal opinions that various courts and administrative bodies have rendered. Negotiation procedures and conflict resolution techniques sufficient for problem solving, advising management, and interacting (when required) with individuals in delicate/highly contested case matters and determinations. Knowledge of CNRSE and CNIC organizational structure and mission(s) of organizations serviced to perform the full range of HR services. Ability to interpret and apply OPM classification guidelines and policies to assist managers and/or supervisors in developing position descriptions and determine appropriate title, series, and pay band/grade level. Ability to identify and determine position and skill requirements to create crediting plans to use in applicant qualification process. Ability to analyze resource requirements to identify key positions/competencies and develop training plans/developmental assignments for use with management development programs and/or intern programs. Skill in the use of a Human Resources Information System (e.g., SAPHR, KRONOS, ADP). Written and oral communication techniques sufficient to: develop/deliver briefings and correspondence; foster understanding/acceptance of findings; present arguments/ advisory opinions; and to prepare legal and case documents. Skill in the use of Microsoft Office Programs (e.g., Word, Excel, Power Point, Outlook). You will receive credit for all qualifying experience, including volunteer and part time experience. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., professional, philanthropic, religious, spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. As part of the application process, you must complete and submit an occupational questionnaire and your RESUME MUST SUPPORT AND VALIDATE YOUR ANSWERS or you may be removed from consideration. ONLY THE MOST HIGHLY QUALIFIED CANDIDATES WILL BE REFERRED. IF MANAGEMENT DOES NOT WISH TO SELECT A HIGHLY QUALIFIED CANDIDATE, THEY MAY REQUEST A REFERRAL LIST INCLUDING WELL OR QUALIFIED APPLICANTS. Please follow all instructions carefully. Errors or omissions may affect your rating and/or appointment eligibility. PLEASE READ THIS VACANCY ANNOUNCEMENT IN ITS ENTIRETY TO ENSURE ALL REQUIREMENTS ARE ADDRESSED IN YOUR APPLICATION PACKAGE. RELOCATION AUTHORIZED NO Payment of Permanent Change of Station (PCS) is authorized, based on a determination that a PCS move is not in the Government interest KEY REQUIREMENTS/CONDITIONS OF EMPLOYMENT You must be a US Citizen. Males must be registered or exempt from Selective Service. https://www.sss.gov/register/ Selectee must be determined suitable for federal employment. Selectee may be required to successfully complete a probationary period. Selectee is required to participate in the direct deposit pay program. Social Security Card is required. Satisfactorily complete an employment verification (E-VERIFY) check. A favorable background is a requirement of this position. Failure to obtain and maintain a favorable background may result in the withdrawal of the position offer or removal. NOTE: Applicants have the ability to perform an E-Verify Self Check to confirm employment eligibility at http://www.uscis.gov/mye-verify/self-check. Although a Self-Check is not mandatory, it can be a useful tool for applicants to find out if there is a problem with their employment eligibility records and resolve any issues before taking a job.

Education

This position does not have a positive education requirement.

Contacts

• Address NAS Pensacola 450 Radford Blvd Bldg 4143 Pensacola, FL 32508 US
• Name: Amanda Urmanic
• Email: [email protected]