HUMAN RESOURCES SPECIALIST (INFORMATION SYSTEMS) (TITLE 5)

*Your resume must reflect in detail how the duties and responsibilities under each position you have held with each employer meets the below listed general and specialized experience required for the position. **Must include beginning and ending dates of employment stated as MM/YYYY; and total hours worked per week in order to determine part time vs. full time credit.

BASIC QUALIFICATION REQUIREMENTS: 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; and, Skilled in applying procedures and directives by reading and interpreting program material.

SPECIALIZED EXPERIENCE GS 11/12: Must posses at least 1 year of specialized experience equivalent to GS-0201-9/11. (SF 50 required for validation) OR Must possess: Advanced knowledge of HR laws, regulations, principles, policies, and concepts related to the assigned functional area sufficient to plan and coordinate activities, provide HR management advisory services, and serve as a strategic and technical resource to management and HR Specialists on difficult or controversial issues.

Skill in communicating effectively with all levels and types of organizations and audiences. Ability to communicate with managers and leadership regarding HR subject matter. Skill in making clear and convincing oral presentations to individuals or groups, listening effectively, and clarifying information as needed; facilitates an open exchange of ideas and fosters an atmosphere of open communications.

Skill in writing clear, concise, explanations of policy, regulations, decision documents etc. for various audiences including, at times, the general public. Skill in conducting research and determining appropriate application of laws, regulations, policy, or other directives and interpretative instructions for use in assigned HR action and in making decisions and recommendations. Skill in analyzing complex operational and business problems involving issues for serviced functions.

Skill in advising managers and supervisors of HR program flexibilities and recommending alternatives. Working knowledge of HR computer applications and ability to integrate new, existing, and proposed applications into the operating environment. Ability to retrieve and provide HR reports to the serviced population.

Major Duties: This is not an all-inclusive list As a HUMAN RESOURCES SPECIALIST (INFORMATION SYSTEMS) (TITLE 5), GS-0201-11/12, you will: Serves as the state technical advisor for HR Information Systems (automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services) with a thorough understanding of HRO functional areas and internal processes (e.g., Staffing, Benefits, etc.) and how those inter-relationships impact processing of personnel actions.

Works to resolve complex issues that arise which impact multiple functional areas within the HRO. Plans, organizes, manages, and performs duties necessary to accomplish information systems management functions in support of HR programs essential to state Army/Air National Guard operations, training, and readiness missions. Applies an expert knowledge of HR management rules, regulations, policies, and procedures that have impact on or are related to HR systems and applications.

Provides management advisory services to all levels of customers requiring knowledge of each HRO functional area. Researches, analyzes, recommends, and resolves a variety of complex issues relating to national HR information systems. Designs and develops reports using policies, procedures, regulations, and a wide variety of data within the automated HR personnel system to provide decision making information.

Utilizes current data reporting tools to analyze data and provide business intelligence products to senior leadership. Serves as a State-Level expert in providing analysis, evaluations, and recommendations for implementation of HR information systems. Provides technical support services to system users in the field. Develops and interprets policy for HRO functional areas as it relates to HR information systems and applications.

• Develops impact statements and recommends changes as deemed necessary which may be adopted as internal policy.
• Provides advice to HRO staff and serviced organization officials to ensure timely implementation of new subsystems and/or enhancements to new or existing systems.
• Assists with technical, functional, and communications problems of HR applications.
• Develops state unique quality control (QC) program queries to ensure OPM/DoD standardization is met.

Works with HRO functional areas to identify and correct invalid data. Analyzes quality control queries, personnel/payroll data reconciliation, rejected actions and reports to determine trends, problem areas and recommends modifications. Follows up to ensure corrective action is accomplished. Interprets requirements and changes as they impact human resources administration policies and procedures and recommends appropriate action.

Identifies data error trends and provides training or written instructions to alleviate errors. Determines, plans, conducts, and evaluates training of HR information systems by monitoring progress and competency levels of personnel within HRO functional areas. May have limited leader responsibilities. Distributes and balances workload among Information System employees. Gives on-the-job training to lower-graded employees. May approve emergency leave for assigned employees in extenuating circumstances.

Provides input into annual performance appraisals. Resolves simple complaints and grievances, referring the more serious ones to the supervisor. Recommends training needs for employees. Performs other duties as assigned.