HR SPEC (INFORMATION SYSTEMS) Jobs

HR Spec (Information Systems)

Duties As a HR SPEC (INFORMATION SYSTEMS), GS-0201-11, you will be responsible for planning, operating, and administering the operation of the Human Resources Information Systems (HRIS). Data within the systems must conform to standardization set by the Office of Personnel Management (OPM), Department of Defense (DoD), Department of the Army (DA), Department of the Air Force (DAF), National Guard Bureau (NGB), and other governing legislation or agencies. Duties are performed to both Army (ARNG) and Air National Guard (ANG) organizations and the full-time workforce within the State. Trains and provides technical assistance to lower graded specialists.

Major duties include:

• Providing technical assistance and guidance to supervisors, leadership, and various staff members in the operation, maintenance, and capabilities of various Human Resource Information Systems (HRISs) such as automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services.
• Directing and monitoring operation and maintenance of the local personnel system.
• Analyzing quality control queries, Personnel/Payroll data reconciliations, and rejected data entries from reports.
• Reviewing daily products to determine trends, identify problem areas, and recommend modifications, additions, or deletions of products.
• Establishing schedules to meet personnel system requirements.
• Responsible for daily pick up, distribution, and analysis of print products to ensure they conform to requirements and meet quality standards.
• Conducting compliance review and submission of Position Organization Address (POA) and Organizational Hierarchy (OH) changes to National Guard Bureau (NGB).
• In accordance with published guidance, verifying that system enhancements and system patches are working properly.

Additional duties include:

• Providing training to familiarize HRO staff, HRO remotes, and supervisors with the HRIS.
• Advising applicable personnel of any updates for coding, system transactions, and maintaining system security.
• Providing input for the development of Standard Operating Procedures (SOPs) to be used by HRO staff and customers.
• Leading periodic formal training designed to inform users of current and future changes.
• Monitoring progress of training until competence is developed within HRO functional areas.
• Providing advice on the use of data for compiling personnel and statistical reports and preparing personnel action documents.
• Applying a practical knowledge of human resources management rules, regulations, policies, and procedures that have impact on, or are related to, HRIS.
• Compiling personnel and statistical reports and advising staff in the proper documentation for personnel actions.
• Researching and analyzing problems while monitoring actions requested to ensure that problems encountered are fixed.
• Reviewing data flow actions to ensure that interfacing systems are updated initiating the re-flow process when necessary.
• Ensuring HRO staff is informed and trained on system changes, including patches, messages, and system advisory notices.
• Identifying system operational problems and working with local Information Technology (I.T.) and NGB to coordinate activity for timely resolution.
• Determining equipment needs, discrepancies, relocations, etc.
• Ensuring only authorized person(s) have access to the system.
• Using automated system to effectively process personnel actions in accordance with the Guide to Processing Personnel Actions and local personnel systems checklists as required.
• Monitoring and controlling HRIS access.
• Performing user account management services by identifying users to be added/deleted/modified.
• Controlling groups by assignments and reviewing system privileges to ensure confidentiality.
• Providing customer service for HRIS helpdesk tickets, requests for information and/or assistance.

Requirements Conditions of employment include:

• Ability to obtain and maintain the appropriate security clearance of the position.
• Ability to establish effective professional working relationships with coworkers and customers, contributing to a cooperative working environment and successful accomplishment of the mission.
• Irregular and/or overtime (compensatory) hours may be required to support operational requirements or contingencies or may be required to work hours outside of the normal duty day.
• May occasionally be required to work other than normal duty hours; overtime/comp time 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.
• The work may require the incumbent to drive a motor vehicle; if so, and an appropriate valid driver's license is mandatory.
• Participation in direct deposit is mandatory.
• For positions requiring the operation of motor vehicles, candidates must have a valid state driver's license.

Qualifications include:

• 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.

Specialized experience includes:

• At least one year of specialized experiences 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.
• Experiences in executing personnel programs and Human Resources Information Systems, as applicable to the specific position and its position description.
• Knowledge and understanding of the personnel and manpower core competencies: Organization Structure; Requirements Determination; Program Allocation and Control; and, Performance Improvement.
• Have a working knowledge of organizational structures; manpower standards; manpower resources; manpower data systems; or, commercial services to include strategic sourcing.
• Experienced in performing personnel program requirements that involve advising supervisors and managers; and, experienced in completing accession planning and processing; classification and position management; and, civilian promotions.
• Experienced reviewing human resources development programs; applying education and training policy requirements; discussing retraining procedures.
• Competent in discussing the equal opportunity and sexual assault prevention and response programs.
• Have experiences in career counseling; completing or 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.
• Experienced in performance management and productivity programs; or, advising on process improvement, best practices, and performance techniques.

Education requirements include:

• A high school diploma or general education development (GED) diploma is required.
• An undergraduate degree from an accredited college/university is desired.
• A graduate degree from an accredited civilian academic college or from an equivalent professional military education school is optimum.

Additional information:

• Include any volunteer work experience in your resume.
• Final selection will be based upon qualifications, suitability, and available manpower resources.
• This employer will provide the Social Security Administration (SSA) and if necessary, the Department of Homeland Security (DHS) with information from each new employee's Form I-9 to confirm work authorization.
• Multiple vacancies may be filled from this announcement.
• If this announcement results in a temporary promotion for the selectee, it may become permanent at any time without further competition dependent on funding and manpower requirements.