HR SPEC (EMPLOYEE BENEFITS/COMPENSATION)
What you'd do
This position is for a HR SPECIALIST EMPLOYEE BENEFITS/COMPENSATION, PD#D1273P01, part of the Nevada Army National Guard. The purpose of this position is to perform employee benefit and retirement advisory services for either Army or Air National Guard organizations and the full-time workforce within the State.
Major duties
Provides counseling to management, employees, annuitants, and family members of deceased employees by interpreting, applying, and explaining retirement and insurance laws, regulations, and policies on available retirement insurance benefits, death benefits, entitlements/options. Researches and interprets appropriate regulations to provide advice to employees concerning reinstatement of insurance, conversion of life insurance and features of the programs and options associated with retirement. Assist employees in the preparation of retirement applications and related documents and forwards to the Army Benefits Center Civilian (ABC-C). Determines type of separation and completion of eOPF maintenance for documents. Maintains a current knowledge of legislative development, agency reorganizations and other pertinent activities that may have an impact on management and employees. 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 technical advice to personnel on a variety of programs such as health and life insurance and Thrift Savings Plan (TSP). Provides initial overview to new employees on the benefit programs available to them. Assists in administering programs such as the Mass Transit, Reasonable Accommodations (RA), Telework, Uniformed Services Employment and Reemployment Act, military, or civilian deposits for CSRS/FERS, disability benefits, Light Duty Program, and Workers Compensation Program. Develop and process termination memorandums. Compose termination memorandums (30-day notice) in compliance with formats contained in the correspondence regulation for non-retention, mandatory removal date (MRD), mandatory separation date (MSD), medical disqualification, age 60, etc. Monitors and ensures the Federal Employees Compensation Act (FECA) program is properly publicized and supervisors are provided the appropriate guidelines for use of the program. En coordination with the NGB J1-Functional Manager ensures prompt submission of claims and medical documents. Works with Department of Labor (DOL), Defense Civilian Personnel Advisory Service (DCPAS), to ensure only legitimate claims are submitted. Coordinates with Safety Managers and Supervisors to ensure all applicable workplace validation and documentation is obtained for the claim. Potentially fraudulent and questionable claims are reported to the appropriate office for investigation. Assesses and analyzes situations to ensure minimum compensation costs are expended and light duty policies are implemented. Provides technical advice on flexibilities and appropriate use of leave issues such as Sick Leave for Family Care and Bereavement, Disabled Veterans Leave, Advanced Leave, Compensatory Time, Leave Without Pay, Absence Without Leave, Presidential Leave, Court Leave, and Military Leave. Provides technical advice on the use of the Family and Medical Leave Act, Paid Parental Leave, and Voluntary Leave Transfer Program. Interprets guidance and regulations to provide advice to management and employees on pay schedule adjustments, severance pay, back pay, debts, and compensation. Process donated leave requests within the State. Use automated system to effectively process personnel actions in accordance with the Guide to Processing Personnel Actions and local personnel systems checklists as required. Provides technical advice and assistance to employees in the availability of the within the applicable federal employee benefit system. Maintains the Electronic Official Personnel Files by uploading required documentation in accordance with the Guide to Personnel Recordkeeping.
What you need to qualify
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. Education requirement is based upon the qualification standards for the specific position and is stated under the heading "EDUCATION". 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 in describing your experience. EACH APPLICANT MUST FULLY SUBSTANTIATE (IN THEIR OWN WORDS) THAT THEY MEET THE REQUIREMENTS OF THE SPECIALIZED EXPERIENCE LISTED BELOW; OTHERWISE, THE APPLICANT WILL BE CONSIDERED UNQUALIFIED FOR THIS POSITION. DO NOT COPY FROM THE VACANCY ANNOUNCEMENT OR THE POSITION DESCRIPTION OR YOU MAY BE DISQUALIFIED. GENERAL EXPERIENCE: Must possess 3 years of progressively responsible experience, 1 year of which was equivalent to at least GS-4, that demonstrates the ability to: Analyze problems to identify significant factors, gather pertinent data, and recognize solutions; plan and organize work; and communicate effectively orally and in writing. SPECIALIZED EXPERIENCE: Do you possess at least 1-year specialized experience equivalent to at least the next lower grade (GS-07), experience providing comprehensive counseling and technical guidance to management, employees, and annuitants on retirement, insurance, and benefit programs by interpreting and applying complex laws, regulations, and policies? Have you administered and processed federal programs such as retirement applications, workers' compensation, leave administration, and personnel actions, ensuring compliance with regulatory requirements and accurate documentation in automated systems? Are you skilled in collaborating with internal and external stakeholders to resolve benefit issues, implement program changes, and maintain current knowledge of legislative developments impacting employee entitlements? Do you possess experience with human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force.
Before you apply
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