SUPV HR SPEC (MIL)
What you'd do
THIS IS A NATIONAL GUARD TITLE 5 EXCEPTED SERVICE POSITION. This National Guard position is for a SUPV HR SPEC (MIL), Position Description Number T5805400 and is part of the LA ANG JOINT FORCE HEADQUARTERS, National Guard.
Major duties
Duties and Responsibilities: 1. Provides administrative and technical supervision and guidance to the Sustainment Services Flight, Manpower & Personnel Flight, Force Development Flight, Human Resource Systems Manager, Customer Support, Career Development, and Force Management functions of the FSS. Performs human resources work in one or more of these program areas. Resolves technical/policy issues presented by program managers. Exercises the full range of supervisory human resources management responsibilities. Assists in the overall management of all military Force Support Squadron programs. Provides direct support to wing, geographically separated units (GSU), tenant units, assigned personnel, their dependents, and retired members. Oversees the programs of the Force Support Squadron through senior workers that supervise technical and administrative activities within the organizational unit. 2. Performs the full scope of supervisory functions including the assignment of duties, interview and selection of employees. Schedules and approves/disapproves leave, ensures orientation of new employees, provides training, evaluates work performance of subordinates, initiates action to redefine positions, recommends awards when appropriate, approves within grade increases, extensive overtime and employee travel and resolves disciplinary problems. Establishes shift schedules and assigns personnel based on workload to ensure adequate coverage of customer service functions and operations. Assigns work to subordinate employees based on organization priorities and needs, factoring in the difficulty and requirements of assignments against the experience, training, and abilities of staff. Plans and prepares work schedules for subordinates in a manner that promotes a smooth flow and even distribution. 3. Identifies requirements and initiates requests for additional resources including personnel, overtime, equipment, supplies, and space to ensure success in meeting goals and objectives. Keeps employees informed of National Guard Bureau (NGB), state and wing goals, objectives, and policies, and informs management of employee input and concerns. Establishes metrics and analysis systems to ensure actions are timely and reviewed at critical points. Finds and implements ways to eliminate significant bottlenecks and production barriers. Promotes an environment in which employees are empowered to participate in and contribute to effective mission accomplishment, while improving business practices. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weak nesses. 4. Interviews candidates for positions and selects or recommends selection of candidates for vacancies, promotions, details, and reassignments in consideration of skills and qualifications, mission requirements, EEO objectives. Supports affirmative action with consideration of equal employment opportunity in all aspects of personnel actions. Makes or approves selections for vacant positions. Recommends awards or bonuses and changes in position classification, subject to approval by higher level officials, supervisors, or others. Hears and resolves employee and group grievances or complaints and refers serious unresolved complaints to higher-level management. Reviews serious disciplinary cases and disciplinary problems involving key employees and determines required action. 5. Identifies and consults with Human Resources Office on employee developmental needs and provides or arranges for training (formal and on-the-job) to maintain and improve job performance. Encourages self-development. Plans, organizes, and directs the activities of military human resources programs, ensuring the Force Support Squadron complies with legal and regulatory requirements and meets customer needs. Administers, plans, and coordinates the activities of personnel assigned to the FSS performing customer service duties in the areas of Personnel Systems, Customer Service, Career Enhancement, Employments, and Readiness. Plans and develops policies, procedures, and goals for the effective administration, direction, management, and operation of the function. 6. Executes management policies by developing and implementing internal procedures and plans of action, ensuring conformance to those policies. Takes action to solve problems, increase effectiveness, handle special projects, correct unsatisfactory conditions, etc. Develops goals and objectives that integrate wing organizational and Force Support Squadron objectives. Researches, interprets, analyzes and applies Air Force Personnel Center (AFPC), Air Reserve Personnel Center (ARPC), Air Force (AF), and Department of Defense (DOD) guidelines, policies, instructions, etc. Establishes policies and procedures for accomplishment of Force Support Squadron programs. 7. Perform other duties as assigned.
What you need to qualify
GENERAL EXPERIENCE: Must possess the experience, education or training which involves the exercise of analytical ability, judgment, discretion, and personal responsibility, and application of a substantial body of knowledge of principles, concepts and practices applicable to one or more fields of administration or management; and in using computer and automation systems. SPECIALIZED EXPERIENCE: Must possess at least One (1) year of specialized experience at the GS-09 level, AND/OR at least Thirty-Six (36) months of experience, education, or training involving the administering, delivering, maintaining, advising, and adapting advanced concepts, principles, and theories of Human Resources to the unique organizational, management, and mission requirements; assisting in the development of Human Resources policies and procedures; and in advising management on Human Resources principles and practices.
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