HR Spec (Employee BenefitsEmployee Relations) (T32)

EMPLOYEE BENEFITS (50%):
Advises and counsels 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. Provides technical advice to personnel on 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. Ensures prompt submission of claims and medical documents. Works with Department of Labor (DOL) Defense Civilian Personnel Advisory Service (DCPAS) ANG/ARNG Safety Managers and supervisors to ensure payment of legitimate claims questionable claims are reviewed and referred to DOL as appropriate and potential fraudulent claims are reported to the appropriate office for investigation.

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.

LABOR RELATIONS (50%):
Advises management and employees on labor laws rules and regulations regarding labor issues that are sensitive critical or controversial in nature. Provide advisory services to management promote the efficiency of the service train supervisors how to remedy employee deficiencies using both formal and informal methodologies while simultaneously establishing a constructive workforce. Maintains awareness of contemporary developments and regulatory guidance. Works daily with other HR Specialists assigned within the HRO on matters which impact other HR functional areas. Monitors the lifecycle of the collective bargaining agreement.

Utilizes legal research methods information gathering techniques and applies a variety of HR case law principles practices and regulations obtained from the Supreme Court Merit Systems Protection Board (MSPB) Federal Labor Relations Authority (FLRA) Federal Service Impasses Panel (FSIP) and/or the Office of Special Council (OSC) to management in order to support State policy and decisions. Develops and provides informational documents position papers State reports and various tools to assist supervisors with conduct management. Identifies supervisor needs for training provides training and tracks completion rates. Provides in-person guidance training and advisory services thru Site Assistance Visits (SAV) for the local organization. Maintains a local case management system.

Performs other duties as assigned.

PLEASE CONTACT HRO FOR COMPLETE POSITION DESCRIPTION.

Conditions of employment

• NATIONAL GUARD MEMBERSHIP IS REQUIRED. If you are not sure you are eligible for military membership please contact a National Guard recruiter prior to applying for this position.
• This is an excepted service position that requires membership in a compatible military assignment in the employing states National Guard required prior to the effective date of placement.
• Selectee will be required to wear the military uniform.
• Applicants who are not currently a member of the National Guard must be eligible for immediate membership and employment in the National Guard in the military grade listed in this announcement.
• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• May occasionally be required to work other than normal duty hours; overtime may be required.

Qualifications

MILITARY REQUIREMENTS: This is an excepted service position that requires membership in a compatible military grade in the Alabama Army National Guard. Applicants who are not currently a member of the Alabama Army National Guard must be eligible for immediate membership. If you are not sure you are eligible for military membership please contact an Alabama Army National Guard recruiter at prior to applying for this position.

MINIMUM MILITARY RANK: SGT
MAXIMUM MILITARY RANK: CW2

EXPERIENCE REQUIREMENTS: Each applicant must fully substantiate (in his/her own words) that he/she meets the requirements of the Specialized Experience listed below: Otherwise the applicant will be considered unqualified for this position. DO NOT COPY THE VACANCY ANNOUNCEMENT OR THE POSITION DESCRIPTION. DOING SO MAY RESULT IN DISQUALIFICATION FOR THE POSITION.

SPECIALIZED EXPERIENCE: 1-year specialized experience must be equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicants educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills knowledge abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources programs 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.

KNOWLEDGE REQUIRED BY THE POSITION:
- Advanced knowledge of HR laws regulations principles policies and concepts related to the assigned functional area sufficient to plan and coordinate activities and serve as a technical resource to management and HR specialists on difficult or controversial issues.

- Ability to communicate effectively with all levels and types of organizations and audiences.

- Ability to communicate with managers and leadership regarding HR subject matter.

- Ability to conduct research and determine appropriate application of laws regulations policy or other directives and interpretative instructions for use in assigned HR specialty areas and to make recommendations.

- Ability to make clear and convincing oral presentations to individuals or groups listens effectively and clarifies information as needed; facilitates an open exchange of ideas and fosters an atmosphere of open communication.

- Ability to analyze complex operational and business problems involving issues for serviced functions.

- Skill in advising managers and supervisors of HR program flexibilities and recommending alternatives.

- Ability to write clear concise explanations of complex HR topics such as evaluation statements investigation reports.

- 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.