Human Resources Specialist (Classification)

Summary

This position is located in Division of Strategic Workforce Planning, Policy and Leadership Development. The supervisor is Karen Cobbs. This position is not subject to Confidential Financial Disclosure reporting requirements. This position is not subject to security ownership restriction reporting requirements.

Duties

Human Resources Specialist (Position Classification Specialist), performs a variety of position classification and position management assignments for assigned organizations. The work requires comprehensive knowledge of position management and classification to assist managers in accomplishing their position classification responsibilities. The incumbent serves as a technical expert on classification matters to provide comprehensive advisory services to managers, supervisors, and other human resources specialists on program requirements and practices. Supported organizations typically include extremely complex position and organizational structures and a substantial number of complex positions involving research and development work, high level managerial work, and jobs affected by new or emerging technology. Such duties include but are not limited to: Duties: As a Human Resources Specialist (Classification), GG-0201-12, you will be responsible for: Serving as an advisor and consultant on the position classification program to include position management consideration. Preparing, classifies, evaluates, and develops standardized position descriptions. Ensuring compliance with regulatory guidelines in all areas of classification. Participating in policy reviews to evaluate efficiency, effectiveness, and applicability of current, revised, or new policies ensuring consistency, and relevance application. Providing advice on organizational/position structures to meet mission needs, identify short- and long-term position requirements, meaning mission intent, often requiring cross functional lines. As a Human Resources Specialist (Classification), GG-0201-13, you will be responsible for: Serving as an advisor and consultant on the position classification program to include position management consideration. Providing in-depth advice and guidance to subordinate organization on all facets of classification. Determining effective, efficient, and economical organization and position structures, position management policies and practices. Preparing, classifying, evaluating, and developing standardized position descriptions. Ensuring compliance with regulatory guidelines in all areas of classification. Evaluating known problems, identifying impact on the total program of new legislation, executive, and regulatory issuances. Identifying areas of success, deficiencies, and inadequacies. Responding to issues involving complex problems and/or concerns, recommending solutions and alternative approaches. Requirements

You must meet the qualifications for this position by no later than 30 calendar days after the closing date of this announcement and before placement in the position. All information in your resume must be true and accurate. Conditions of Employment: U.S. Citizenship Required This is a Drug Testing position Must be able to meet and maintain security & suitability requirements As a condition of employment for accepting this position, you will be required to serve a 1 or 2-year trial period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service. Upon completion of your trial period your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest. Qualifications

In order to qualify for this position, you must have at least one year of specialized experience at the next lower grade level in the Federal service or equivalent experience in the private or public sector. GG-12: To qualify for this position, you must have at least one year of specialized experience at the GG/GS-11 in the Federal service or equivalent experience in the private or public sector. SPECIALIZED EXPERIENCE is defined as: Provides expert classification advisory services by applying a thorough understanding of position classification principles and guidance Processes classification appeal actions or handles employee or manager inquiries or complaints regarding the rationale for the grading of positions. Conducts recurring servicing assignments, position classification troubleshooting, and special study assignments, following established procedures, and reports and presents results and recommendations. GG-13: To qualify for this position, you must have at least one year of specialized experience at the GG/GS-12 in the Federal service or equivalent experience in the private or public sector. SPECIALIZED EXPERIENCE is defined as: Serves as an advisor and consultant on the position classification program. Prepares, classifies, evaluates, and develops standardized position descriptions and training materials. Ensures compliance with regulatory guidelines in all areas of classification. Keeps abreast of classification issues and of frequent and rapid fluctuations in major mission assignments, of trends and changes in classification concepts and philosophies, and of changes developing in procedures, techniques, implementation, and administration. Participates in policy reviews to evaluate efficiency, effectiveness, and applicability of current, revised, or new position classification policies ensuring consistency, and relevance application. The ideal candidate will be able to demonstrate the following: For GG-12 Knowledge in the application of a wide variety of Federal and agency human resources regulations, policies, practices, and procedures in the areas of position management and classification. Examples may include experience in workforce restructuring and reshaping, workforce analysis and data analytics, strategic workforce planning, and/or position classification. Ability to solve human resources challenges and problems by conducting research, interpretation, and analyses of applicable laws, regulations, and polices. Resolves problems by developing recommendations and proposing innovative solutions. Ability to effectively communicate technical human resources issues in a clear, concise, and logical manner to all levels within or outside an organization (i.e., employees, managers, and agency senior leadership). Examples may include writing standard operating procedures or other instructions, writing reports to the Office of Personnel Management, writing classification evaluation statements, informal or formal presentations to audiences of different sizes and levels. Knowledge of utilizing human resources information systems and software applications (e.g., automated hiring systems and assessment tools, Electronic Official Personnel Folder (eOPF), automated on-boarding systems (WTTS/EODS), personnel action processing systems (DOI, FPPS, NFC), electronic SF-52 systems, personnel reporting systems (staffing plans, FTE reports, recruitment tracking systems), etc.). For GG -13: Expert knowledge in the application of a wide variety of Federal and agency human resources regulations, policies, practices, and procedures in the areas of position management and classification. Examples may include experience in recruitment, workforce restructuring and reshaping, workforce analysis and data analytics, strategic workforce planning, and/or position classification. Expert knowledge in the application of a wide variety of Federal and agency human resources regulations, policies, practices, and procedures in the areas of position management and classification. Examples may include experience in workforce restructuring and reshaping, workforce analysis and data analytics, strategic workforce planning, and/or position classification evaluation. Ability to solve human resources challenges and problems by conducting research, interpretation, and analyses of applicable laws, regulations, and polices. Resolves problems by developing recommendations and proposing innovative solutions. Ability to communicate (both orally and in writing) technical human resources issues in a clear, concise, and logical manner to all levels within or outside an organization (i.e., employees, managers, and agency senior leadership). Examples may include writing standard operating procedures or other instructions, writing reports to the Office of Personnel Management, writing classification evaluation statements, informal or formal presentations to audiences of different sizes and levels. Skill in utilizing human resources information systems and software applications (e.g., automated hiring systems and assessment tools, Electronic Official Personnel Folder (eOPF), automated on-boarding systems (WTTS/EODS), personnel action processing systems (DOI, FPPS, NFC), electronic SF-52 systems, personnel reporting systems (staffing plans, FTE reports, recruitment tracking systems), etc.). PLEASE BE CLEAR AND CONCISE. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.

Education

There are no education requirements for this position. How You Will Be Evaluated

When the application process is complete, your application will be reviewed to determine if you meet the job requirements. Your application will be evaluated based on the information provided in your resume to determine your level of knowledge, skills, and abilities related to the job requirements. You must respond to all required application questions. If you are among the top candidates for this position, your application will be referred to the hiring manager for possible interview and selection based upon the number of available vacancies to be filled in each office. 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 submit a resume that directly relates to this position. Benefits

As an NRC employee you will enjoy excellent Federal Benefits, including: comprehensive health and life insurance plans; Flexible Spending Account Program for health and dependent care; Dental and Vision Insurance; retirement savings and investment plan similar to 401(k) (Thrift Savings Plan); annual (vacation) and paid sick leave; family friendly leave policies; 11 paid holidays per year; transit benefits. The benefits link provides an overview of the benefits currently offered to Federal employees. Other Information

This position may be eligible for situational telework in accordance with the agency policy. This job opportunity announcement may be used to fill additional vacancies within the agency. Selectees will be required to complete a "Declaration of Federal Employment", (OF-306), prior to being appointed to determine their suitability for Federal employment and to authorize a background investigation. False statements or responses on your resume or questionnaire can jeopardize your employment opportunity and subject you to disciplinary action, including removal from Federal service. The NRC is a zero-tolerance agency with respect to illegal drug use. Individuals selected for these positions will be subject to pre-appointment drug testing. A transferable security clearance from another agency or a background investigation leading to a clearance is required for all new hires. To begin work at the NRC without a security clearance, you must be granted a temporary waiver of the required clearance, referred to as a 145(b) waiver. To be eligible for a 145(b) waiver you will need a favorable education verification, reference, credit, and criminal history checks. If a waiver is granted, the successful completion of a background investigation and favorable adjudication is required for continued employment. If you have resided outside the U.S. for an extended period of time, the agency may not be able to (1) grant the 145(b) waiver where the required investigation cannot be completed in a timely manner, or (2) achieve timely completion of the background investigation required for a security clearance.