Major Duties:
The incumbent assists the Director of Human Resources in performing the day-to-day responsibilities associated with human resources operations. Duties of the position include, but are not limited to:
Serves as lead or principal team leader in planning, organizing, and directing team efforts in delivery of human resources services. Conducts the planning, coordination, analysis and evaluation of research to develop innovative solutions to human capital initiatives and related matters.
Serves as a consultant to management officials providing advisory services regarding the appropriate use and limitations of personnel measurement devices, survey techniques and other assessment tools to gather data for use in organizational planning, development and full utilization of staff, and/or development of measures of employee morale, productivity, or similar matters. Participates in studies and analyses for the assessment and resolution of substantive operating and/or policy issues.
Plans, develops, and implements organization-wide strategies and measurement techniques. Employs organization development techniques and HR technical expertise to identify and enhance organizational, managerial, and employee level drivers that lead to improved organizational performance. Facilitates the implementation of human capital initiatives using change management techniques.
Provides management advisory services in coaching, counseling, and recognizing top performers. Establishes and manage relationships and facilitate collaborative efforts across functional boundaries to resolve complex organizational issues. Presents performance management as a beneficial tool to help managers and supervisors manage and improve individual and organizational performance.
Serves as lead or principal team leader in planning, organizing, and directing team efforts in delivery of human resources services. Conducts the planning, coordination, analysis and evaluation of research to develop innovative solutions to human capital initiatives and related matters.
Provides coaching and guidance to HR staff with regards of the use of the Federal Payroll and Personnel System (FPPS), Interior Business Center QuickTime payroll system, Oracle Business Intelligence Enterprise Edition (OBIEE), and the Workforce Transformation Tracking System (WTTS).
Develops and implements an agency wide competency management strategy. Collaborates with key stakeholders of the agency in order to incorporate competency modeling in PDS. Identifies job competencies at multiple levels for various jobs.
Leads and provides guidance on the PDS position classification program. Works with and advises management officials and human resources specialists on establishing new positions and on revising existing positions. As necessary, conducts desk audits. Evaluates positions against established standards and guides to determine the appropriate classification for each position reviewed. Provides information, advice, and assistance to managers and supervisors on all aspects of the position classification system.
Serves as an agency resource on issues involving the PDS pay system. Consults with managers supervisors and HR specialists on a wide range of compensation issues including current and previous pay setting practices. Interprets and applies pay rules and regulations. Resolves or recommends resolution to pay setting discrepancies.
Provides human resources advisory services throughout PDS. Utilizes web-based personnel, timekeeping, and data retrieval systems to identify, document, and effect required actions utilizing a combination of the Federal Personnel Payroll System (FPPS) the Oracle Business Intelligence Enterprise Edition (OBIEE) and/or PDS pay plans, policies and practices to:
- Identifies and tracks anticipated personnel actions, such as promotions, within-grade increases, actions with not-to-exceed dates, etc. Prompts required supervisory approvals and requests or initiates action to ensure timely processing for appropriate effective dates.
- Receives and researches questions from supervisors and employees concerning aspects of human resources programs and processes. Responds with thorough explanations citing regulations, operating directives, or past practices that provide PDS employees with additional information. When research reveals errors in the record, recommends or initiates necessary corrective action.
- Utilizes and assists in the administration of the organization’s electronic Official Personnel Folder (eOPF) System.
- Assists the Director of Human Resources in handling employee relations cases. Provides management and supervisor consultation and operational guidance on issues related to employee relations matters.