HR Specialist (Compensation/Recruitment & Placement)

As a HR SPECIALIST (COMPENSATION/RECRUITMENT & PLACEMENT)-T32, GS-0201-9, you will provide support for recruitment and placement, military technician compatibility, pay setting, recruitment/retention/relocation (3R) incentives, advanced in-hire rates, and reduction-in-force actions. Work is performed for either Army (ARNG) or Air National Guard (ANG) full-time employees within the State.

MAJOR DUTIES:

• Determines candidate eligibility and performs qualification analysis of eligible applicants. Maintains necessary documents associated with merit placement, applicant pool, Department of Defense (DoD) Priority Placement Lists, and Over-graded Technician Listings. Analyzes and applies appropriate Title 32 (Dual Status) and Title 5 qualification standards. Notifies candidates of the results of their application. Refers qualified candidates for selection consideration in accordance with published Merit Promotion Plan.
• Reviews and verifies information on requests to fill actions to ensure accuracy and applicability and research applicable regulatory guidance and recommends effective and alternative recruiting actions. Identifies appropriate qualification standard to be applied, validates hire authority, develops position announcements, determines appropriate area of consideration, develops candidate evaluation criteria and accrediting plan, validates appropriate pay table and publishes vacancy announcement using automated system (i.e.: USAJobs).
• Initiates recruitment action and processes through established Request for Personnel Action(RPA) channels. Determines nature of action and legal authority under which action is to be processed. Establishes and certifies accuracy of rates of pay for all placement actions in accordance with federal law, OPM, NGB regulations and local policies. Sets rates of pay for General Schedule (GS) and Federal Wage System (FWS) technicians for appointments, transfers, promotions, changes to lower grade, and changes between GS and FWS pay systems using pay setting tools.
• Creates RPAs that pertain to a wide variety of moderately complex personnel actions and manpower situations by determining appropriate Nature of Action, legal authority, salary, veteran's preference, required remarks, and the impact to the employee, the supervisor, and the agency. Establishes and maintains official folders, files, and reports for these efforts. Provides information services to customers and employing organizations. Responds to walk-in and telephone inquiries regarding a variety of personnel matters. Provides advice and assistance to customers. Responds to standard inquiries involving the recruitment process such as vacancy announcements, status of employment applications, qualification requirements, and human resource programs.
• Performs other duties as assigned.