Clarification from the agency

US Citizenship is required in order to obtain the necessary Tier 3 Non-Critical Sensitive security clearance.

Assists the HR Deputy Director and Director in delivering NAF HR policies, regulations and directives. Direct responsibility may include one or a combination of the following personnel functional areas: Payroll, records administration, classification, recruitment and placement, employee benefits, human resource development, performance management, and employee and labor relations.

• Payroll: Analyzes, interprets, develops, and implements regulations/policies, involving areas within compensation administration (e.g., pay and leave administration) and advises management on the use of compensation flexibilities to help recruit, manage, and retain employees. Performs audits and research projects to ensure full compliance with HRM regulations, and to ensure proper functionality of the ADP HR/Payroll System. Processes Requests for Personnel Action and maintains data records in ADP and SAP HR databases. Develops, interprets and analyzes data extracts and reports from HR databases, and develops the most efficient and effective approaches for presenting HR reports. Responsible for collaborating with Records administrator with CNIC SAP system data oversight.
• Employee Benefits: Advises management and employees on personnel issues. Provides employee counseling for NAF retirement, benefits, pay issues, and employee grievances. Investigates and resolves benefits issues such as retroactive benefits, enrollments, and portability of benefit issues or retirement actions. Out-processes employees, advising of potential benefits options. Partners with employee, managers and third-party administrators to administer the organization's Workers Compensation program. Determines benefits and allowances eligibility. Conducts and presents modules during employee and management training courses to meet yearly training requirements.
• Records Administration: Utilizing data analyses within SAP, the Human Resources Information System (HRIS), advises management and employees on complex personnel issues, such as contractual provisions concerning flex employees and regulatory provisions of the Affordable Care Act (ACA). Coordinates with payroll administrator to resolve payroll issues. Determines benefits and allowances eligibility. Conducts and presents modules during employee and management training courses to meet yearly training requirements. Develop ad-hoc queries within SAP and ADP to insure agreement between benefit costs and compensation in SAP with employee payment in ADP.
• Classification: Assist HR Deputy Director and Director by reviewing the position description and organization structure, and obtaining required information from the supervisor. Reviews the appropriate positions classification standards. Identifies classification issues and problems where the answers are not readily apparent; and answers general questions from supervisors and employees regarding procedures for classifying positions.
• Recruitment and Placement: Advises management on staffing and hiring process. Maintains full visibility over all parts of the hiring process, from initiation by management to completion, and provides advice/assistance in all stages of the process. Responsible for staffing function processes that are key elements in supporting effectiveness of hiring new employees and filling vacant positions. Screens applications, determining preference categories, ensures completeness and accuracy of recruitment case folders. Answers complex employment inquiries. Maintains oversight to ensure that work is progressing sufficiently to continually meet all deadlines.
• Performance Management: Knowledge and skill in applying a comprehensive body of HR rules, procedures, and technical methods concerning the incentive awards program sufficient to recommend dollar amounts of awards based on local precedent and regulations.
• Employee and Labor relations: Assist in resolving union complaints and allegations. Explains employee rights, management rights, procedures for filing grievances, and the distinction between the union contract and established HR policies. Explains alternative processes to resolve issues and problems; e.g., using bargaining or alternative dispute resolution.
• General (includes but not limited to): Develops and presents subject area specific training to both internal and external customers. Prepares and analyzes functional area specific reports. Responsible for preparation of training documentation. Performs other related duties as assigned.

Conditions of employment

• See Duties and Qualifications.

Qualifications

1. Incumbent must have a two-year college degree or higher or 2 years of equivalent human resources experience. Experience processing payroll for a company with 200+ employees preferred.
2. Experience in maintaining, managing, tracking, and analyzing data using spreadsheets and HRM database(s), with an emphasis on reporting accuracy and completeness. Experience using ADP Workforce Now or Kronos preferred.
3. Experience determining and calculating various pay rates, such as Shift Differential, Sunday Premium, etc.
4. Experience providing guidance, local training, and customer service to internal and external customers.
5. Experience in assisting and providing administrative support in human resources areas (e.g., employee benefits, training, retirement, personnel action processing, etc.).

- Must obtain and maintain a secret security clearance - requires 18 years of age
- Males born after December 31, 1959 must be registered for Selective Service
- Verification of employment eligibility in the United States is required
- One-year probationary period
- U.S. Citizenship is required for Tier 3 Positions
- Applicants must be able to read, write and speak fluently in English. The application must be submitted in the English language. Applications in any other language will not be considered.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

You will be evaluated for this job based on how well you meet the qualifications above.

Applicants who meet the qualification requirements will be further evaluated to determine the extent to which their education, related experience, training, awards, and supervisory appraisal demonstrate they possess the desired knowledge, skills, and abilities (KSAs).