Workforce Planning and Employment: Advises and assists managers and/or supervisors on all NAF HR matters as well as consultation on developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the most effective alignment of HR systems to support strategic goals and objectives within their organizations. Illustrations include but are not limited to the following:
- Advises and assists managers and/or supervisors with identifying appropriate pay ranges, organization/position structures, classification changes, employee evaluation, retention strategies, impact and associated actions to assure compliance with all regulatory HR guidance for the non-appropriated funds.
- Provide products and services for a wide variety of employee categories that involve different systems with different statutory and regulatory authorities.
- Utilizes the CNIC NAF personnel database Systems, KRONOS, ADP, Applications and Products Human Resources (SAPHR) to prepare and maintain all employee records, generate reports and analyze data. This includes but not limited to recruitment, employee personnel data changes, benefits, evaluations, processing of awards, disciplinary actions, time and attendance.
- Performs all required duties related to recruiting and provides assistance to managers in the areas of Recruiting/ Staffing and Retention, to include, conducting strategic consultations, developing job analyses, posting vacancy announcements, areas of consideration, determining minimum qualifications, rating and ranking applicants, and generating certificates.
- Analyzes labor market for trends that impact the ability to meet workforce requirements and assess skill sets of internal workforce and external labor market to determine the availability of qualified candidates.
- Administer pre and post-offer employment activities (for example: employment negotiations, offer letters, background and suitability checks, complete I-9/e-Verify process and Permanent Change of Station (PCS), onboarding).
Human Resources Development: Develops implements and evaluates activities and programs that address performance appraisal, talent and performance management to ensure that the knowledge, skills, abilities, and performance of the workforce meet current and future organizational and individual needs. Illustrations include but are not limited to the following:
- Conducts needs assessment to identify and establish priorities regarding human resource development activities ensuring compliance with all regulatory HR guidance for the non-appropriated funds.
- Develops, selects, implements and evaluates employee, management and supervisory training programs (for example: Benefits, retirement, leadership skills, writing position descriptions, evaluating employees, interview techniques, harassment prevention, employee relations) to increase individual and organizational effectiveness.
- Develops, implements, and evaluates talent management programs that include assessing and managing talent, performance management programs, developing career paths, and managing the placement of high-potential employees.
Labor and Employee Relations Develops, implements, administers, and evaluates the workplace in order to maintain relationships and working conditions that balance employer/employee needs and rights in support of the organization's goals and objectives. (For example, performance, discipline, Union activities, Unfair Labor Practices, grievances, union collective bargaining agreement implementation, reorganizations, realignments, relocations, Business Based Actions, transfer(s) of function(s)). Illustrations include but are not limited to the following:
- Fully supports equal employment opportunity initiatives and ensures employees are respected, valued and free from harassment ensuring that Employee and Labor Relations activities are compliance with all regulatory HR guidance for the non-appropriated funds.
- Establish, update, and communicate work-place policies and procedures (for example: employee handbook, reference guides, or standard operating procedures) and monitor their application and enforcement to ensure consistency.
- Provides overall advice and assistance on management-employee relations, discipline, adverse actions, grievances, performance management and recognition, employee counseling, and related functions ensuring that no disparate impact or other legal issues arise.
Starting at $25 Per Hour (NF 4)
