Human Resources Specialist

Washington, DC, United States

Overview:

VTG is looking for a Human Resources Specialist provide support to PEO IWS Corporate Operations Directorate in the following areas: Human Resources, Security, and Facility Management.

Responsibilities:

Assist the government with implementation and maintenance of a human resources information system for control of all Program Office human resources documentation.

Assist with developing and updating PEO IWS master staffing plan and organizational charts. Provide Welcome Aboard packages to newly assigned or hired personnel. Package includes, but not limited to, a myriad of government benefits information, organizational charts, and IWS master staffing plan. Provide Check Out processes for personnel leaving the PEO IWS organization.

Assist with the establishment and maintenance of the Position Description library, job crediting plans and vacancy announcement flyers with the input provided by the government. Assist with personnel requisitions and hiring actions, monitoring the frequency and completion of personnel actions, and maintain manpower documentation to reflect the planning of and completion of hiring actions in support of Navy Total Force Manpower Policies and Procedures (OPNAVINST 1000.16L).

Assist with the demographics and rates of change of PEO IWS human resources.

Assist with the program administrative duties to support special project, such as focused studies, including, but not limited to:

Base Realignment and Closure (BRAC), Continuity of Operations, organizational competency alignment, and Organizational/Human

Capital Optimization. Assist with the Implementation of the PEO IWS, Government Human Capital Strategy plans as initiated internally or externally by Office of Personnel and Management (OPM), DoD, DoN, and/or NAVSEA.

Assist with the Workforce Administration Management Organization coordination and analyze and recommend steps for continuous improvement of the Organization/Optimization process, informed by DoD 1400.25M. Assist with the distribution and analysis of data from surveys, and data collection specific to individual PEO IWS program offices and aggregated for a corporate view.

Assist with site planning assessments and guest/logistics coordination at PEO IWS events, as required.

Process, track, and distribute Requests for Personnel Actions (RPAs), awards, appraisal submissions, recruitment actions, clearance level changes, promotions, reassignments, and monitor the Civilian Award Budget.

Assist with the Track and report status of Defense Acquisition Workforce Improvement Act (DAWIA) certifications needed, training scheduled and completed, and certifications attained. Assist with providing DAWIA course information/continuous learning announcements and update personnel training metrics, in addition to processing requests for training (DD182) and monitoring the PEO IWS training budget. Track and report status on Acquisition Personnel demographics: number of Key Leadership Positions, number of Critical Acquisition Positions, those individuals who currently hold and who previously held those type of positions, distribution across grades, job

series, and classifications and PEO IWS organizations, associated DAWIA Certifications needed and attained.

Analyze, track, and report on PEO IWS civilian human resource metrics; technical briefs; and enterprise-wide reports, including recruitment, training, awards, leave availability, promotions, overtime, departures, retirements, and diversity programs. Analyze, track & report award submission milestones, include Civilian Award nomination packages for PEO IWS Excellence Awards, Personnel Awards, Quality step increases , Letters of Appreciation, career service recognitions, and other awards. Track short and long range milestones such

as: Individual Leadership Development Plan (ILDP) submissions against requisite OPM career path recommendations to assure employee growth in corporate areas of need; performance appraisal submission; training milestones; and others areas as appropriate.

Track ERP workflow activities as ERP account permissions or data access allows. Tracking also includes time cards, such as number of persons earning credits above standard 40-hour week, leave availability and use, gender, race, and other socio-economic personnel demographics. Identify Subject Matter Experts, not Positions, in Program Offices. Technical expertise may include unique skills in SONAR, RADAR, and/or Electronic Warfare, either in engineering or maintenance. Business expertise may include Economics skills, micro or macro; Earned Value initiation and maintenance skills; Learning Curve and/or favorable Economic buy prediction skills).

Track and report status on Military Personnel (MILPERS) manpower requirements.

Complete draft paperwork and provide policy and statutory research in Military personnel matters and submit to appropriate Government personnel for review and approval.

Support the completion of Fitness Reports (FITREPs) and Evaluation Report and Counseling Record (EVAL) and submit to appropriate Government personnel for review and approval.

Assist the Government in management and processing of military and civilian billets.

Assist the Government in developing military award nomination packages. Provide to the Government for approval and submission to the staffing and approval process.

Support the Military Command Pay/Personnel Administrative Support System (PASS) Coordinator, the person that acts as the liaison between the command (and individual Sailor) and the Personnel Support Detachment in accordance with guidance from the PASS Manual (OPNAVINST 1000.23C) to ensure all aspects of pay and personnel support are accomplished.

Qualifications: Bachelor's degree and 7 years of related professional experience

OR High School Degree and 11 years of related experience

Secret Clearance

This position is contingent upon contract award

Pay Range: VTGs estimated starting pay range is $66,000-$75,000 annually, which is a general guideline for the geographic location. When extending an offer, VTG also considers work experience, education, skill level, market considerations and may possibly include contractual requirements which may cause an offer to fall outside of this range