HUMAN RESOURCES SPECIALIST (RECRUITMENT & PLACEMENT/COMP)(NGT59105000)

AREA OF CONSIDERATION:
HRO MUST process and clear the Department of Defense (DoD), Priority Placement Program (PPP), prior to advertising all internal and external job vacancies and promotion announcements. Veteran's preferences will be considered for vacancies under merit promotion when an agency accepts applications from individuals outside its own workforce.

Area 1 = All permanent employee's members (NG T32/NG T5) within Puerto Rico Army National Guard
Area 2 = All indefinite employee's members (NG T32/NG T5) within Puerto Rico Army National Guard
Area 3 = Currently serving members of the Puerto Rico Army National Guard (M-Day)
Area 4 = Prior (former) members of the Puerto Rico Army National Guard
Area 5 = Current Federal Employees (from any agency)
Area 7 = US Citizens

First round consideration will be given to Area 1 Candidates. (All other Areas will be screened only in the event that there are no qualified or recommended Candidates).

DUTIES:
As a HUMAN RESOURCES SPECIALIST (RECRUITMENT & PLACEMENT/COMP)(NGT59105000), GS-0201-7/9, you will develop to provide oversight, planning, interpretation and application of policy. Learn the principles, concepts, work processes, regulations, and reference material applicable to a combination of specialized personnel fields. Work performed assists the work of co-workers within the immediate office.

As a HUMAN RESOURCES SPECIALIST (R&P/COMP) (NGT5042000), GS-0201-09, you will provide support for recruitment and placement, military technician compatibility, permanent change of station moves, pay setting, recruitment and retention allowances, and reduction-in-force. Accomplishes work through the use of a variety of automated personnel systems and programs.

Physical Demands:
The work is primarily sedentary, although some slight physical effort may be required.

Working Environment:
Work is typically performed in an adequately lighted and climate-controlled office.

QUALIFICATIONS:
You will lose consideration for the position if your application does not include all the information/documents requested on the vacancy announcement. The USAJOBS Resume must include a clear and detailed narrative description, in your own words, of how you met the required GENERAL and SPECIALIZED experience. Experiences copied from a position description, vacancy announcement or other reference material constitutes plagiarism and will disqualify you from the position. Military (part-time) service is considered as full-time experience when evaluated against the qualification requirements. The applicant is credited with actual number of months the member has been in the military provided such service is related to the position to be filled.

GENERAL EXPERIENCE:
Experience, education or training which involves the exercise of analytical ability, judgment, discretion, and personal responsibility, and application of a substantial body of knowledge of principles, concepts and practices applicable to one or more fields of administration or management. Experience using computer and automation systems. Must have at least (3) three months experience, education, or training which provided a basic working knowledge of personnel programs.

SPECIALIZED EXPERIENCE:
Applicant in order to be considerate for GS-07 position, must have at least ONE (1) year of basic knowledge and working experience at the next lower grade level GS-06 or at least TWELVE (12) months of equivalent specialized experiencesperforming or supervising duties such as interpreting and analyzing numerous regulations, policies, and procedures relating to a wide variety of various HR specialties in order to provide advice or counseling to employees and supervisors, operating a computer, utilizing multiple computer programs, and performing keyboard functions.

Applicant in order to be considerate for GS-09 position, must have at least ONE (1) year of specialized experience at the next lower grade level GS-07 or at least TWENTY-FOUR (24) months of equivalent specialized experiences performing or supervising duties such as providing staffing guidance for large and/or diverse ANG/ARNG organizations; researching, choosing, interpreting, modifying, and applying available guidelines for adaptation to specific staffing problems or issues; advising management on the procedural requirements for RIF and reorganizations; understanding of occupational characteristics to develop vacancy announcements and to analyze and evaluate the relative value of individual qualifications and analyzing trends, considering program adjustments, managerial/supervisory training needs.