Summary This National Guard position is for a ASST HR OFFICER, Position Description Number D1023000 and is part of the OH HRO, Ohio Air National Guard. The purpose of this position is to serve as the full assistant to the Human Resources Officer. Responsibilities As a ASST HR OFFICER, GS-0201-13, you will perform the following duties: The incumbent serves as a full assistant to the Human Resources Officer. Advises the State Adjutant General, staff elements, and operating officials on matters pertaining to manpower and human resources management with continuing responsibility for all aspects of technician management to include both dual and non-dual status personnel. Assists in development and administration of state rules and procedures that are adapted from policies prescribed by the National Guard Bureau, the Office of Personnel Management (OPM), Department of the Army, and Department of the Air Force. Establishes and maintains liaison with OPM, U.S. Department of Labor, Federal Labor Relations Authority, and other human resources offices. Responsible for the human resources management of all employees dispersed throughout a state encompassing a large geographical area, engaged in a variety of jobs under the Federal Wage and General Schedule pay systems as well as military and state pay schedules. The human resources program includes providing recruitment and placement, position classification and management, labor and employee relations, equal employment opportunity, human resource development, military, and related clerical and administrative functions for a large work force. The incumbent has overall responsibility for the full range of human resources management major duties and responsibilities as follows: Recruitment and Placement: Establishes state manpower policies and directs their implementation with NGB policies and authorizations. Establishes and ensures implementation of procedures for the administration of the merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations. Directs the implementation and administration of special emphasis staffing programs. Labor/Employee Relations and Employee Benefits: Advises both management and subordinates on matters pertaining to conduct and discipline, the labor relations program, employee benefits and entitlements, and contributes to the accomplishment of special programs. Directs the initiation and administration of disciplinary and non-disciplinary adverse actions. Reviews requests for recognition from labor organizations and recommends appropriate course of action. Coordinates with labor organizations and their representatives when necessary. Directs administration of the incentive awards, troubled employee and other employee relations. Classification and Compensation Administration: Directs the administration of a position classification and position management program with authority delegated to classify local exception supervisory and non-supervisory positions. The position classification and management program includes: position reviews; timely forwarding of appeals with appropriate substantiation to the Department of Defense (DoD) Field Advisory Service or the Office of Personnel Management; timely implementation of classification packages; publication and implementation of a position management plan; training for supervisors and managers; random desk auditing of positions to verify position description (PD) accuracy and classification of the position; preparation and classification of local amendments to PDs, statements of difference for recruiting and local exception position descriptions; and monitoring human resources assignments to ensure military compatibility, etc. Ensures timely implementation of new wage scales or salary schedules and cooperates or participates in wage surveys. Human Resource Development: Establishes and administers a system for determining and documenting training needs, evaluating training courses, assigning priority to training plans and evaluating training accomplishments. Ensures preparation of budgetary recommendations for training needs, allocation of quotas, and scheduling of personnel for training. Plans and administers employee career development programs. Equal Employment Opportunity: Directs the development and administration of equal opportunity programs. Coordinates procedures for monitoring progress of minorities and women, and providing documentation required from records within the office. Information Systems: Directs the planning, operations and administration of the Defense Civilian Personnel Data System. Military: Directs the administering, delivering, maintaining, advising and adapting of basic concepts, principles and theories of the state AGR program to ARNG/ANG managers, supervisors, and support personnel. Performs other duties as assigned. The above duty description does not contain all details of the official position description. A copy of the entire position description can be found on FASCLASS by searching the position description PD#: (D1023000). https://acpol2.army.mil/fasclass/search_fs/search_fasclass.asp Requirements Conditions of Employment Ohio Air National Guard Membership is required. Males born after 31 December 1959 must be registered for Selective Service. Federal employment suitability as determined by a background investigation. May be required to successfully complete a probationary period. Participation in direct deposit is mandatory. MILITARY REQUIREMENTS: Compatible military grade and assignment required within one year of the effective date of placement. This is an excepted service position that requires membership in a compatible military assignment in the employing state's National Guard. Applicants who are not currently a member of the Ohio Air National Guard must be eligible for immediate membership. If you are not sure you are eligible for military membership, please contact an Ohio Air National Guard recruiter prior to applying for this position. Military Grades: O-5 PROMOTABLE TO O-6 Qualifications SPECIALIZED EXPERIENCE: 1-year specialized experience must be equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force. Experience in managing the function of the work to be performed. Experience which includes leading, directing and assigning work of personnel. Education Additional Information If serving under an incentive contract, termination of that incentive(s) will occur effective one day prior to your AGR, Permanent Military Technician, or Indefinite Military Technician start date. Temporary Military Technicians will have their incentive terminated if their tour exceeds 179 days in a continuous 12-month period.* If you are a male applicant who was born after 12/31/1959 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency (https://www.sss.gov/RegVer/wfRegistration.aspx).