Job #: 7485

Title: Human Resources Specialist 3 - Job Analysis

Specialty: Classification & Position Management

Location: Portland

Additional Position Information:

ieSolutions is an Equal Opportunity Employer (EOE). M/F/D/V.

Security Clearance Requirement: Applicants selected will be subject to a government security investigation and must meet eligibility requirements for access to classified information. USCitizenship REQUIRED

Position Overview:

This full-time contract Human Resources Specialist 3position will provide General Schedule (Federal) classification support to the client’sHuman Capital Management (HCM)Talent Acquisition, Staffing and Classification (NHQ)organization. As primary support to NHQ’s classifiers, duties include recommending classification of Federal positions and, conducting in-depth research of complex or novel federal human resource issues. The work of this position will be performed offsite, with a few infrequent visits to client’s Headquarters in Portland, OR possible. Anticipated travel is not expected to exceed 20%. The schedule required for this position may vary between 25 – 40 hours per week, depending on workload.

Position Responsibilities include:

  • Conduct GS position classification research and desk audits, including position description review, and evaluation statements.
  • Apply pre-determined GS position classification standards and recommend title, series and grade of positions for management review and approval.
  • Conduct position management studies to propose streamlining and operational efficiency measures for complex organizations.
  • Provide technical guidance and assistance to managers and the Classification and Compensation staff to maintain and verify position classification accuracy and consistency in interpreting and applying position classification standards and in reviewing classification issues for major program implications.
  • Provide advisory service to management and staff on GS position classification and position management issues.
  • Advise management of grade distinctions,providing supporting criteria and justification; make fine distinctions in the proper crediting of factor levels and ultimate allocation of grade levels to positions.
  • Advise managers and HCM staff on the accepted principles and rules of judgment in analyzing complex individual position and organizational structure issues.
  • Provide management with insight in establishing organizational structures that are efficient, cost effective, support desired grade levels, and facilitate career development.
  • Research, review and/or propose responses to technical, complex and often cross-functional federal human resource questions, such as Federal employment and delegations of authority issues that will require:
  • Review laws, regulations, guidance and OPM classification appeals and advise staff regarding applicability
  • Use established processes to document practical HCM operational issues and formulate options. Present options to staff for review and approval / acceptance.
  • Recommend structural, organizational and content enhancements or corrections based on research and substantive knowledge of Title V Human Resource programs and processes based on:
  • Research of applicable federal regulations and guidance to safeguard adherence
  • Research of applicable Department of Energy (DOE) orders and policy guidance;validate applicability
  • Prepare and submit status reports, as requested

Position Requirements:

Education/Experience:

  • Bachelor’s Degree in Business Administration, Business Management, Human Resource Management or closely-related field is highly desirable.
  • Related Experience – a minimum combination of work-related experience, on-the-job training, and/or vocational training is desired. Experience should be consistent with the specific requirements of human resources analysis and progressively more technical in nature. Associates or Bachelor’s degrees in specified or directly-related fields may be substituted for a portion of the experience requirements (see details below).

Minimum Experience Requirements:

  • With Bachelor’s Degree in specified or directly-related field – 10+ years direct work experience in a human resources analysis capacity, including all aspects of position evaluation, occupational classification, and job description analysis, is required.
  • With Associate’s Degree in specified or directly-related field – 12+ years direct work experience in a human resources analysis capacity, including all aspects of position evaluation, occupational classification, and job description analysis, is required.
  • No degree or degree in unrelated field – 14+ years direct work experience in a human resources analysis capacity, including all aspects of position evaluation, occupational classification, and job description analysis, is required.
  • Minimum Experience requirements listed above must include the following::
  • Demonstrated expertise in Federal laws, regulations, and practices associated with Federal HR programs, specifically classification.
  • Comprehensive knowledge of the concepts, principles, processes and practices of a large and comprehensive Federal Human resources program, including staffing, classification, position management, and human capital accountability framework.
  • 7 or more years minimum experiencerequired with the following:
  • Skill in technical and mixed series position classification (to the GS-15 grade level preferred) and Federal Delegated/Merit Case Examining audits.
  • Experience preparing GS-15 and below federal position classification and evaluation statements.
  • Skill in research and interpretation of Title V, Code of Federal regulations, OPM classification appeals decision, FLSA appeals decisions, policy and guidance associated with Federal Human Capital.
  • Technical knowledge of classification evaluation writing in OPM-acceptable style isrequired
  • High degree of technical accuracy required
  • Experience with Microsoft Office Suite Software (MS Word, PowerPoint, Outlook), (MS Office 2010 proficiency required).

General Requirements:

  • Excellent spelling, grammar, punctuation, proofreading and editing skills
  • Knowledge of automated applicant management systems
  • Knowledge of plain language principles is preferred

Additional Requirements:

  • The selected candidate will be required to sign a Non-Disclosure Agreement (NDA) as a condition of the contract assignment.
  • This position is expected to be primarily offsite; however, a few visits to client’s Portland, OR headquartersmay be needed.
  • RSA token shall only be utilized when conducting work directly related to the API. Any other work is unauthorized. Contract worker is responsible for the safe-keeping of the issued RSA Token at all times. If the RSA Token is lost or compromised, immediately contact the COTR. All information associated with the work performed offsite must be maintained in the client’s network environment. No client information shall be allowed to be transmitted, stored, and created, etc., on the contract worker’s personal devices. Contract personnel must follow all client and government-wide security, asset management, and cyber security policies and procedures.
  • Travel may be required, up to 20%and will be reimbursed as per GSA rates and guidelines.
  • Valid state Driver’s License required.
  • Offsite Work Requirements / Expectations:
  • In the case of offsite work due to medical considerations, the contract worker’s employer (client’s supplier) is responsible for obtaining and relating to client any work restrictions / limitations, FMLA status and obtaining a medical release before the contract worker may return to normal duty.
  • The Official Duty Station, as established in the Fieldglass assignment, will be used to determine pay rates and travel entitlements. All guidelines applicable to the Official Duty Station are equally applicable to home or satellite work sites.
  • Offsite work is to be performed within the service area (Oregon, Washington, Montana and Idaho). Any location outside of this area must be pre-approved client and the contract worker’s employer (client’s supplier).
  • Worker is responsible for notifying their employer (client’s supplier) of the offsite location; any location changes; and, any state taxes or fees associated with the location.
  • The contract worker is expected to maintain a successful job performance in accordance with the worker’s Fieldglass/SLIM assignment, as determined by the workplace manager.
  • Work at the Offsite Work location is treated the same as work at the traditional work site. Any incidents and accidents occurring at the Offsite Work location, during working hours, will be addressed as per the governing contract and will be reported to the contract worker’s employer (client’s supplier), the client workplace manager and the Supplemental Labor Management Office.
  • Client will not be responsible for operating costs; home maintenance; utilities; service; maintenance; damage or replacement of privately owned equipment; or any other incidental costs. A worker must have access to a high speed internet connection. Costs associated with offsite working will be the responsibility of the Supplier and/or their worker.
  • RSA token shall only be utilized when conducting work directly related to the API.. Any other work is unauthorized. Responsible for the safe-keeping of the issued RSA Token at all times. If the RSA Token is lost or compromised, immediately contact the COTR. All information associated with the work performed offsite shall be maintained in the client’s network environment. No client information shall be allowed to be transmitted, stored, and created, etc., on the contract worker’s personal devices. Contract personnel must follow all client and government-wide security, asset management, and cyber security policies and procedures.
  • The contract worker and/or their employer (client’s supplier) will be responsible for any loss or damage to client equipment used by their contract worker in offsite work and any damage caused by security breach from lost equipment or client information.
  • Client is not responsible for any loss/damage to the contract worker’s equipment used to access client system or complete client Objectives.
  • Overtime worked while working Offsite must be approved in writing by the responsible client workplace manager.
  • Offsite work time is official duty time and is expected to be used to perform client business only. Contract workers are expected to have a quiet, ergonomically sound and safe work area, free from distractions such as children or elder dependents.
  • Performance Expectations:
  • Carry out assigned tasks with a professional demeanor reflected in excellent written and oral communication skills, listening skills, patience, analytical reasoning and problem solving abilities.
  • Meet timelines, milestones, deliverables and provide timely (weekly) status updates
  • Understand and follow established processes and procedures including Change Management, Work Tracking and Time Management

Training that may be required:

Client Provided:

  • eOPF
  • HRMIS

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