Human Resources Specialist

1 month ago

Washington, Washington, D.C., United States USAJobs Full time
Duties


This position is located in the Workforce Relations Division (WRD), Office of Human Resources, Office of the Chief Administrative Office, United States Capitol Police (USCP).

The Office of Human Resources is responsible for developing, implementing, and administering the full range of human resource programs and services for both civilian and sworn employees.

The WRD manages a variety of programs and services, including Employee Assistance Program (EAP), Employee Benefits & Retirement Section, Employee and Labor Relations, Leave Administration/Programs, Time and Attendance, and Workers' Compensation.


This position specifically, provides subject matter expertise regarding leave management including the Family and Medical Leave Act (FMLA), Paid Parental Leave (PPL), military leave and other leave issues, performance management, labor relations and official time, workplace flexibilities to include telework, alternative work schedules and compressed work schedules and other assigned programs.

Is responsible for the development, implementation, and evaluation of programs to include policy updates within the Department. Serves as the OHR's representative on working groups to include auditing responsibilities.

Advises, coaches, trains and counsels colleagues and management on the day-to-day administration of assigned programs, policies and options. Possesses strong analytical and organizational skills. Provides technical advice and guidance to resolve complicated and sensitive OHR issues with sometimes conflicting priorities. Adeptly delivers information that may be hard to accept in a diplomatic manner. Maintains confidentiality. Plans and carries out projects and studies to identify and resolve problems pertaining to various HR program areas. Plans and delivers training to management, employees and union representatives. Drafts and/or prepares a variety of documents to include responses to routine inquiries, reports, and letters.

Collaborates with peers and leadership to develop or implement policies, guidance, and procedures. Independently develops guidance, procedures and standards for new and/or changing HR management program areas. Recommends changes to agency program requirements to enhance program effectiveness, correct deficiencies and ensure compliance.

Plans and drafts HR management policies and guides to meet the needs and goals of the USCP and keeps all informed of status and changing policies/procedures affecting program areas.

Reviews and studies applicable regulations, case law, standard operating procedures, directives and other requirements to determine the best methods and techniques to be practiced in meeting the USCP's needs.

Requirements

Conditions of Employment
  • You must be a U.S. Citizen. Successful completion of a Background Investigation is required. Must complete a one year probationary period.

    Qualifications

    In order to qualify, you must meet the education and/or experience requirements described below.


For the CP-8 level you must have one year (52 weeks) of specialized experience equivalent to at least the CP-07 /GS-9 level which is in or directly related to the line of work of the position to be filled.

Specialized experience is defined as experience which includes 1) knowledge of a variety of regulations, policies, and procedures regarding leave management (including, FMLA, PPL, military leave, and other leave issues), official time, telework policy; and other assigned programs in order to interpret guidelines, and to provide advice and assistance to employees and managers on these programs; and 2) skill and ability in written and oral communication techniques.

All eligibility requirements must be met by the closing date of the vacancy announcement.

(Information on Qualification & Education are located at the following link: )

Education

There is no education substitution for experience in this series and/or grade.

Additional information

Additional Conditions of Employment with

USCP:

As per the Congressional Accountability Act (CAA) and the Fair Chance to Compete for Jobs Act of 2019, criminal history information will only be collected following a qualifications review and after a tentative offer of employment has been made.

A criminal history does not automatically exclude an applicant from employment with the USCP.

Criminal History Check Must successfully pass a comprehensive criminal history check of the past 10 years if offered employment.

A criminal history check will be performed on applicants who accept an offer of employment. Credit Check Must successfully pass a credit check. Applicants must not be in default or delinquent on any Federal guaranteed student loans. Applicants must demonstrate a competent financial history. Financial delinquency including collection accounts, liens, repossessions, or garnishments may be a basis for disqualification.

Selective Service Registration Male applicants must provide verification of registration with the Selective Service System or must verify exemption from the Selective Service System registration because of age or military status.

Female applicants are exempt from Selective Service System registration.

Fingerprint Check Applicants' fingerprints will be submitted to the Federal Bureau of Investigation (FBI) for a check of the criminal history record.

Background Investigation Must successfully complete all components of the USCP full field background investigation. There are few automatic grounds for rejection in the USCP background investigation process. Issues of misconduct, such as illegal drug use, arrests, or convictions may not be automatically disqualifying.

However, deliberate misstatements, omissions, or intentionally withholding required information at any phase of the hiring process will result in a candidate's disqualification regardless of the nature or reason for the misstatement or omission.

The primary reason candidates fail a background investigation is due to deliberately withholding or omitting material facts. Providing false and/or misleading information may be grounds for removal from the application and selection process.

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