The Non-Appropriated Fund (NAF) HR Team supports the Naval Academy Business Services Division (NABSD) in their support of the Brigade of Midshipmen. The NAF HR Team is looking for a candidate with Recruiting experience, to support the hiring needs of NABSD’s 20+ departments. This position may involve cross-training in other areas to build a strong foundation of NAF HR processes. Weekday shifts, between 0 – 40 hours per week based on recruiting needs.

Assists the HR Deputy Director and Director in delivering NAF HR policies, regulations and directives. Direct responsibility may include one or a combination of the following: Recruitment and placement, benefits, classification, records administration, payroll, HR development, performance management, employee and labor relations.

• Recruitment and Placement: Advises management on staffing and hiring process. Maintains full visibility over all parts of the hiring process, from initiation by management to completion, and provides advice/assistance in all stages of the process. Responsible for staffing function processes that are key elements in supporting effectiveness of hiring new employees and filling vacant positions. Screens applications, determining preference categories, ensures completeness and accuracy of recruitment case folders. Answers complex employment inquiries. Maintains oversight to ensure that work is progressing sufficiently to continually meet all deadlines.

• Records Administration: Utilizing data analyses within SAP, the Human Resources Information System (HRIS), advises management and employees on complex personnel issues, such as contractual provisions concerning flex employees and regulatory provisions of the Affordable Care Act (ACA). Determines benefits and allowances eligibility. Develop ad-hoc queries within SAP and ADP to insure agreement between benefit costs and compensation in SAP with employee payment in ADP.

• Classification: Assist HR Deputy Director and Director by reviewing the position description and organization structure, and obtaining required information from the supervisor. Reviews the appropriate positions classification standards. Identifies classification issues and problems where the answers are not readily apparent; and answers general questions from supervisors and employees regarding procedures for classifying positions.

• Employee Benefits: Advises management and employees on personnel issues. Provides employee counseling for NAF retirement, benefits, pay issues, and employee grievances. Investigates and resolves benefits issues such as retroactive benefits, enrollments, and portability of benefit issues or retirement actions. Out-processes employees, advising of potential benefits options. Partners with employee, managers and third-party administrators to administer the organization's Workers Compensation program. Determines benefits and allowances eligibility.

• Payroll: Analyzes, interprets, develops, and implements regulations/policies, involving areas within compensation administration (e.g., pay and leave administration) and advises management on the use of compensation flexibilities to help recruit, manage, and retain employees. Performs audits and research projects to ensure full compliance with HRM regulations, and to ensure proper functionality of the ADP HR/Payroll System. Processes Requests for Personnel Action and maintains data records in ADP and SAP HR databases. Develops, interprets and analyzes data extracts and reports. Responsible for collaborating with Records administrator with CNIC SAP system data oversight.

• Performance Management: Knowledge and skill in applying a comprehensive body of HR rules, procedures, and technical methods concerning the incentive awards program sufficient to recommend dollar amounts of awards based on local precedent and regulations; prepare summary descriptions of approved awards for publication; and outline the reasons why the awards committee did not recommend approval.

• Employee and Labor relations: Assist in resolving complaints and allegations. Research case law to identify precedents for current labor relations problems, or search similar unfair labor practice complaints for potential problems in handling current cases. Reviews previous labor relations cases to identify major issues and compare with current cases. Explains employee rights, management rights, procedures for filing grievances, and established HR policies. Explains alternative processes to resolve issues and problems.

• General (includes but not limited to): Develops and presents subject area specific training to both internal and external customers. Prepares and analyzes functional area specific reports. Responsible for preparation of training documentation. Maintains full visibility over all Requests for Personnel Action, from initiation by management to completion, and provides advice/assistance in all stages of the process. Responsible for preparing and maintaining performance evaluation forms for all employees, assisting managers. Conducts and presents

modules during employee and management training courses to meet yearly training requirements. Performs other related duties as assigned.

In order to meet the basic requirement of the Human Resources Assistant position, NF-0203-03, you must meet one of the following requirements:

a) Possess one (1) year of specialized experience in a Recruiting role that equipped you to perform successfully the duties of this position. Specialized experience may include, but is not limited to: Recruiting and Onboarding, Position Classification, etc.; OR

b) five (5) years of education beyond high school; OR

c) three (3) years of general work experience.

1. Experience in the full lifecycle talent acquisition practices, including writing and posting vacancies, candidate screening, interviewing, and onboarding. Federal recruiting experience is preferred.

2. Experience and skill in leveraging federal and commercial job boards to source candidates and execute targeted recruiting strategies that fill vacancies efficiently. Experience with USAJOBS, Indeed, ADP Recruiting preferred.

3. Skill in written and oral communication to deliver clear policy advice and consultation on effective hiring and staffing solutions to internal leadership; and to provide technical assistance, and customer support to diverse external job seekers.

4. Demonstrated organizational skill to manage multiple competing recruitment priorities, adjust to changing federal requirements, and maintain rigorous attention to detail without sacrificing quality.

5. Ability to interpret, apply, and explain rules, regulations, and policies governing federal NAF recruiting and general human resources administration (e.g., personnel actions, benefits, training).