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Position Title
ASSISTANT HUMAN RESOURCES OFFICER T32
Agency
Air National Guard Units
Announcement Number
AZ-12742325-25-SW-25-065T Opens in new window
Open Period
Tuesday, May 27, 2025 to Wednesday, June 11, 2025
For preview purposes only. To apply, please return to the USAJOBS announcement and click the Apply button.
Eligibilities
1. US Citizens.  Are you a US Citizen? (limit characters)
Preferences
1. Are you a current member of the Arizona Air National Guard? (limit characters)
2. Do you possess the rank O5/Ltc - O6/Col? (limit characters)
3. Do you possess the AFSC 38FX? (limit characters)
4. Do you possess a secret security clearance? (limit characters)
5. Must possess 1-year specialized experience 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.

DUTIES
The incumbent serves as a full assistant to the Human Resources Officer. The incumbent shares in and assists the Human Resources Officer with advising TAG/CG, staff elements, and operating official on matters pertaining to manpower and HR management. Develops and administers S/T/DC rules and procedures adapted from policies prescribed by the U.S. Office of Personnel Management (OPM), Department of Defense (DoD), Department of the Army (DA), and Air Force (DAF), National Guard Bureau (NGB), and other Government Agencies. The incumbent shares in and assists the Human Resources Officer with development of administrative regulations and procedures to provide efficient and timely accomplishment of all HR functions. Reviews incoming and outgoing correspondence with particular emphasis on compliance with all laws, policies, and related official guidance. Reviews annual reporting requirements prior to TAG/CG signature (i.e. MD 715). Ensures familiarity and compliance with DCPAS and OPM guidance. The incumbent shares in and assists the Human Resources Officer with responsibilities for the HR management of all Full-Time Workforce personnel dispersed throughout a S/T/DC, engaged in a variety of occupations under the Federal Wage and General Schedule pay systems as well as military pay schedules. The HR programs include providing HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Performance Management Employee/Labor Relations, Military (AGR), Position Classification and Position Management, Recruitment/Placement and Compensation, and related clerical and administrative functions for a workforce. The incumbent shares in and assists the Human Resources Officer with overall responsibility for the full range of HR management major duties and responsibilities as follows: 

a. HR Development: Directs the planning, operations, and administration of 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 Full-Time Workforce career development programs.
b. Employee Benefits: Directs the planning, operations, and administration of the S/T/DC federal employee benefit, leave, such as health, life insurance, dental, vision, leave Thrift Saving Plan (TSP), physical capability requirements, limited duty, and the Federal Employees Compensation Act (FECA), available retirement programs and options. Directs the planning, operations, and administration of Mass Transit, Reasonable Accommodations (RA), and Telework Programs and policies, Worker's Compensation and Unemployment Programs, and adherence to the Uniformed Services Employment and Reemployment Rights Act (USERRA). Directs the planning, operations, and administration of the S/T/DC Special Provision Disability and OPM disability retirement requirements.
c. Equal Opportunity Programs: Applies Equal Opportunity (EO)/EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination. May supervise the EEO administrative only, EEO cases will report directly to TAG/CG or Director of the Joint Staff (when filled by a General Officer). Directs the development and administration of EO Programs. Coordinates procedures for monitoring progress of all minorities, and providing documentation required from records within the office.
d. HR Information Systems: Directs the planning, operations, and administration of the HR Information Systems (automated personnel systems, automated records management systems, case management systems, personnel records applications, HR In-Processing via virtual platforms, and virtual personnel services). Ensures data is compliant with legislation, OPM, DoD, DA, DAF, NGB, regulations, and publications.
e. Military (AGR): Directs the planning, operations, and administration of the Full-Time Support (FTS) Title 32 ARNG and ANG AGR programs. Directs the administering, delivering, maintaining, advising, and adapting of S/T/DC programs and policies impacting AGR vacancy announcements, accessions, retirements, key-staff appointments, and in-processing actions. Directs and oversees the AGR Control Grade usage and reporting tools.
f. Performance Management and Employee/Labor Relations: Directs the planning, operations and administration of programs advising both management and subordinates on matters pertaining to performance management, and employee recognition and incentive awards programs, conduct and discipline, the labor relations program. 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.
g. Position Classification and Position Management: Directs the planning, operations and administration of the position classification and position management program, S/T/DC manpower policies and directs their implementation with OPM, DoD, DA, DAF, and NGB policies and authorizations. Directs the accomplishment of: position reviews; timely forwarding of appeals with appropriate substantiation to the DoD Defense Civilian Personnel Advisory Service (DCPAS) or OPM; timely implementation of classification packages; publication and implementation of a position management plan; training for supervisors and managers; random position reviews to verify position description (PD) accuracy and classification of the position comparing to OPM Standards; preparation and classification of local amendments to PDs, statements of difference for recruiting; and monitoring HR assignments to ensure military compatibility (when applicable), etc.
h. Recruitment/Placement and Compensation: Directs the planning, operations, and administration of the S/T/DC merit promotion plan to include procedures for recruitment, placement, evaluation, and pay determinations. Directs the implementation and administration of special emphasis staffing programs. Ensures timely implementation of new wage scales or salary schedules and cooperates or participates in wage surveys. Responsible for the accurate and timely processing of Request for Personnel Actions (SF-52), Notification of Personnel Action (SF-50) for areas within their HR Office delegation memorandum. Ensures completion of supporting forms, records, and documents. Verifies personnel actions are processed. Conducts internal audit of personnel actions processed to ensure compliance with regulatory and legal requirements. Responsible for the quality assurance, maintenance, and security of the Electronic Official Personnel Folders (eOPFs) ensuring content meets regulatory requirements and is in accordance with the Guide to Personnel Recordkeeping and is safeguarded under the Privacy Act of 1974.
i. Federal Funds Management: The incumbent of this position is responsible for the management of federal funds relating to the Full-Time Workforce personnel to include travel, salaries, training, and incentives costs. Establishes procedures and ensures expenditures are in accordance with extent and intent of appropriation.

2. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate. Explains performance expectations and provides regular feedback on strengths and weaknesses. Appraises performance of employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Recommends awards and changes in position classification to higher-level managers. Hears and resolves group grievances and employee complaints. Initiates action to correct performance or conduct problems and/or approves serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete. Reviews developmental needs of employees and makes decisions on non-routine, costly or controversial training needs and/or requests for unit employees. Encourages self-development. Approves leave and ensures adequate coverage in organization through peak workloads and traditional holiday vacation time. Demonstrates sensitivity to ideas of subordinates. Ensures actions taken directly as well as those by subordinate supervisors and/or teams promote an environment in which employees are empowered to participate in and contribute to effective mission accomplishment. Discharges security responsibilities by ensuring education and compliance with security directives. Recognizes and takes appropriate action to correct situations posing a threat to the health or safety of subordinates. 

3. The incumbent shares in and assists the Human Resources Officer with directing HRO programs and projects, and carry out assigned missions; plans, directs, coordinates, and expedites special projects and actions appropriate for each program, when tasked will undertake special studies. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, Capability Maturity Modeling, multi-module estimation, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution. 

4. The incumbent shares in and assists the Human Resources Officer with responsibilities for mobilization planning as pertains to the requirements of the Full-Time Workforce and HR Office (HRO) responsibilities. The incumbent may attend or provide representation to mobilization planning conferences/meetings in the Human Resources Officer's absence. The incumbent shares in and assists the Human Resources Officer with ensuring that mobilization plans are developed when mobilization plans are developed and implemented to support Full-Time Workforce personnel as needed /when directed. The incumbent shares in and assists the Human Resources Officer with development, implementation, and management of the HRO Continuity of Operations (COOP) plan to support the S/T/DC. The incumbent shares in and assists the Human Resources Officer with ensuring the HRO COOP is developed and maintained in compliance with all laws, policies, and related official guidance. The incumbent shares in and assists the Human Resources Officer with preparing, coordinating, validating, and maintaining the HRO COOP and updates the plan in accordance with DoD, DA, DAF, NGB, and S/T/DC policies, regulations, and official guidance. The incumbent shares in and assists the Human Resources Officer with managing and assisting S/T/DC COOP Operational Planning and Execution during exercises and real-world events. Maintains compatibility between DoD, DA, DAF, NGB, S/T/DC COOP plans and the other Directorates within S/T/DC. 

Performs other duties as assigned.

Do you meet the above qualification standard?
(limit characters)
6. The individual selected will receive an Indefinite Appointment and may be converted to permanent based on availability of funds or position no longer being encumbered.  

Please select the appropriate response for consideration?

(limit characters)
Assessment 1
Respond to all statements and questions. These statements and questions allow applicants to highlight their Knowledge, Skills and Abilities (KSAs) which are applicable to the position for which you are applying. If it is necessary to limit the number of applicants for a position, these KSAs will be used to determine the "Best Qualified".  For each KSA please identify below in the space provided how you have either demonstrated the KSA or have shown the potential to acquire them. Give specific examples describing related project, details, work assignments, outside activities, and the time frames involved in each. If you do not answer these statements and questions an accurate evaluation of your qualifications may not be possible. This may result in your application not being certified.
(limit characters)
1. Skill in applying, a wide range of advanced HR principles, concepts, and practices, as well as seasoned consultative skills sufficient to provide management consultative service involving the full spectrum of HR functions. (limit characters)
2. Knowledge to perform a key role in rendering expert advisory service and/or authoritative policy interpretations on highly complex agency-wide or equivalent issues, serving as a recognized advisor by other senior HR staff and program managers. (limit characters)
3. Comprehensive knowledge to develop appropriate interventions for management on significant HR issues and concerns. (limit characters)
4. Ability to share in and assist the Human Resources Officer with responsibilities for mobilization planning as pertains to the requirements of the Full-Time Workforce and HR Office (HRO) responsibilities. (limit characters)
5. Skill in written and oral communication techniques sufficient to develop and deliver briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of findings and recommendations. (limit characters)
Select “Yes” or “No” to the following question(s). (limit characters)
6. Must possess 1-year specialized experience 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.

DUTIES (full duties present in Questionnaire)

The incumbent serves as a full assistant to the Human Resources Officer. The incumbent shares in and assists the Human Resources Officer with advising TAG/CG, staff elements, and operating official on matters pertaining to manpower and HR management. Develops and administers S/T/DC rules and procedures adapted from policies prescribed by the U.S. Office of Personnel Management (OPM), Department of Defense (DoD), Department of the Army (DA), and Air Force (DAF), National Guard Bureau (NGB), and other Government Agencies. The incumbent shares in and assists the Human Resources Officer with development of administrative regulations and procedures to provide efficient and timely accomplishment of all HR functions. Reviews incoming and outgoing correspondence with particular emphasis on compliance with all laws, policies, and related official guidance. Reviews annual reporting requirements prior to TAG/CG signature (i.e. MD 715). Ensures familiarity and compliance with DCPAS and OPM guidance. The incumbent shares in and assists the Human Resources Officer with responsibilities for the HR management of all Full-Time Workforce personnel dispersed throughout a S/T/DC, engaged in a variety of occupations under the Federal Wage and General Schedule pay systems as well as military pay schedules. The HR programs include providing HR Development, Employee Benefits, Equal Opportunity Programs, HR Information Systems, Performance Management Employee/Labor Relations, Military (AGR), Position Classification and Position Management, Recruitment/Placement and Compensation, and related clerical and administrative functions for a workforce. The incumbent shares in and assists the Human Resources Officer with overall responsibility for the full range of HR management major duties and responsibilities as follows:
a. HR Development
b. Employee Benefits
c. Equal Opportunity Programs
d. HR Information Systems
e. Military (AGR)
f. Performance Management and Employee/Labor Relations
g. Position Classification and Position Management
h. Recruitment/Placement and Compensation
i. Federal Funds Management

2. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher-level management or headquarters. Selects candidates for positions taking into consideration skills and qualifications, mission requirements, and EEO objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors, teams, etc. as appropriate. Explains performance expectations and provides regular feedback on strengths and weaknesses. Appraises performance of employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Recommends awards and changes in position classification to higher-level managers. Hears and resolves group grievances and employee complaints. Initiates action to correct performance or conduct problems and/or approves serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete. Reviews developmental needs of employees and makes decisions on non-routine, costly or controversial training needs and/or requests for unit employees. Encourages self-development. Approves leave and ensures adequate coverage in organization through peak workloads and traditional holiday vacation time. Demonstrates sensitivity to ideas of subordinates. Ensures actions taken directly as well as those by subordinate supervisors and/or teams promote an environment in which employees are empowered to participate in and contribute to effective mission accomplishment. Discharges security responsibilities by ensuring education and compliance with security directives. Recognizes and takes appropriate action to correct situations posing a threat to the health or safety of subordinates.

3. The incumbent shares in and assists the Human Resources Officer with directing HRO programs and projects, and carry out assigned missions; plans, directs, coordinates, and expedites special projects and actions appropriate for each program, when tasked will undertake special studies. Determines and applies analytical tools to conducts in-depth analysis to identify, quantify, and evaluate the mutual effects and interrelationships between program goals and financial resources and policies. Evaluates proposals for systems and/or programs required to meet existing or anticipated operational problems, challenges, and changes in the operations environment. Applies a wide variety of analytical tools such as life cycle forecasting, Capability Maturity Modeling, multi-module estimation, normalization, performance matrices, quantitative and quantitative analysis, HRO program evaluation review techniques, and decision theory in the evaluation of all available options. Selects the optimum solution based on consideration of a wide variety of critical requirements and variables (technical, systematic, and programmatic), ensuring efficiency, effectiveness, and economy of solution.

4. The incumbent shares in and assists the Human Resources Officer with responsibilities for mobilization planning as pertains to the requirements of the Full-Time Workforce and HR Office (HRO) responsibilities. The incumbent may attend or provide representation to mobilization planning conferences/meetings in the Human Resources Officer's absence. The incumbent shares in and assists the Human Resources Officer with ensuring that mobilization plans are developed when mobilization plans are developed and implemented to support Full-Time Workforce personnel as needed /when directed. The incumbent shares in and assists the Human Resources Officer with development, implementation, and management of the HRO Continuity of Operations (COOP) plan to support the S/T/DC. The incumbent shares in and assists the Human Resources Officer with ensuring the HRO COOP is developed and maintained in compliance with all laws, policies, and related official guidance. The incumbent shares in and assists the Human Resources Officer with preparing, coordinating, validating, and maintaining the HRO COOP and updates the plan in accordance with DoD, DA, DAF, NGB, and S/T/DC policies, regulations, and official guidance. The incumbent shares in and assists the Human Resources Officer with managing and assisting S/T/DC COOP Operational Planning and Execution during exercises and real-world events. Maintains compatibility between DoD, DA, DAF, NGB, S/T/DC COOP plans and the other Directorates within S/T/DC.

Performs other duties as assigned.

Do you meet the above qualification standard?
(limit characters)
7. Do you certify that all of your responses to this questionnaire are true and accurate; and do you accept that if your supporting documentation does not support one or more of your responses to the questionnaire that your application may be rated lower or you may be removed from further consideration? (limit characters)