Human Resources Specialist

Job Summary

This position description is designed for use in the Department of Energy and Environment (DOEE), Human Resources Division, Recruitment and Workforce Development Branch. The mission of the DOEE is to protect and restore the environment, conserve natural resources, and improve the quality of life in the District of Columbia.

As the nation's capital city, the District will become a model of environmental protection and sustainable environmental practices. In partnership with other District agencies, the federal government, business groups, non-profit organizations, and residents, the department will help instill environmental awareness through innovation and best practices.

The Human Resources Specialist serves as a liaison between the agency and the D. C. Department of Human Resources and as the initial HR point of contact for the agency. The incumbent is responsible for: providing the full range of technical, assistance, guidance and advisory services to managerial, supervisory, and nonsupervisory staff in the management of human resource activities for the agency; and resolving human resource and administrative issues/problems which he/she must provide the stimulus of resourceful leadership.

The work involves the development and submission of HR (personnel action) requests related to recruitment, staffing, position classification, record management, incentive awards, and other human resource matters.

Duties and Responsibilities

Prepares position vacancy announcements, in collaboration with the manager, supervisor, or other senior-level staff, comparing the vacancy announcements with the position descriptions. Reviews vacancy announcements for quality and accuracy in advertising jobs. In conjunction with the hiring manager, assures that position vacancies are posted in the appropriate media, including newspapers, listings, and websites.

Interprets, analyzes, and apply qualification standards, position requirements, job analysis, and evaluation plans. Determines qualification requirements for all levels of jobs, including nonsupervisory, supervisory and managerial with non-specialized and specialized requirements in accordance with regulations, rules, and industry standards.

Prepares and/or reviews Selection Certificates which list eligible job applicants, assuring adherence and compliance with the procedural requirements of the Department of Human Resources (DCHR), and conformance with the goals and objectives of the agency. Conducts personal reference checks on applicants. Updates and modifies agency position descriptions, in consultation with the agency's managers and supervisors.

Makes recommendations on the impact of proposals on career patterns and grade alignment, proposed position structure, position descriptions, and similar issues. Creates the Job Requisition in the ASMP People. Soft system. Enters personnel actions, requisitions, etc. into People. Soft. May, conduct in-house orientation of new employees as it relates to the policies and procedures outlined by the agency.

As a representative of the agency, assists with and attends recruitment activities including job fairs. Identifies, develops and maintains ongoing recruitment sources including, but not limited to, community relationships, job fairs, college recruiting, networking with community and professional based organizations, and print media.

Research market trends to understand the complexity of staffing and equitable compensation.

Qualifications

Specialized experience is experience which is directly related to the position and has equipped the individual with the knowledge, skills, and abilities to successfully perform the duties of the position. To be creditable, the incumbent must possess at least one (1) year of specialized experience equivalent to the next lower grade level in the normal line of progression.

Selective Place Factor: Candidates must meet the Selective Placement Factor in order to be considered further for this position. Human Resources Specialist – Must possess experience utilizing the People. Soft system for recruiting and talent acquisition modules. Licensure/Certification None Work Environment The work is sedentary.

Work may require walking and standing in conjunction with travel to meetings and conferences away from the worksite. The work does not require any special physical effort. Other Significant Facts Tour of Duty: Monday

• Friday 8:30am - 5:00pm (Hours may vary) Pay Plan, Series and Grade: CS-0201-12 Promotion Potential : No known promotion potential Duration of Appointment : 13-Month Term Appointment Collective Bargaining: This position is not in a collective bargaining unit. Position Designation: This position has been deemed Security Sensitive under the guideline of the DC Personnel Manual. Incumbents of this position are subject to enhanced suitability screening pursuant to Chapter 4 of DC personnel regulations. Accordingly, incumbents must successfully pass a criminal background and consumer credit check as a condition of employment and will be subject to periodic criminal background checks for the duration of their tenure. Residency Preference: When claiming residency preference, you are required, and must agree in writing, to maintain bona fide District residency for a period of seven (7) consecutive years from the effective date of employment. You will be required to present documents (proofs) to show District residency and failure to maintain bona-fide District residency for the seven-year (7-year) period will result in forfeiture of employment. Residency Requirement: If the position you are applying for is in the Career, Management Supervisory, or Educational Service at an annual salary of one hundred fifty thousand dollars ($150,000) or more, you must establish residency in the District of Columbia within one hundred eighty (180) days of the effective date of the appointment and continue to maintain residency within the District of Columbia throughout the duration of the appointment. EEO Statement: The District of Columbia Government does not discriminate or retaliate in employment on the basis of race, color, religion, sex, pregnancy, gender identity and expression, national origin, family responsibilities, political affiliation, sexual orientation, marital status, homeless status, disability, genetic information, age, membership in an employee organization, participation in a legally protected activity, parental status, matriculation, personal appearance, credit information, status as a victim or family member of a victim of domestic violence, sexual offense, or stalking, military service, or other non-merit factor.