EverWatch is a government solutions company providing advanced defense, intelligence, and deployed support to our country’s most critical missions. We are a full-service government solutions company. Harnessing the most advanced technology and solutions, we strengthen defenses and control environments to preserve continuity and ensure mission success.
EverWatch is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age (40 or older), disability, genetic information, citizenship or immigration status, and veteran status or any other factor prohibited by applicable law.
The U.S. Department of State is the lead institution for the conduct of American diplomacy and the Secretary of State is the President’s principal foreign policy advisor. The Department of State’s mission is to advance U.S. national security interests, fight terrorism, protect U.S. interests abroad, and implement foreign policy initiatives that build a freer, prosperous and secure world.
The Bureau of International Narcotics and Law Enforcement Affairs (INL) keeps Americans safe at home by countering international crime, illegal drugs, and instability abroad. INL helps countries deliver justice and fairness by strengthening their police, courts, and corrections systems. These efforts reduce the amount of crime and illegal drugs reaching U.S. shores.
This position is located in INL’s Office of the Executive Director, Administration and Support Division (INL/EX/AS). This division is responsible for oversight and implementation of the overall bureau policy and guidance related to administrative and management services. These services include programs related to human resources management, property and space management, support services and procurement, and security and safety management.
INL’s Administration and Support Division (INL/EX/AS) has a requirement for a Human Resources Specialist who can perform a wide range of project and program tasking in the areas of Federal human resource management, with focus on competitive Civil Service staffing, classification and workforce planning. Among the position’s responsibilities is providing HR-related consultative, operational, policy advice and service to the Bureau. The Specialist provides technical support and advisory services to managers and employees for a variety of HR activities for both Civil Service and Foreign Service. The Specialist should be able to provide informed advice in support of management's goal to build and support a high quality and diverse workforce, based on merit system principles. The Specialist will also be responsible for handling difficult issues surrounding advice and assistance to employees and managers in one or more of the following areas: Employee Benefits, Human Resources Development, Labor and/or Employee Relations, Policy, Workforce Planning, Compensation, Performance Management, Classification, Retirement, Executive Services Recruitment and Placement.
DUTIES AND RESPONSIBILITIES
· As the HR liaison of this non-delegated bureau, the Specialist provides services to all organizational clients to include bureau staff, embassies and consulates in two or more of the following functions: staff acquisition, position classification, organization and position management, compensation, benefits, performance, HR information systems, ER and training.
· Provides advice and guidance to INL program officials on all aspects of classification and staffing that links with support received from the HR Shared Services Provider.
· Reviews the full range of current and proposed recruitment requests from routine to highly unusual and/or complex for Civil Service and Foreign Service employees and positions; advises management on recruitment strategies, sources and special programs as well as staffing limitations and merit promotion rules.
· Reviews requests for employee reassignments and details exceeding thirty (30) days to vacant positions or to new kinds of work on unclassified statements of duties for compliance with the existing organizational structure, and merit promotion rules.
· Develops criteria to determine job applicants’ basic eligibility and the relative strength of the experience and if appropriate, initiates action to effect the requests. Where the action affects pay, recommends action by the HR Shared Services Provider.
· Provides general advice to employees on developing effective job application packages.
· Reviews position classification requests (i.e. the establishment of new positions, re-classification of vacant positions, and reclassification and non-competitive promotion based on accretion of duties); assesses the accuracy and adequacy of the request, along with its consistency with bureau staffing limitations, organizational structure and official missions and functions; and compiles the supporting documentation into a formal request classification.
· Provides managers with position classification decisions and the basis for them in the form of a written evaluation statement, and meets with managers to discuss findings and decisions, particularly in cases where the manager’s request cannot be met.
· Assists with the Civil Service and Foreign Service employee performance appraisal and evaluation processes; advises managers of their responsibilities and ensures that mandatory requirements, e.g. performance plan issuance, mid-year reviews, and final reviews, are met.
· Reviews appraisals to ensure job requirements or performance elements are consistent with bureau functions and the employee duties/work requirements during the rating period, narratives are devoid of inappropriate comments, and exceptional levels of performance are adequately substantiated by the rater’s narrative.
The Contractor shall provide personnel that meet or exceed the qualifications identified in the basic contract and outlined below for the following labor category: SME Level 2.
A minimum of fifteen (15) years of related experience
Demonstrated knowledge experience using Microsoft Office Suite
Knowledge of and skill in correct usage of English grammar, spelling, punctuation, capitalization
· Comprehensive knowledge of the range of administrative laws, policies, regulations, and precedents applicable to personnel management and administration
· An accredited degree OR
· Fifteen (15) years of comprehensive knowledge, in staffing and recruitment techniques and procedures to fully manage a staffing acquisition program in support of an organization’s recruitment and placement program; conduct job analyses on a wide variety of complex positions using research, interview, observation, and analytical techniques to develop qualifications rating factors; determine appropriate rating and ranking selective factors and develop plans to assess varying degrees of job qualifications; and explain the methodology to management, and
· Fifteen (15) years of comprehensive knowledge/experience in human resources policies and regulations to develop and/or evaluate new or existing Department policies, procedures and regulations for the Civil Service and/or Foreign Service personnel systems, and evaluate their impact on existing HR programs, and
· Fifteen (15) years of demonstrated Expert knowledge in position classification techniques and procedures to advise managers in developing position descriptions; and analyze and take action on voluminous requests for position and personnel action that arise in the course of daily HR operations, and
· Fifteen (15) years of demonstrated experience in providing sound management advisory services in order to research, analyze and evaluate issues, determine applicable precedents, recommend innovative methods and strategies to resolve complex integrated human resources problems and identify the most effective approach.
· Ability to communicate, both in writing and orally, in performing administrative/program specialist work, drafting reports, memoranda, and letters, and interacting with others, at the senior and junior staff levels, both formally and informally, as required.
A Secret security clearance is required for this position; however, the Analyst may begin work with an interim Secret security clearance.
This position has been designated as 80% telework and will require the incumbent to report to the physical work location twice per federal government pay period.