Personnel Assistant II

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As a qualified nonprofit agency operating within the AbilityOne program, ServiceSource hires persons with significant disabilities. For the majority of direct labor positions, ServiceSource will obtain documentation of a significant disability as per the JWOD Act.

Job Summary

This position follows detailed procedures in the processing of complicated types of personnel actions. One may perform tasks beyond routine clerical such as onboarding, offboarding, special pay and incentive pay requests, and responding to routine questions on policy and procedures. This assistant may be asked to consolidate information from various sources under short deadlines. This level requires extensive knowledge of various application processes. Guidance, and training are provided as needed. This position is responsible for using his/her own judgment in choosing the proper procedure for each task. Completed work receives close technical review from higher-level personnel office employees.

Primary Duties

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

• Conduct effective briefings on basic military HR topics, accessing basic HR automated systems, reviewing documents for completeness and accuracy, identify and resolve discrepancies, and provide timely and courteous customer service.
• Effectively handle routine customer inquiries via telephone, email and in person; coordinate with supported unit administrative personnel; conduct Soldier interviews; process personnel actions; initiate and process automated checklists; access standard automated systems such as IPPS-A, INPROC/OUTPROC, TRANSPROC, ATRRS; update emergency casualty documents and personnel records; scan and upload document images for electronic filing, perform RAPIDS/DEERS administration and military ID card issuance.
• Perform as an effective military HR specialist within the confines of military personnel work centers that include Confidential Personnel Records, Information Systems and Automation Support, In & Out Processing, DEERS/Identification Card Management, Soldier Readiness Processing, Soldier Actions, Promotion Processing, Reassignment Processing, Trainee/Student Personnel Actions, Casualty and Line of Duty Management, Strength Management, Career Management, Records Management, Member Profile Management, Administrative Services, Transition Processing, Retirement Services.
• Follow clearly detailed procedures in performing tasks in a sequential manner.
• Cross train in all other areas under the contract to act as a back-up supporting staffing shortages or special projects when needed.

Additional Responsibilities

• Collect workload and performance information using established quality control metrics within the HR work center.
• Screen reassignment rosters and processes military personnel for reassignment.
• Prepare separation documentation, handle official mail, and maintain local administrative files.
• Make Identification (ID) tags.
• Maintain required certifications for job specific accesses.
• Perform other responsibilities as assigned.

Qualifications: Education, Experience, and Certification(s)

• High school diploma or General Educational Development (GED) required.
• Must have 1-2 years of experience in Military Human Resources services and Office Administration preferred.
• Must be able to pass and obtain a government DOD personnel security clearance required.

Knowledge, Skills, and Abilities

• Possess proficiency and knowledge across a variety of military human resources (HR) functional areas preferred.
• Must have basic knowledge and experience with protecting PII and PHI.
• Must have knowledge of military related abbreviations and acronyms.
• Must possess basic knowledge of related HQDA governing directives, miliary HR personnel policies, and installation-level operating procedures.
• Must possess effective customer service skills; ability to participate in and respond effectively to sensitive inquiries, negotiations, complaints, and team activities.
• Must have experience with any Human Resources Information Systems HRIS.
• Must have effective organizational skills, administration, attention to detail and communication skills both verbal and written.
• Knowledge of IPPS-A, iPERMS, ATRRS and/or DEERS is a plus.
• Must be familiar with MS Office (Word, Excel and PowerPoint).
• Must be customer service oriented.
• Must be able to organize/monitor/distribute information to the customer independently.
• Must have the ability to speak before large groups of customers.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions .

While performing the duties of this job, the employee is regularly required to stand; reach with hands and arms; and talk or hear. The employee is occasionally required to walk and sit. The employee may occasionally lift or move products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet

We are an Equal Employment Opportunity Employer, making employment decisions without regard to a person's race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information