Human Resources Specialist (Classification)

REMOTE WORK STATUS: A hybrid remote telework/in-office schedule option is available.

The Office of the Attorney General values the safety of our employees, our residents, and our visitors. In support of these values, if you are selected, you must be fully vaccinated against COVID-19 including a booster shot within five months from either the date of the second shot for the Pfizer and Moderna vaccines (or two months from the single-shot of Johnson & Johnson) or by your start date, whichever is later except when vaccination is not medically advised or violates your sincerely held religious beliefs. If granted a medical or religious exemption, the employee must test weekly. Please note that if you are partially vaccinated you will be required to test weekly until you are fully vaccinated against COVID-19.

JOB REQUISITION NUMBER: 2022-125

This range is within the Career Service salary schedule from Grade 13 Step 1 to Step 9. The salary range is based on a multitude of factors including applicable rules, regulations, and guidelines. 

DESCRIPTION OF DUTIES: This position serves as a Human Resources Generalists who routinely perform two or more Human Resource functions simultaneously in the areas of staffing, recruitment, labor and employee relations, compensation, classification, data processing, and human resources information technology as it relates to the District of Columbia’s Merit Personnel System and related federal and local government regulations, policies and procedures.

The Human Resources Specialist (Classification) is responsible for:

Expert knowledge of human resources management, legal and regulatory principles, practices,

techniques, and procedures of employee relations; consultative skill and seasoned judgment,

sufficient to plan, organize and conduct research on complex legal problems that involve major

areas of uncertainty in approach, methodology, or interpretation to identify appropriate courses of action.

Expert knowledge of and skill in the application of analytical and evaluative theories,

concepts, procedures, methodologies, and practices affording the ability to provide expert

interpretation of legislation, regulations, policies, and data.

Comprehensive knowledge of the District of Columbia’s Equal Opportunity Laws, Rules and

Regulations, Administrative Procedures Act and Personnel Appeal and Grievance Procedure.

Expert knowledge of, and skill in applying analytical and evaluative methods and techniques to

research information, analyze facts, draw conclusions, and devise practical solutions to

problems.

Ability to perform broad and complex research tasks in a variety of human resource program

areas under short deadlines and with minimal supervision.

Expert knowledge and skill in applying conflict resolution techniques to interact in highly

charged emotional situations.

Ability to establish, build and maintain effective relationships with employees and supervisors.

Excellent oral and written communication techniques to formulate and present arguments, give

advice on opinions, counsel employees and supervisors, and prepare case documents,

comprehensive reports, and present ideas clearly and concisely, both orally and in writing.

Knowledge of, and proficiency in the use of operating a personal computer (PC), utilizing

Microsoft Word, Excel, Access, PowerPoint, etc., and a willingness to learn new technology

associated with assigned work tasks.  

                                                                                                          

SUPERVISORY CONTROLS                                                                                                                  

The supervisor outlines overall objectives and available resources for the incumbent’s HR assignments, and the supervisor and the incumbent consult on timeframes, scope of the assignments and possible stages and approaches to the work. The incumbent determines the most appropriate concepts, practices, methods, and approaches to apply in all phases of the assignments. The incumbent is also expected to provide definitive interpretations of regulations on his/her own initiative, apply new methods to resolve complex and intricate HR issues and to resolve most conflicts that arise during the assignments. The supervisor is kept informed of progress of the work and potentially controversial findings that might significantly impact OAG. Completed work is reviewed for the soundness of its overall approach, its effectiveness in meeting requirements and producing expected results and for the feasibility of the recommendations developed by the incumbent. The supervisor does not typically review the methods used by the incumbent to complete the assignments.      

                                                       

GUIDELINES                                                                                                                                             

The incumbent uses such guidelines as OAG, District, or Federal law and policy statements and objectives. The incumbent is required to modify, adapt, and refine these broad guidelines to more readily resolve the specific, complex, and intricate issues that characterize the assigned HR tasks. The incumbent uses judgment, initiative, and resourcefulness in deviating from established methods when necessary to treat specific issues and problems, research HR trends and patterns, develop new methods and criteria and propose new policies and practices to agency management. Work requirements at this level may also include developing and implementing regulations and methods for the measurement and improvement of the effectiveness of HR practices and procedures in OAG.

                                                                       

COMPLEXITY                                                                                                                                          

Assignments at this level involve different and unrelated problems and issues that affect the long-range implementation and administration of substantive interrelated mission-oriented HR programs in OAG. The work requires consistent interpretation and understanding of interrelated program issues that affect long-range program planning, design, and execution of HR policies for OAG. It is necessary in some instances to integrate the work of a team that produces authoritative reports that outline HR options, recommendations, and conclusions for agency management. The incumbent regularly originates new HR techniques, and establishes new criteria, approaches and methods for program implementation and evaluation that requires a substantial depth of research and analysis. Analyses developed by the incumbent are complicated by major areas of uncertainty concerning the appropriate approach, methodology and technique to be employed to successfully complete a substantive HR assignment.    

                                            

SCOPE AND EFFECT                                                                                                                              

The purpose of the work is to advise on and resolve complex issues and problems that require analysis and troubleshooting on a wide range of unusual HR conditions. It is necessary to establish criteria, assess program effectiveness and research a variety of conditions, problems and questions that complicate the assignments. The work affects the objectives and effectiveness of OAG HR activities, missions, and programs. The assessment, analysis, and ultimate resolution of HR problems by the incumbent promotes the overall quality, effectiveness, and efficiency of OAG program operations. The incumbent’s recommendations on significant HR issues may serve as a basis for policy decisions within OAG. The work performed by the incumbent also affects OAG’s ability to incorporate HR methods and techniques in the plan for achieving core requirements. Incumbent’s work leads to the establishment of plans and policies that serve as guideposts for the successful application of HR concepts to OAG’s most important missions and functions.

 

PERSONAL CONTACTS :                                                                                                                       

There are regular and recurring contacts in moderately unstructured settings with individuals and groups both inside and outside OAG, including consultants, contractors, and private sector representatives. Contacts also include various levels inclusive of department managers and staff, employees, or representatives of other government agencies (i.e. DCHR, OPRS, OCTO), legal and collective bargaining representatives, and the public.         

                                                                       

PURPOSE OF CONTACTS:                                                                                                                    

The purpose of the contacts is to influence and persuade managers and other officials to accept and implement the incumbent’s findings and recommendations on organizational improvement and enhanced program effectiveness. Resistance to the recommendations may be encountered from the managers due to organizational conflicts, competing objectives or resource problems. It is, therefore, necessary for the incumbent to be skillful and tactful in approaching the contacts to obtain their concurrence for implementing the recommended HR policies and objectives

PHYSICAL DEMANDS:                                                                                                                           

The work is sedentary. Typically, incumbent sits to do the work, however, there may be some walking, standing, bending, and carrying of light items, such as paper, books, files, etc. No special demands are required to perform the work.      

                                                                                                     

WORK ENVIRONMENT:                                                                                                                        

The majority of the work is performed in an office with is adequately heated, lighted and

ventilated. Some fieldwork may be required.

GENERAL SUITABILITY SCREENING: The selected candidate will be subject to a background investigation including reference checks.

EMPLOYMENT BENEFITS:                                                                              

Selectee will be eligible for health and life insurance, annual (vacation), and sick leave and will be covered under the District of Columbia government’s retirement plan. However, if the selectee was previously employed in the District of Columbia’s government under an appointment for which he/she was eligible for Civil Service Retirement (CSR), contributions to CSR will resume upon re-employment.

VETERANS’ PREFERENCE: 

Applicants claiming veterans’ preference must submit official proof at the time of application.

If you are claiming DC residency preference, please complete the DC Residency Preference form (DC-2000RP) provided in the application. Please note, if the position you are applying for is in the Career, Management Supervisory, or Educational Service and the salary offered is at or above an annual salary of one hundred fifty thousand dollars ($150,000), you must establish DC residency within 180 days of appointment. You are also required to continue to maintain residency within the District of Columbia throughout the duration of the appointment.

Pursuant to the requirements of the Drug-Free Workplace Act of 1998, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after the conviction of or a plea of guilty to a violation of any criminal drug statute occurring in the workplace. 

EQUAL OPPORTUNITY EMPLOYER:  

All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, genetic information, or political affiliation.

NOTICE OF NON-DISCRIMINATION: In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 et. seq., (Act) the District of Columbia does not discriminate on the basis of actual or perceived race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, familial status, family responsibilities, matriculation, political affiliation, disability, genetic information, source of income, or place of residence or business. Sexual harassment is a form of sex discrimination that is also prohibited by the Act. In addition, harassment based on any of the above-protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action.