Supervisor - Military Records SCA

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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.

• Perform as an effective military HR supervisor within the confines of military HR work centers that include Confidential Personnel Records, Information Systems and Automation Support, In & Out Processing, DEERS/Military Identification Card Management, Soldier Readiness Processing, Soldier Actions, Promotion Processing, Reassignment Processing, Trainee/Student Personnel Actions, Casualty and Line of Duty Management, Strength Management, Administrative Services (including Official Mail and Distribution), Transition Processing, Retirement Services, Mobilization processing.
• Train, lead, and guide all team members in area of responsibility.
• Research records, policies, directives, regulations and/or other military historical documents to verify accuracy of records or determine benefits eligibility.
• Ensure area of responsibility meets PWS and regulatory standards by conducting internal quality assurance checks; update and maintain Standard Operating Procedures (SOPs); establish and maintain continuity binders.

Additional Responsibilities

• Crosstrain in all other areas under the contract to act as a back-up supporting staffing shortages or special projects.
• Coordinate with supported unit administrative personnel, unit commanders, and other installation service providers.
• Collect workload and performance information using established quality control metrics within the HR work center.
• Run required reports; consolidate accurate performance data and submit all weekly and monthly reports in a timely manner.
• Review all documents for completeness and accuracy; identify and resolve discrepancies; and provide timely and courteous customer service.
• Conduct Soldier interviews and/or briefings; in-process and out-process Soldiers using a standard automated checklist; access standard automated systems such as eMILPO, TOPMIS II, iPERMS, EDAS, INPROC/OUTPROC, and TRANSPROC; process military personnel for reassignment; prepare separation documents; handle official mail; maintain local administrative files.
• Participate in the employee evaluation process and other meetings pertaining to employee goals and objective.
• Conduct employee counseling and document each session; coordinate with the Rehabilitation Counselor to resolve any disability related issues.
• Perform other duties as assigned.

Qualifications: Education, Experience, and Certification(s)

• Bachelor's degree in related field and 2 years of military experience in the areas of personnel services and support, or administrative services, preferred.
• An acceptable alternative shall be a minimum of four (4) years of military experience in the areas of personnel services and support or administrative services and shall have supervised personnel while in that capacity, required.
• Valid driver's license and/or access to reliable transportation to perform work-related travel required. Eligible drivers must have a good motor vehicle record (MVR).
• Must be able to pass and obtain a government DOD personnel security clearance.

Knowledge, Skills, and Abilities

• Ability to work well with people internally and externally at all levels of this organization and the supported military organizations.
• Knowledge and proficiency across a variety of military HR functional areas.
• Knowledge with Army Human Resources Information Systems (HRIS) and the ability to become familiar with any new HRIS programs and software implemented throughout the course of the contract.
• Proficiency in Microsoft Office (Word, Excel, PowerPoint, Access).
• Effective written and verbal communication skills.
• Effective organizational skills, administration and attention to detail.
• Effective customer service skills; ability to participate in and respond effectively to sensitive inquiries, negotiations, complaints, and team activities.
• Detail-oriented and able to carry out work with the highest levels of accuracy.
• Knowledge of military related abbreviations and acronyms.
• Ability to organize, monitor, distribute information to customers accurately and independently.
• Ability to speak before large groups of customers.
• Knowledge of HIPPA law and Privacy Act requirements.

Safety & Health Responsibilities

ServiceSource is committed to providing and maintaining a safe, secure and healthy work environment for all employees, persons-served, volunteers and visitors. As part of this commitment, ServiceSource has developed safety, security and occupational health policies, practices, guides and standards. With this understanding, all employees are required to:

• Adhere to all local, state and federal safety and environmental codes, ordinances, standards and laws.
• Adhere to all corporate and local safety plans, policies, practices and standards.
• Be aware of and follow all safety rules of your work site.
• Report any unsafe conditions or accidents to your supervisor.
• Practice standard precautions (formerly universal precautions) always.
• Participate in mandatory or available safety training.

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.

What We Offer - for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• Health coverage for you and your family through Medical, Dental, and Vision plans.

• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance.

• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution.

• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars.

• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance.

• A generous paid time-off program in which the benefits increase based on your tenure with the company.

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