Personnel Assistant III (Military Human Resources)

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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 performs work in support of human resource professionals that requires a good working knowledge of personnel procedures, guides, regulations, directives, and precedents. Job tasks may include interviewing members, making eligibility determinations, compliance monitoring and data gathering. The use of computers may be relied on heavily for organizational and reporting purposes. Advanced knowledge and experience with office software packages may be needed. This Assistant may perform some clerical work in addition to the above duties. Supervisor will review completed work against stated objectives.

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.

• Handle routine customer inquiries via telephone, email and in person; coordinate with supported unit administrative personnel; in-process and out-process Soldiers using a standard automated checklist; update emergency casualty documents and enlisted/officer data elements; scan and upload document images for electronic filing; perform IPPS-A related functions to include processing military personnel and their family members for permanent change of station (PCS) moves; process family travel packets using Enterprise EFMP application.

• Perform Verifying Official (VO) duties; resolve eligibility determination discrepancies; identify and troubleshoot system issues to include interacting with RAPIDS help desk support team; manage users, security, cardstock, consumables; handle special cases with the project office and provide escalated customer assistance.

• Provide administrative and logistical support for deploying and re-deploying Soldiers through the coordination and scheduling of the installation Soldier Readiness Program (SRP); process DD Form 214s (Certificates of Release or Discharge from Active-Duty) and other required separation documents; maintain the orders log and copies of non-IPPS-A orders; process official mail and distribution.

• Subject matter expert on military retirements, retirement pay and benefits, Survivor Benefit Plan (SBP); conduct pre-retirement and SBP briefings.

• Process official, "no-fee" passports and visa applications; assist with completion of applications; review, verify and validate all identity and citizenship documents

• Perform all other contract-related duties as assigned.

Additional Responsibilities

• * Submit all required reports (weekly, monthly, quarterly) in a timely manner. Collect workload and performance information using established quality control metrics within the HR work

• center. Prepares and compiles reports within prescribed guidelines gathering data from a variety of sources.

• * Validate the identity of individuals whose fingerprints cannot be captured and override if applicable; authorize overrides in the event a CAC recipient does not have proper identification documents. Assist casualty/survivors/Gold Star families, process Agent Letters.

• * Provide administrative support of the Installation Voting Assistance Program distribution; coordinate voting assistance workshops; additional duties such as Fire Marshal, key control custodian, supply inventory specialist, government vehicle primary operator/control officer, and document shredding/destruction.

• * Maintain inventory of the Army Retiring Soldier Commendation Program (ARSCP) package for retiring Soldiers; support the installation commander's Retiree Council; coordinate annual Retiree Appreciation Day activities; update and maintain RSO website.

• * Secure and maintain 100% accountability of all passports, visas and supporting documentation.

• * Maintain required certifications for job specific accesses.

Qualifications: Education, Experience, and Certification(s)

• * High school diploma or General Educational Development (GED) required.

• * 2-3 years of experience in Military Human Resources services and/or Office Administration required.

• * Must be able to complete the DA RSO Program certification course and the DFAS-CL DRAS training within 6 months of assuming RSO duties.

• * 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, 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.

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