What are the responsibilities and job description for the Human Resources Assistant #25-015 position at Anne Arundel Workforce Development Corporation...?
Description
The NAF HR Team supports the Naval Academy Business Services Division (NABSD) in their support of the Brigade of Midshipmen. The NAF HR Team is looking for a candidate with Payroll Processing experience, to support the bi-weekly pay cycle processing for 500 employees, working with timekeepers and managers from 20 departments. This position will involve cross-training in other HR areas to build a strong foundation of NAF HR processes. Full Time, 8-hour shifts Monday – Friday.
Job Description:
This position is located in the U. S. Naval Academy's Non-Appropriated Fund Instrumentality (NAFI), Human Resource Management Office, at the U.S. Naval Academy, Annapolis, Maryland. NAFI is an entity that generates its own funds through its operations, and is not funded by Congress. The purpose of the Human Resources Assistant position is to provide guidance, consultation and support on a variety of personnel issues to management, supervisors, and employees in the area of personnel management.
Key Responsibilities
Assists the HR Deputy Director and Director in delivering NAF HR policies, regulations and directives. Direct responsibility may include one or a combination of the following personnel functional areas: Payroll, records administration, classification, recruitment and placement, employee benefits, human resource development, performance management, and employee and labor relations.
- Payroll: Analyzes, interprets, develops, and implements regulations/policies, involving areas within compensation administration (e.g., pay and leave administration) and advises management on the use of compensation flexibilities to help recruit, manage, and retain employees. Performs audits and research projects to ensure full compliance with HRM regulations, and to ensure proper functionality of the ADP HR/Payroll System. Processes Requests for Personnel Action and maintains data records in ADP and SAP HR databases. Develops, interprets and analyzes data extracts and reports from HR databases, and develops the most efficient and effective approaches for presenting HR reports. Responsible for collaborating with Records administrator with CNIC SAP system data oversight.
- Employee Benefits: Advises management and employees on personnel issues. Provides employee counseling for NAF retirement, benefits, pay issues, and employee grievances. Investigates and resolves benefits issues such as retroactive benefits, enrollments, and portability of benefit issues or retirement actions. Out-processes employees, advising of potential benefits options. Partners with employee, managers and third-party administrators to administer the organization's Workers Compensation program. Determines benefits and allowances eligibility. Conducts and presents modules during employee and management training courses to meet yearly training requirements.
- Records Administration: Utilizing data analyses within SAP, the Human Resources Information System (HRIS), advises management and employees on complex personnel issues, such as contractual provisions concerning flex employees and regulatory provisions of the Affordable Care Act (ACA). Coordinates with payroll administrator to resolve payroll issues. Determines benefits and allowances eligibility. Conducts and presents modules during employee and management training courses to meet yearly training requirements. Develop ad-hoc queries within SAP and ADP to insure agreement between benefit costs and compensation in SAP with employee payment in ADP.
- Classification: Assist HR Deputy Director and Director by reviewing the position description and organization structure, and obtaining required information from the supervisor. Reviews the appropriate positions classification standards. Identifies classification issues and problems where the answers are not readily apparent; and answers general questions from supervisors and employees regarding procedures for classifying positions.
- Recruitment and Placement: Advises management on staffing and hiring process. Maintains full visibility over all parts of the hiring process, from initiation by management to completion, and provides advice/assistance in all stages of the process. Responsible for staffing function processes that are key elements in supporting effectiveness of hiring new employees and filling vacant positions. Screens applications, determining preference categories, ensures completeness and accuracy of recruitment case folders. Answers complex employment inquiries. Maintains oversight to ensure that work is progressing sufficiently to continually meet all deadlines.
- Performance Management: Knowledge and skill in applying a comprehensive body of HR rules, procedures, and technical methods concerning the incentive awards program sufficient to recommend dollar amounts of awards based on local precedent and regulations; prepare summary descriptions of approved awards for publication; and outline the reasons why the awards committee did not recommend approval.
- Employee and Labor relations: Assist in resolving union complaints and allegations. Research case law to identify precedents for current labor relations problems, or search similar unfair labor practice complaints for potential problems in handling current cases. Reviews previous labor relations cases to identify major issues and compare with current case. Explains employee rights, management rights, procedures for filing grievances, and the distinction between the union contract and established HR policies. Explains alternative processes to resolve issues and problems; e.g., using bargaining or alternative dispute resolution.
- General (includes but not limited to): Develops and presents subject area specific training to both internal and external customers. Prepares and analyzes functional area specific reports. Responsible for preparation of training documentation. Maintains full visibility over all Requests for Personnel Action, from initiation by management to completion, and provides advice/assistance in all stages of the process. Responsible for preparing and maintaining performance evaluation forms for all employees, assisting managers, and insuring evaluations are submitted and filed in a timely manner. Performs other related duties as assigned.
Skills, Knowledge and Expertise
1. Incumbent must have a two-year college degree or higher or 2 years of equivalent human resources experience. Experience processing payroll for a company with 200 employees preferred.
2. Experience in maintaining, managing, tracking, and analyzing data using spreadsheets and HRM database(s), with an emphasis on reporting accuracy and completeness. Experience using ADP Workforce Now or Kronos preferred.
3. Experience determining and calculating various pay rates, such as Shift Differential, Sunday Premium, etc.
4. Experience providing guidance, local training, and customer service to internal and external customers.
5. Experience in assisting and providing administrative support in human resources areas (e.g., employee benefits, training, retirement, personnel action processing, etc.).
About Anne Arundel Workforce Development Corporation (AAWDC)
AAWDC is a nonprofit corporation that provides innovative, high-quality workforce development services to Anne Arundel County businesses and residents. We are the bridge between understanding the workforce and talent development needs of local and regional businesses and preparing individuals to meet their full career potential.
Our Business & Industry Solutions team provides various services to the local business community, and one of them is recruitment assistance. Therefore, the job postings in this section are not directly associated with our organization; instead, they are featured here as a service for one of our business partners.
