Clarification from the agency

US Citizens and Non-Citizens are eligible to apply to this posting.

Key Requirements

1. Candidate must meet all qualification requirements by the closing date of this announcement.
2. A one-year probationary period will be required upon selection.
3. Social Security Card must be presented at time of appointment.
4. If you are selected for this position, the documentation that you present for purposes of completing the Department of Homeland Security (DHS) Form I-9 will be verified through the DHS E-verify system. Federal Law requires verifying eligibility of all new hires. The Navy Exchange Service Command is an E-Verify Participant.
5. Incumbents of this position must be U.S. Citizens.
6. Candidates/Incumbent must be eligible for and obtain a Secret Clearance.

• As District Human Resources Managers, works closely with District Vice President, General Managers and business heads in change management, management of culture, and the delivery of human resources best practices in the areas of compensation and rewards, performance management, talent management and development, staffing/recruitment, organizational design, employee and labor relations, and business and program analysis. Keeps current on emerging retail industry best practices, human resources trends, and management strategies. Responsibilities cover multiple retail & hospitality locations over several states.
• Recruitment/Staffing. Assumes the leadership role in ensuring business units are staffed with associates suited to current and future organizational needs. Identifies talent requirements, key competencies and job qualifications. Ensures a succession planning process is in place, and identifies high potential employees for development. Aggressively pursues highly qualified job candidates from internal and external sources to improve the pool of talent in the organization. Manages and directs outplacement and career transition services for displaced associates, as appropriate.
• Compensation and Rewards. Implements NEX compensation and reward systems which attract, retain, and motivate high quality talent. Fully utilizes available compensation and recognition program flexibilities to meet business objectives. Responsible for meeting all wage survey requirements. Aggressively markets and communicates the total compensation package to management, employees, and job applicants. Ensures employees and applicants fully understand and appreciate the benefits of employment with the Navy Exchange System.
• Business and Program Analysis. Works with business heads to identify measures of organizational effectiveness. Aligns, evaluates and improves local Human Resources programs through use of key business indicators and metrics including those available through HRIS resources. Benchmarks local results both internally and externally. Adjusts or implements local human resources programs based on analysis performed. Responsible for the integrity of information contained in the PeopleSoft database. Ensures information gathered locally is entered in the database accurately, consistently, completely, and timely.
• Organizational Improvement. Works closely with business units to improve the performance of organizations which are responsive to business goals. Proactively reviews organizations in light of business requirements and available talent. Ensure job descriptions incorporate key functions, and ensures job classifications are consistent throughout the organization.
• Training and Development. Works with business units to identify training and developmental requirements to support current and future business objectives. Identifies training resources and training plans, and conducts training as appropriate. Ensures core job skills and orientation training programs are in place.
• Performance Management. Works with business heads to continually raise the standards of organization performance. Implements NEX performance management program which is based on business goals and objectives which supports NEX strategic plans. Assists business units and associates in developing measurable and relevant business objectives focused on improving individual, group and organization performance.

Conditions of employment

The incumbent of this position must file a Financial Disclosure Report (OGE) Form 450, as required.

Qualifications

A total of 8 years consisting of the following:
GENERAL EXPERIENCE: 3 years of responsible experience in non-routine work which enabled the applicant to gain a good general understanding of the systems, methods and administrative machinery for accomplishing work; the ability to analyze problems, apply sound judgment in assessing practical implications of alternative solutions and resolving the problems presented; and the ability to communicate effectively with others, both orally and in writing.

OR SUBSTITUTION OF EDUCATION FOR EXPERIENCE:

AND SPECIALIZED EXPERIENCE: 5* years of progressively responsible experience in Human Resources work in at least two of the functional specialization's such as: employment, labor/employee relations, classification and wage administration, employee development and training, or career management (experience may be obtained in HR generalist or in HR specialist positions); or one of the predominant specializations (labor/employee relations, employment, or training and development) with a total background and experience which provides evidence of an understanding of the relationship of the specialization to the other functional areas.

*At least one year of specialized experience needs to be as Human Resource Business Partner, NF-04 or equivalent GS-12/13.

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Your qualification will also be evaluated on the Minimum Qualification Requirements as described in your profile and resume. Credit will be given for appropriate paid and unpaid experience or volunteer work.