Verwaltungssachbearbeiter/in Wiesbaden, Germany Ausschreibungsbereich WHO MAY APPLY: Current INTERNAL Local National Employees throughout Germany. This covers all current Local National employees of the U.S. Forces in Germany, including U.S. Air Force and AAFES-Europe within Germany and EXTERNAL Local National Applicants, who reside in Germany. Hauptaufgaben The incumbent serves as the LN Human Resource (HR) Liaison and advisor to RMO Chief and District managers and supervisors. Provides guidance and assistance to supervisors and employees on all areas of German LN HR regulations, policies and law. The incumbent maintains liaison with several servicing CPACs located throughout Germany, the Civilian Human Resources Agency (CHRA)-Europe Regional Director's Office LN Division, the District's Works Counsel and the US Army in Europe (USAREUR) LN Proponent. Works closely with senior staff in advising on recruitment and placement strategies to include succession planning, and new mission staffing. Attends meetings with managers and supervisors to help formulate workforce management plans and strategies. Advises management on LN recruitment strategies, sources, and special programs, relocation, and retention incentive programs. Provides guidance on German Tariff and employment rules, merit system principles, prohibited personnel practices, and the development and use of valid selection criteria. Provides advice and assistance to management regarding loss of skilled employees, recruitment and hire lag problems, expansion or decrease in mission. Assists in developing short and long range staffing plans to meet forecasted mission requirements, human capital losses, and changes in critical competencies. Reviews past recruitment practices and local labor market conditions to advise on future staffing strategies. Advises management on a wide range of LN staffing issues such as workforce shaping/reduction-in-force, special placement programs, recruitment methods, and special pay incentives. Develops methodologies to assist management and supervisors in identifying and justifying staffing levels, recruitment requirements, and tools to attract and retain quality employees. Gives advice on procedural aspects of external and internal LN recruitment and placement programs and eligibility/qualification criteria for positions. Provides administrative support and general assistance to supervisors in the accomplishment of their expanded personnel management role under HR. Initiates, monitors and tracks Request for Personnel Actions (RPAs) using the Defense Civilian Personnel Data System (DCPDS), completes Gatekeeper Checklist and attaches supporting documents as required. Maintains status and full visibility of recruitment and other LN actions and follows up to ensure timely completion; keeps managers and staff abreast of status. Maintains internal suspense for the submission of employee and position actions to insure deadlines are met (i.e. career promotions; expiration of LWOP, temporary promotions or reassignments, etc.) and follows through with responsible supervisors and individuals to ensure deadlines are met. Provides liaison with appropriate CPAC to resolve issues and problems with submitted action. Educates hiring officials on LN recruitment parameters and requirements which allows for successful and viable strategic recruitment discussion (SRD) with the CHRA-Europe LN Division. Reviews and processes selection actions to include obtaining Works Council and Severely Handicapped Employee (SHE) Representative Concurrence. Forwards finalized selection package to appropriate CPAC for job offer and employment contract action. Coordinates and obtains concurrence on other internal actions such as reassignments and provides supporting documentation to appropriate CPAC. Coordinates with LN timekeepers on personnel actions impacting payroll and assists in resolution of pay problems as appropriate. Processes and completes requests for LN Workforce Common Access Cards (CACs) and installation access cards, coordinating appropriate reviews are up to date and in good standing with District Security Office and Information Management Office. Assists with the U.S. personnel program as assigned. Manages the LN Outreach program which focuses on efforts to attract applicants eligible for LN employment to strengthen the District's LN workforce, to attract larger pools of applicants to improve recruitment efforts, increase the diversity of the LN workforce and to meet succession planning requirements, primarily through coordination and onsite recruitment at universities within Europe. Develops annual university recruitment plan. Establishes and maintains partnerships with targeted entities, as well as the District's Public Affairs Office for development of various media communication campaign support. Utilizes workforce statistical data to identify trends and future needs, including identification of such things as turnover rates, projected retirements, proposed projects, etc. Communicates regularly with managers on projecting and identifying needs and other special areas for targeted recruitment efforts. Makes recommendations to management regarding potential recruitment and marketing strategies. Organizes and coordinates recruitment teams for onsite university recruitment efforts. Develop and provide training to recruitment team members on basic LN employment, salaries, and benefits. Establish and maintain a LN Intern Program by coordinating with the USAREUR Local National Division, CHRA-Europe LN Division and appropriate CPAC. Advises and assists managers and staff in classifying and evaluating LN positions ensuring accuracy and consistency with established position management and classification principles, practices, policies, standards and regulations. Assists management in preparing accurate position descriptions, implementing new classification standards and explaining classification to employees. Assists managers with developing or revising position descriptions and forwards proposed position description to the CHRA-Europe LN Division for final classification certification and implementation. Coordinates position reviews as required between CHRA-Europe LN Division/CPAC and supervisor and provides advice and assistance on issues, concerns or problems. Obtains Works Council concurrence on non-competitive promotions based on position review and coordinates the processing of the RPA with the appropriate CPAC. Performs other duties as assigned. Qualifikationsanforderungen Description of the Education & Training Levels: https://portal.chra.army.mil/mnrs?sys_id0a86e971cd2d2d10aaffb5ebb50f5ac9&viewsp&idmnrs_kb_article&tablekb_knowledge C-7: E&T Level I: 2 years of creditable experience as defined in A below PLUS 5 years of experience as defined in B below. Current employees who do not meet E&T Level I and who are not in the same or similar occupation must have 2 additional years of creditable experience as described in A below. E&T Level II: 1 year of creditable experience as defined in A below PLUS 5 years of experience as defined in B below. E&T Level III: 4 years of creditable experience as defined in B below. E&T Level IV: 3 years of creditable experience as defined in B below. E&T Level V: 2 years of creditable experience as defined in B below. Current employees who have served one year in the same or similar occupation are qualified for the next higher grade. Experience A: Included clerical work in an office or store, working with computers, bookkeeping, making and recording inventories, telephone marketing, arranging for events or as a cashier, etc. Experience B: Experience in the same or similar line of work as the job for which considered. The experience must demonstrate that the applicant possesses the particular knowledge, skills and abilities required in the position. The predominant experience must have been gained at a comparable level of difficulty to the position to be filled. The amount of the higher level experience must be in a reasonable relation to the required total number of years. Office automation skills required. Driver's license class B required and incumbent must be able to obtain and maintain a government vehicle driver's license. LANGUAGE PROFICIENCY LEVEL: English AND German Language Proficiency Level C1 required. You may test yourself for free at one of the various online providers, who offer tests under the 'Common European Framework of Reference for Languages' (CEFR). Description of the Language Levels: https://portal.chra.army.mil/mnrs?sys_id13a66d71cd2d2d10aaffb5ebb50f5aa0&viewsp&idmnrs_kb_article&tablekb_knowledge Auswahlkriterien auswählen General Information for LN Job Announcements - please read: https://portal.chra.army.mil/mnrs?sys_id77e3ac4a5ce32110924578e08ba9227c&viewsp&idmnrs_kb_article&tablekb_knowledge Beschäftigungsbedingungen Occasionally temporary duty travel (TDY) required, 10%. We offer: - a global employer who stands for cultural diversity and equal opportunities - employment in an international environment with a welcoming atmosphere - high level of job security and attractive pay under German tariff agreements (CTA II; Protection Agreement) including, but not limited to, the following tariff entitlements: - 30 days of annual leave; 36 days for severely handicapped employees (Additional time-off on 24 & 31 December per tariff agreement) - vacation and Christmas pay (total of 13 monthly salaries) - various additional social benefits (e.g., employer pension scheme through Allianz group insurance; property accrual payments) Beyond the tariff agreement: - usually, time off on 8-9 U.S. holidays due to work hour redistribution (Governed by shop agreement) - employer-specific programs for flexible work schedules; mobile work; length-of-service/performance awards - health promotion and fitness programs, including free use of employer-run Fitness centers.