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Job Summary 
The Computer Operator IV adapts to a variety of nonstandard problems that require extensive operator intervention (e.g. frequent introduction of new programs, applications, or procedures). In response to computer output instructions or error conditions, this worker chooses or devises a course of action from among several alternatives and alters or deviates from standard procedures if standard procedures do not provide a solution; then refers problems if necessary. Typically, completed work is submitted to users with occasional supervisory review.

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.

 Serves as the Personnel Automation Section (PAS) Chief and provides functional systems administrative support for users of Army standard automated HR systems/applications to include IPPS-A, ISM, etc.  Monitor the quality of the local personnel processing database and assist supported units in resolving transaction processing errors and data base inconsistencies.

 Primary military HR specialist supporting the installation’s Personnel Automation Section with responsibility for automation and the technical aspects of military HR databases and data retrieval.  Coordinates and advises on all actions to create and enhance data management and reporting in Department of the Army (DA) HR systems.

 Perform all IPPS-A duties required of the Personnel Automation Section to include HR System Administrator, Report/Adhoc Manager, Provider Group Administrator, CRM processor, Validator, Key Enabling Entity Bundle (KEEB) Validator, Training Resource Administrator (TRA), etc. 

 Process system user access, including elevated access, requests and maintain a spreadsheet of all users and system accesses.   

 Perform all other contract-related duties as assigned.

Additional Responsibilities 

•    Assists with personnel accounting and strength reporting; ensures accuracy and timeliness of data input relevant to the installation’s strength accountability; screens and processes Personnel Asset Inventories (PAIs); reviews and validates Personnel Readiness rosters.
•    Provide functional systems user training upon request, to include one-on-one training at the MPB, telephonic training and inquiry assistance, and on-site unit assistance visits. 
•    Performs first-level diagnostics and maintenance on MPD automated systems, refer higher level problems to the appropriate servicing agency.
•    Submit “trouble tickets” through installation’s Remedy database.

Qualifications: Education, Experience, and Certification(s)
•    High school diploma or General Educational Development (GED) required.
•    Must have 1-2 years of experience in Military Human Resources services and Office Administration preferred.
•    Must be able to pass and obtain a government DOD personnel security clearance required.

Knowledge, Skills, and Abilities 
•    Must possess proficiency and knowledge across a variety of military human resources (HR) functional areas preferred.
•    Must have advanced knowledge and experience in computer-related skills and with MS Office (Word, Excel and PowerPoint) preferred.
•    Must Possess technical proficiency in managing and sustaining applications that support military HR operations; experience with Human Resources Information Systems (HRIS).
•    Must be detail-oriented and able to carry out work with the highest levels of accuracy.
•    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.
•    Must have effective organizational skills, administration, attention to detail and communication skills both verbal and written.
•    Knowledge of IPPS-A and iPERMS is a plus.
•    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. 
 

ServiceSource is committed to hiring and retaining a diverse workforce and building an inclusive workplace. We are an Equal Opportunity and Affirmative Action 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