Sign In
 [New User? Sign Up]
Mobile Version

Assistant Director of HUman Resources

Coast Guard Community Services Command

Chesapeake, Virginia 23320
Job Code:
Job Type:
Job Status:
Full Time
1st Shift
  • Benefits
  • Compensation
  • Diversity
  • EEO/Affirmative Action
  • Employee Relations
Coast Guard Community Services Command
  • Save Ad
  • Email Friend
  • Print
  • Research Salary

Job Details

Announcement #: 2017.218

Opening Date: 25 May 2017

Pay Plan/Series/Pay Band: NF-0201-05

Closing Date:  8 June 2017      

Work Schedule: Full Time

Position: Assistant Director of Human Resources  

Salary:  Negotiable

Who May Apply: All Sources   

Location: Chesapeake, VA Headquarters



Directs all aspects of NAF Compensation and Benefits, and Human Resource Services, and Human Resources Information Management Programs. Responsible for the Performance Management program oversight development.  The position is an Assistant Director of Human Resources at the Coast Guard Community Services Command (CSC) Headquarters in Chesapeake, VA and reports to the Director of Human Resources.  The CSC oversees the CG Exchange (CGX) which is a multi-million-dollar retail operation with 64 stores throughout the United States and Puerto Rico.  The CSC also provides program management for the CG’s Morale, Well-Being and Recreation program, provides HR support for the CG’s 1400 NAF employees and is the CG’s NAF Center of Excellence.


Develops and implements enterprise-wide compensation and Benefits Programs, policies and strategies which support business objectives. Compensation programs include exempt and non-exempt programs, salaried, hourly, and bonus plans.  Benefits programs include a variety of healthcare plans, life insurance plans, disability insurance, short term/long term care, and flexible spending accounts.  Retirement plans include defined benefit and 401K plan.

Administers the defined benefit and defined contribution retirement plans. Ensures plans are current, accurately accounted and comply with all applicable government regulations. Coordinates and liaisons with DOD NAF counterparts in support of benefits, retirement, and parity.


Continually evaluates the effectiveness of NAF compensation, benefits, and HR technology to ensure competitiveness with the commercial sector and conformance with applicable government (state, DOL, CG, DHS, OPM) regulations. Closely coordinates program development with CGX/MWR senior leadership.  Engages in cooperative efforts with DOD NAF organizations as feasible.  Provides substantive input to higher echelons regarding pay, benefit and performance management policy development consistent with CSC business objectives.


Lead HR expert on portability functions including retirement, OPM interchange agreement, and benchmarking analysis with DOD counterparts. Knowledge of complex federal government entities regarding portability.


Maintains liaison with program providers, consultants, legal, brokers, plan administrators, trustees, etc. to ensure effective program oversight and development. Keep current with latest HRIS related technology developments and trends by researching industry /process/program best practices and initiatives for possible development and implementation of new technology to support CSC NAF Human Resources. 


Determines and/or recommends changes to exempt and nonexempt salary structures. Ensures internal and external pay equity to the maximum extent possible. Oversees and coordinates delivery of human resources services and activities in support of NAF personnel including employee relations, disciplinary issues, etc.


Recommends pay for performance merit increase allocation strategies consistent with corporate pay philosophies and strategies. Forecast industry merit increase payout budgets, and pay structure adjustments.  Presents information, expert analysis and recommendations and to the CGX Compensation Committee and the CO for approval.  Coordinates the development of internal CSC classification standards for graded positions.


Establishes and administers enterprise-wide pay and classification policies and programs consistent with applicable Office of Personnel Management (OPM), Department of Homeland Security, and Department of Labor (DOL) regulations.


Oversees exempt level job and salary range reviews to ensure pay competitiveness with the commercial sector, industry trends, etc. Recommends changes to job salary range assignments as necessary. Works closely with senior management in developing total compensation packages for key positions.


Ensures processes are in place to centrally administer the enterprise-wide processing and accounting of key pay, bonus and benefit actions, including benefit plan enrollment, exempt bonuses, craft and trade (CT) wage schedule adjustments and within grade (step) increases, saved pay retention, and NAF associate merit increases; Provides oversight and development of the performance management Program. Ensures performance management and program compensation programs are aligned with business goals and objectives.


 Develops and manages Awards and Leave Programs; Develops and coordinates pay and benefits communication programs; Profiles pay and benefits input in developing Labor Relations/Collective Bargaining strategies; Ensures effective and reasonable controls are in place to ensure accuracy and appropriateness of compensation and benefit actions.  Programs administered are subject to regular internal and external audits; has a clear understanding of laws, regulations, executive orders, DHS Directives, CG Directives pertaining to non-appropriated employees. 


 Plans and directs Program policy development and administration through subordinate supervisors/managers through grade NF5.  Assigns work, sets goals, and target dates, provide guidance and review work in terms of results achieved.  Develops program budget requirements.  Initiates personnel actions, including awards, pay and discipline.  Counsels personnel, approves schedules and leave.  Adheres to Equal Employment Opportunity policies and principles. Performs other related duties as assigned.



  1. Bachelor's Degree in Human Resources or related field of study.

  2. At least 5 years of HR supervisory experience.

  3. Experience with benefits and compensation, HRIS, and employee relations.

  4. Must be able to manage multiple projects simultaneously.

 Preferred: (in addition to minimum qualification)

  1. Master’s degree in Human Resources or related field

  2. Certified Senior Professional in Human Resources (SPHR)

  3. At least 7 years of supervisory experience in Human Resources.

  4. Experience with management and compensation in support of non-appropriated employees. 


  • Selectee will be required to participate in Direct Deposit/Electronic Funds Transfer as the Standard method of payment for payroll and travel purposes.

  • Males born after 12/31/59 and at least 18 years of age must be registered with the Selective Service System, unless covered by an exemption under the Selective Service Law, in accordance with 5 U.S. Code 3378. Selectee will be required to provide a written statement regarding his registration status, unless he is exempted by this statute.

  • Must satisfactorily complete a Federal Background check

Outside Candidates: To apply, click on the SHRM Apply button or please visit our website at and click on “Employment” at the bottom of the page. Search by location or Job Title for:


Assistant Director of Human Resources 2017.218

Chesapeake, VA, US

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy and stability of its content for a particular purpose. Disclaimer