Job Details

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Title Military Pay Specialist
City JB Lewis -McChord
State WA
Description •Delivers professional customer service support to Soldiers. Interprets and applies specific governing pay directives. Advises and assists Soldiers and their chain of command concerning pay entitlements as prescribed by governing DoD and HQDA directives.
•Demonstrates and applies knowledge and understanding of established DoD policies related to military pay entitlements. Must be familiar with the Joint Federal Travel Regulation (JFTR) and DOD Financial Management Regulation (DODFMR).
•Implements standard accounting procedures and internal control processes while receiving, reviewing, verifying, and processing military pay actions.
•Responds to customer inquiries via telephone, email, and other forms as required. Advises and assists Soldiers and supported units concerning proper procedures for submission of pay change actions, including required source documentation.
•During Soldier installation in-processing and out-processing, provides finance briefings in group format, as well as individual (desk-side).
•Receives pay change requests and substantiating source documents. Reviews actions for accuracy and completeness. Audits the individual Master Military Pay Account (MMPA) to determine pay eligibility. Forwards verified actions to Government auditor for review.
•Returns incomplete or incorrect pay actions to originators and provides guidance or training as needed to explain the nature of errors and corrective actions required.
•Accesses multiple, standard automated finance systems and codes transactions that generate changes to military pay.
•Performs cycle analysis by reviewing automated output registers daily to confirm transaction processing or transaction rejection, researching rejects, and taking corrective action. Performs other pay inquiry analysis as required and monitor management notices.
•Collects workload data and maintains paper and electronic files used as quality control metrics to measure performance against timeliness and accuracy standards.
Requirements Requires Minimum of 1 Year experience in a Customer Service environment, with HR background in Military Pay or Military Personnel. Substitutions for HR background can be from similar experience gained in either the private sector or other Federal Agency. Security requirement includes favorably adjudicated National Agency Check, Local Agency Check and Local Credit Check (NACLC) investigation.

Physical Requirements:

The physical requirements 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.

General Office Demands:

Must be able to operate general office equipment including but not limited to: computer, phones and related media and information devices on most or all workdays
Ability to communicate and interact with others, both in person and/or by telephone to conduct business
Working under time pressure
Working rapidly for long periods to meet deadlines
Must be able to travel as needed and adhere to AFSC travel policies and procedures.
Physical requirements can typically be characterized as sedentary: work involves exerting up to 10 lbs. of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects.

Major Job activities and mental requirements:

Multiple concurrent tasks
Ability to perform under stress
Reading and comprehension
Writing
Problem solving
Confidentiality
Customer contact

Our Equal Employment Opportunity Policy:

Armed Forces Services Corporation (AFSC) is an equal opportunity employer. We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable federal, state or local law.
  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • 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. 41 CFR 60-1.35(c)
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