Total 28 human resources job vacancies in maryland

Specific duties include:

• Leads a unit or team of employees performing work at the GS-5/6/7 level.
• Provides guidance and technical direction for accomplishing the work of the unit or team.
• Ensures the work assignments of employees in the unit or team are carried out.
• Works with the supervisor in the assignment of functions to team members in order to meet routine and unusual deadlines and priorities.
• Serves as work leader, ensuring the work assignments of employees in the unit are carried out.
• Distributes and balances workload and tasks among employees in accordance with established workflow and/or job specialization. In case of a shortage of personnel due to scheduled or unscheduled leave, responsible for filing in and for distributing the workload to other team members to ensure smooth workflow.
• Ensures the timely accomplishment of assigned tasks, and ensures that each employee has enough work to keep busy. Monitors the status and progress of work and makes day-to-day adjustments in accordance with established priorities.
• Maintains current knowledge and answers questions about other employee's procedures, policies and directives.
• Trains or arranges for the training of team members in the accomplishment of tasks or projects. Gives on-the-job training to new employees in accordance with established procedures and practices.
• Monitors and reports on the status and progress of work, checks on work in progress, and reviews completed work to see that the supervisor's instructions on work priorities, methods, deadlines, and quality have been met.
• Obtains assistance and/or need information from the supervisor on problems that may arise or backlogs that cannot be disposed of promptly.
• Checks work in progress or spot checks work not requiring review, and reviews completed work to see that the supervisor's instruction on work sequence, procedures, methods, and deadlines have been met.
• Amends or rejects work not meeting established standards; refers to questions or matters not covered by standards and problems in meeting performance standards to the supervisor.
• Performs the following limited administrative personnel management functions:

1. Approves emergency leave for a few hours or for emergencies.
2. Provides information to the supervisor concerning promotions, reassignment, recognition of outstanding performance, and personnel needs.
3. Informs employees of available employee benefits, services, and work-related activities.
4. Reports to the supervisor on performance, progress, and training needs of employees, and on behavior problems.
5. Resolves simple, informal complaints of employees and refers others, such as formal grievances and appeals, to the supervisor or an appropriate management official.

• Provide expertise concerning a comprehensive HR program, including position classification, staffing and placement, DCIPS performance management and recognition, employee development, employee relations, and benefits programs.
• Apply expert knowledge of HR policy, laws, guidance, and regulations to provide authoritative advice and recommendations in managing and supporting worldwide staffing and recruiting activities.
• Serve as staff advisor and provide oversight for the civilian human resources management program planning, evaluating, and inspection effort of the command.
• Advise command, AFSC and MICECP program leadership, and subordinate commanders and staff heads on civilian human resources programs, policies, processes, and practices.

• Monitor suspense items and prepare correspondence.
• Review, examine, evaluate and analyze Department of the Army publications and Military Personnel (MILPER) messages associated with Military Personnel Management to determine their applicability and impact on personnel services.
• Keep track of current publications on military personnel operations and ensure the publications for Officer/NCO Evaluations, Officer/Enlisted Promotions are current.
• Provide technical guidance to subordinate units in the area of military personnel actions and the maintenance of personnel records.
• Draft correspondence concerning aspects of officer and enlisted military personnel activities.
• Within established guidelines and procedures, execute officer and enlisted military functions.

• Guide and direct overall policy development and operations with other program managers across multiple enterprises within DISA.
• Determines applicability, of established law, directives and issuances to individual situations and agency wide conditions peculiar to the Defense Information Systems Agency.
• Drafts and develops program guidance in conjunction with the Subject Matter Expert (SME), to include manuals and training course units on technical services programs and processes.
• Manages Civilian Personnel publications program with extensive regulations, forms, etc. Works with the Agency Editor, publications team and Chief of Staff office to ensure proper routing and issuance of publications.
• Serves as the Agency's Remote Work Program Manager charged with full spectrum of program operations. Responsible for program development, modifications, advisory services, execution, and sustainment.
• Develop and establish policies, laws, guidance, and regulations directly related to the program.

• You will provide classification and position management advisory services in a college/university environment.
• You will advise on recruitment strategies (e.g. Merit, Delegated Examining, Direct Hire) and incentives; advertising, resume review, interview techniques, etc.
• You will advise management concerning appropriate solutions for workplace issues (employee and labor relations issues). Defers more complex matters to the ER/LR specialist.
• You will develop marketing strategies appropriate for non-competitive recruiting (e.g. recent college graduates, individuals with disabilities, Mil Spouse, Vets, Interchange eligible).

As a Lead Human Resources Specialist in the Operations Branch, incumbent assists the Branch Chief and the Associate Director for Human Resources Operations and Policy (HROP) in the implementation of Human Resources (HR) policy and operations specifically with regard to staffing, classification, placement and pay programs for GG, senior level, and/or executive positions. Provides supervision, technical direction, and guidance to team members engaged in HR operational work.

You will utilize your expertise and leadership skills to administer a full range of operational human capital policies, programs, and services with specific emphasis in the areas of Position Management, Classification, Workforce Restructuring and Reshaping, Workforce Analysis, Recruitment, Staffing, and Personnel Processing. 

• Providing supervision, technical direction, and guidance to a small team engaged in a wide range of HR operational processes and programs, primarily staffing, classification, position management, and special programs, among others. Ensuring quality, accuracy and integrity of HR processes and data to enhance and improve HR operations.
• Providing the full range of direct hands-on human resources operations for assigned customer accounts. Utilizing knowledge of position management, classification, strategic workforce planning, workforce restructuring and reshaping, workforce analysis and data analytics, recruitment, staffing, placement, pay and leave, benefits, retirement, labor and employee relations, performance management, awards and recognition, policy, human resources information systems, personnel processing, and personnel record keeping.
• Serving as a strategic business partner by regularly meeting with senior leadership, managers, and employees and providing expert advice and guidance. 
• Performing research and problem solving on a wide variety of complex and unusual problems, questions, and issues. The research may require extensive review of relevant U.S. NRC and Federal policies, other written issuances, and outreach to personal contacts with other offices, agencies, or organizations to obtain additional information (e.g., benchmarking studies). Keeping abreast of current developments in the human resources area and advises staff regarding new trends. Recommending development of new or revised human resources procedures, practices, and policies.
• Leading or participating in large interdisciplinary teams to accomplish agency-wide special projects to solve agency challenges or implement human capital change initiatives. Utilizing leadership, problem solving, project management, and organizational skills to develop written project and communication plans; monitor progress towards meeting established deadlines and objectives; and ensuring high quality final oral and written work products.
• Facilitating knowledge management (KM) and transfer by developing operations related standard operating procedures, guides and instructions, policies, training information or presentations, and by serving as a mentor to other Human Resources staff in the agency to assist in the analysis and resolution of complex questions and issues.

• Provides technical advice and assistance for Classification and disseminates command civilian personnel information to workforce.
• Inputs and retrieves data from DCPDS and AUTONOA that ensures the accuracy of organization and position information, initiating corrective action when necessary.
• Assists with the development of classification determinations.
• Develop long and short-range staffing plans to meet forecasted mission requirements, human capital losses, changes in critical competencies, availability of candidates, career development patterns, reorganization proposals.
• Provides guidance on merit system principles, prohibited personnel practices, the development and use of valid selection criteria, and other approaches that may help in staffing the organization .
• Provides advice and assistance on grievance procedures and options for resolution of conflicts or problems.
• Investigates and resolves payroll issues associated with various and unrelated types of civilian appointments such as career, career conditional, consultants, temporary, part- time, and student employment.

• Provides a full range of HR services for managers and employees; advises management and employees on complex personnel issues.
• Performs extensive technical and specialized work in the areas of staffing, pay administration, training, incentive awards, performance administration, employee benefits, portability of benefits, management employee relations and labor relations.
• Applies knowledge of regulatory compliance to address and resolve routine and complex issues requiring a thorough comprehension and experience applying and interpreting policies, regulations and directives pertaining to NAF employment.
• Monitors, directs, trains and oversees a team of lower graded HR staff when required.

As a Training Specialist, you will provide expertise in planning, development, presentation, and evaluation of adult training, education and professional development programs for HRSA.

Your major duties and responsibilities include:

• Designing and delivering instructor-led, in-person training and instructor-led virtual classroom training using computer-based training (CBT) and interactive courseware solutions to meet training requirements.
• Designing, developing, implementing, and evaluating training and development programs using adult learning principles, identifying learning goals and objectives.
• Evaluating effectiveness of instructional materials and compiled data for a variety of training programs and presenting findings to stakeholders to assist in improving training strategies.
• Facilitating focus groups and interviews for the purpose of designing individual and organizational interventions.

• Serves as a supervisor, expert advisor, and consultant to the highest level of officials and management, in the organizational segments serviced, covering all areas of civilian and military human resources management.
• Advises on recruitment, staffing, classification, benefits, labor-management employee issues and all aspects of military personnel matters.
• Interprets and clarifies civilian and military human resource policies, standards and procedures; developing and implementing processes or policies as required.
• Prepares and presents reports and briefings on program status and planned improvement actions to key officials and management.
• Plans, coordinates, and monitors work assignments of others; evaluates work performance and provides feedback to others on their performance.

• Serves as human capital strategist and senior level member of the Headquarters workforce reporting to the Director of Human Resources Program Executive Office Command, Control, Communications, and Network (PEO C3N).
• Leads human capital initiatives such as , strategic workforce planning, workforce development, , and talent management.
• Develops, manages, and implements coaching and mentoring program objectives aimed at increasing skills and competencies.
• Leads supervisors’ training and certification requirements and coordinates labor and employee relations activities as required.

• Provides regulatory guidance on all aspects of military personnel operations.
• Coordinates assignment instructions for all incoming and outgoing soldiers.
• Council's soldiers and eligible family members on retirement and separation processing.
• Assists retirement eligible personnel or family members with their elections for the Survivors Benefits Plan (SBP).
• Administers the authorization of benefits under the Former Spouse Protection Act.

• Provide expertise concerning a comprehensive HR program, including position classification, staffing and placement, DCIPS performance management and recognition, employee development, employee relations, and benefits programs.
• Apply expert knowledge of HR policy, laws, guidance, and regulations to provide authoritative advice and recommendations in managing and supporting worldwide staffing and recruiting activities.
• Serve as staff advisor and provide oversight for the civilian human resources management program planning, evaluating, and inspection effort of the command.
• Advise command, AFSC and MICECP program leadership, and subordinate commanders and staff heads on civilian human resources programs, policies, processes, and practices.

• Assists in managing and processing DARB applications
• Assists the information technology Engineers with the operation, maintenance, and management of the military personnel data system (MILPDS) and the electronic case management tracking system for the DARB AFBCMR.
• Reviews case files to determine if all relevant issues have been fully addressed by the office of primary responsibility.
• Plays a key role in the development and maintenance of governance related to assigned duties

• Perform a wide range of military HR actions in support of BDE HQs military personnel.
• Maintain a control log whereby leave and passes are tracked.
• Advise BDE on status of assigned HR actions, issues encountered, and recommends solutions, when appropriate.
• Performs mailroom duties to include receiving, sorting, and distributing mail.