Total 56 human resources job vacancies in sacramento california

• Plans and tracks work to be accomplished, sets workload priorities and deadlines, makes assignments based on capability and expertise. Sets work standards and processes and evaluates/reviews performance of employees.
• Responsible for ensuring all personnel management actions are in accordance with merit principles and Equal Employment Opportunity (EEO) program guidance.
• Responsible for the technical and administrative supervision of a staff of HR Specialists, HR Assistants and/or Supervisory HR Specialists which comprise the Human Resources program for the servicing organization.
• Responsible for carrying out the full range of program management operations for the Branch including staffing and placement, employee and labor relations, training and development, outreach, program evaluation, program planning and budgeting.
• The incumbent is responsible for organizing and coordinating the administration of these functions with full delegation of responsibility and authority to meet the operating goals and requirements of the organization.
• Ensures all programs are run in accordance with merit system principles and DOI/BLM policies.
• Carries out supervisory duties in accordance with regulatory requirements in areas such as Diversity and EEO; Internal Management controls; Merit Systems Principles; Safety and Occupational Health obligations; Effective Performance Management.

• The duties described are for the full-performance level. At developmental grade levels, assignments will be of more limited scope, performed with less independence and limited complexity.
• The duties may include, but are not limited to:
• Performs fact-finding and research to develop background information for formulating or revising segments of personnel policies, programs, and procedures
• Assesses need for, recommends, and writes Agency regulations, instructions, notices, policies, programmatic and procedural guides, and memorandum on various personnel subjects
• Represents Programs in external staff meetings, conferences, consultations and coordination with OPM, USDA, other Federal Agencies, and non-Federal organizations.
• Develops and delivers presentations and briefings to managers, supervisors, or employees.
• Development of visual aids, handouts, charts, and reference on various personnel subjects.
• Assesses need for and recommends subject-matter training for MMA officials. Researches, analyzes, and develops material training sessions.
• Provides technical advice and assistance to management on the interpretation and implementation of new and/or substantially revised personnel laws, regulations, policies

• The duties described are for the full-performance level. At developmental grade levels, assignments will be of more limited scope, performed with less independence and limited complexity.
• The duties may include, but are not limited to:
• Performs fact-finding and research to develop background information for formulating or revising segments of personnel policies, programs, and procedures
• Assesses need for, recommends, and writes Agency regulations, instructions, notices, policies, programmatic and procedural guides, and memorandum on various personnel subjects
• Represents Programs in external staff meetings, conferences, consultations and coordination with OPM, USDA, other Federal Agencies, and non-Federal organizations.
• Develops and delivers presentations and briefings to managers, supervisors, or employees.
• Development of visual aids, handouts, charts, and reference on various personnel subjects.
• Assesses need for and recommends subject-matter training for MMA officials. Researches, analyzes, and develops material training sessions.
• Provides technical advice and assistance to management on the interpretation and implementation of new and/or substantially revised personnel laws, regulations, policies

As a Human Resources Specialist (Classification) at the GS-0201-12/13, some of your typical work assignments may include:

• Classification and Position Management:
  • Analyze and evaluate complex classification issues, ensuring compliance with Office of Personnel Management (OPM) standards.
  • Develop, review, and certify position descriptions across various occupational series and grade levels up to GS-15.
  • Conduct desk audits and recommend authoritative solutions to improve position management.
• Organizational Design and Consultation:
  • Collaborate with senior leadership to implement organizational realignments and workforce planning initiatives.
  • Provide expert guidance on position management, organizational restructuring, and the development of mission-critical structures.
  • Interpret and apply Federal HR regulations, offering innovative solutions to address classification and position management challenges.
• Advisory and Strategic Planning:
  • Advise managers on classification appeals, regulatory compliance, and effective workforce strategies.
  • Conduct special studies to evaluate the effectiveness of HR programs and recommend strategic improvements.
  • Maintain and update organizational charts and mission/functional statements to reflect operational needs.

• This is a Permanent appointment in the competitive service with a full-time work schedule.
• By applying for this position with SBA's People Operations Disaster Division - PODD, you can enjoy challenging but satisfying work and join a highly motivated and diverse team that helps families and businesses rebuild their lives after a disaster.
• Additional selections may be made from this announcement if identical vacancies occur within 180 days from the closing date.
• Mandatory Overtime: In order to respond quickly and efficiently to disaster survivors, substantial compensated overtime hours may be required during heightened disaster activities.
• This position is not included in a bargaining unit.

• Impactful Leadership: Influence organizational structures and ensure the efficiency of SBA's disaster assistance programs.
• Professional Growth: Join a forward-thinking HR team that values innovation and continuous improvement.
• Mission-Driven Work: Support disaster recovery efforts across the nation and make a tangible difference in communities.

• You will interpret Human Resources concepts, laws, regulations, rules, principles, practices.
• You will utilize automated technology to produce documents, charts, graphs and presentations and use data management tools to research, organize and analyze personnel information.
• You will provide advice and assistance on a one or more of the Human Resources functional areas such as staffing/employment, classification, compensation, performance management, and employee relations.
• You will assist hiring managers with recruitment and staffing.

WHAT IS THE HUMAN CAPITAL OFFICE DIVISION?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Vacancies will be filled in the following specialty areas:
Human Capital Office of Human Resource Operations Labor/Employee Relations and Negotiation

The following are the duties of this position at the full working level.

• Provides authoritative advice and assistance and performs a variety of services to management officials at all levels within the organization on the full range of assigned specialized fields of personnel management.
• Maintains complete knowledge of assigned personnel management function(s) and provides authoritative technical assistance on complex problems referred from other human resources specialists and assistants. Serves as technical consultant to other human resources specialists.
• Meets with management officials at all levels regarding controversial personnel management problems. Provides alternative problem solutions to meet management's needs.
• Participates on national, regional, or local task groups as required.
• Serves as team leader for a team of human resources specialists and assistants when required. Distributes and balances work among team members in accordance with established work flow or job specialization; amends or rejects work not meeting established standards; approves leave for a few hours or for emergencies; resolves simple or informal team member complaints and refers other complaints to supervisor; reports to supervisor on team performance, progress, training needs, and disciplinary problems; and makes suggestions to supervisor concerning promotions, reassignments, recognition of outstanding performance, and personnel needs.

This Supervisory Human Resources Specialist position is located Los Angeles International Airport (LAX), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Functions as the airport subject matter expert (SME) on human capital core functions to ensure compliance with the Office of Human Capital (OHC) directives, policies, guidance, procedures and requirements.
• Provides advice and guidance to junior specialists, professionals, managers, employees and external representatives to resolve problems not always susceptible to treatment by standards.
• Identifies and proposes solutions to complex issues and concerns where previous studies and established techniques require modification and adaptation.
• Reviews policies and precedents in order to make a recommendation for applying them to sensitive or controversial cases or problems.
• Conducts research and evaluates options for use in implementing OHC programs and policies.
• Uses human resources expertise to recommend best option and coordinate or direct program/policy implementation.
• Advises management regarding current policies and procedures.
• Provides sound interpretation and guidance regarding the application of HR related policies and procedures.
• Manages allocated resources (staff, budget, equipment, etc.) to accomplish work and objectives of the component, program or project. Requests additional resources, as necessary.
• Contributes to the planning process for budgetary, equipment/supplies and human resources needs, as assigned.
• Applies expert knowledge of the technical aspects of the work directed (employee relations principles and practices, appeals and grievance processes, OWCP, position management, staffing, human resources concepts, and best practices) using knowledge of case laws (MSPB) and precedents, government regulations, executive orders and agency rules.
• Serves as the Employee Relations and OWCP consultant to the FSD and other management members; coordinates with other HR functions; and analyzes and works to resolve particularly complex and sensitive problems and issues.
• Provides advice and assistance to management regarding appropriate disciplinary and adverse actions. Identifies and provides guidance on fitness for duty and FMLA issues.

THIS IS A T5 EXCEPTED SERVICE, TEMPORARY POSITION NOT TO EXCEED ONE YEAR

Selectee may be non-competitively extended up to 4 years if/when funding becomes available.

The primary purpose of the HUMAN RESOURCES ASSISTANT (MILITARY), GS-0203-7, is to is to assist a higher graded specialist in researching/studying/analyzing and administering all aspects of the assigned function(s). Performs duties in one or more program areas as described below. Incumbent identifies the scope or nature of a situation and determines the need for and obtains additional information through research of pertinent records, identifying trends and patterns, and/or review of technical reference material in order to resolve problems or controversies pertaining to human resources matters.

• Provides assistance in administering and managing the enlisted retention program. Provides procedural guidance to commanders, supervisors, and staff members on the Weight Management Program (WMP). Provides advice and assistance to commander and staff on various Career Enhancement programs.
• Participates in development of procedures and establishment of policy for building, updating, auditing, and for accountability and disposition of automated and manual records. Ensures records are accurately maintained and updated. Compiles reports and statistical information regarding various programs.
• Prepares reports on strength accountability and provides statistics to senior staff on projected and actual losses. Provides manpower data to commanders and assists them with problem areas. Maintains suspense and updates duty status and deployment availability codes.
• Participates in analysis and subsequent determinations regarding personnel matters that may affect Active Guard Reserve (AGRs), traditional reservists, and/or family members. Participates in staff visits and trains personnel within the unit on Personnel Readiness programs for which they are responsible. Participates in preparation of and presents periodic briefings/orientations on mobilization procedures to commanders required to support deployments.

The position resides within the infrastructure and support functions of the state National Guard; the incumbent is not subject to mobilization, nor is the work described part of the military mission; and the incumbent does not perform a key advisory or essential administrative role that is inherently military. In addition, the position must meet one of the following: It does not have a comparable military function; the position is required in full-time (civilian) role when the organization, or similar military position, is mobilized to perform continuing post-mobilization functions; or the position requires a skill or competency that necessitates technical expertise or professional qualifications that cannot be readily found in the military structure of the state military force.

May make additional selections within 90 days of eligible(s) issuance.

• Subject matter expert and sole Human Resources Assistant (Military) in a unit overseeing the Cadet ROTC program.
• Directs interpretation and application of regulatory guidance, identifies solutions, and advises on policy compliance.
• Manage enrollment documents to coordinate training and resolve disenrollment while liaising with other recruiters for Cadet placement.
• Processes scholarship forms, counsels on program requirements, initiates reimbursements, and verifies financial payments for contracted Cadets.
• May serve as a Unit Prevention Leader, ensuring testing compliance and coordination of assigned duties.
• Monitors Cadet life cycle, advises on academic performance, and coordinates Human Resource Support efforts within the task force.

• You will serve as an action officer to major Workforce Relations and Compensation (WRAC) division programs, including Employee Relations and Labor Relations.
• You will provide technical advice and operational guidance in WRAC program areas and participate in the development, execution, evaluation and oversight of WRAC programs.
• You will plan and carry out projects or portions of broader assignments to resolve complex tasking at the headquarters level, and analyze issues/problems and develop recommendations and solutions for implementation.
• You will develop, update and interpret WRAC policies and standard processes, and facilitate communication with Commands and subordinate organizations and other Federal agencies on matters associated with WRAC programs.
• You will monitor and analyze data for significant anomalies and trends, including raw data, analysis, findings, conclusions and recommendations for strategic solutions, interventions and expanding best practices.
• You will provide reports, studies and briefings on WRAC programs in general.

• You will direct a complex civilian HR management program designed to meet the needs of a wide variety of activities in accomplishing unique and complex mission through fair, efficient and economical use of civilian employees.
• You will plan, organize and coordinate functions through direct supervision of subordinates supervisors, program support staff and administrative support positions.
• You will provide immediate and long-range, systematic HR planning in support of COMPACFLT's mission relative to HR operational needs for 76 different activities' operational goals and objectives.
• You will provide oversight to ensure civilian EEO program elements are managed effectively.

The primary duties of this position are:

• Process a wide range of human resources transactions related to recruitment and placement, and classification.
• Assist HR Specialist with the onboarding of new employees to include arranging for physical examinations, completion of all appropriate benefits forms, extending job offers, coordinating entry-on-duty and/or release dates and coordinates with other related functional offices involved in on-boarding.
• Responsible for administrating oath of office and ensuring onboarding forms are completed and signed, and secures all required documentation e.g., proof of citizenship, transcripts etc.
• Participate in the execution of merit placement/promotion programs.
• Review and verify information on requests for vacancies to determine the nature of the staffing action required and to ensure correctness.
• Contact applicants for employment and furnish information regarding vacancies and mandatory requirements.
• Analyze and evaluate individuals' applications to determine basic eligibility.
• Provide advice and assistance in restructuring of positions for fill at lower grades determining selective placement factors, ranking factors, crediting factors, and the degree to which each factor is met.
• Assist classification specialist by performing job audits and making classification determinations on a variety of clerical, and technical occupations.
• Interprets and provides guidance related to program benefits, options, changes, open season enrollments, and conversion rights.
• Resolves processing problems involving pay and employee benefits.
• Processes a full range of recurring and unique personnel actions for an assigned group of general schedule, prevailing rate, and bargaining board positions and employees to include appointment, placement, pay, benefit, separation, and position actions.
• Corresponds with former employing agencies and the National Personnel Records Center to obtain previous employment and leave records.
• Prepares forms pertaining to life and health insurance, the thrift savings plan, and unemployment compensation.

The incumbent serves as a Human Resources (HR) Liaison between the district cemeteries and the NCA HRC regarding any HCM related matters to include recruitment and placement, performance management, classification, awards, retirements and separations, benefits, etc. for district and cemetery staff. The incumbent is considered an HR Subject Matter Expert internal to the NCA's Districts. Receives technical expertise on HR matters from NCA HRC and NCA HCM and coordinates with NGA staff as appropriate. Provides an array of HR services including advice, guidance, and processing, in conjunction with the NCA HRC staff.

Works in collaboration with NCA HRC to create viable recruitment tools which are used to create a viable candidate pool. Incumbent participates in planning, coordinating, and proposes best strategies based on past knowledge to backfill vacancies with qualified candidates. They assist in the evaluation process after the vacancy has closed by coordinating and advising management on NCA's Merit Promotion Process.

Works closely with District Executive Director (ED) for the recruitment and selection process of all Cemetery Administrator (1630 series) level staff. The HRL is responsible for the entire evaluation and selection process of candidates. The process entails the full coordination of the evaluation process in accordance with NCA's Merit Promotion Plan and local guidance. Each candidate's interview and final ranking documentation is reviewed by the incumbent to ensure all necessary information is captured in the documents. Drafts a selection memo which is routed for signature by the appropriate official. The completed selection packet is uploaded in USA Staffing to support final selection.

Work schedule: Required to work Monday through Friday, 8:00 am to 4:30 pm.

Compressed/Flexible Schedule: Not Available
Telework: 6+ Days per Pay Period
Virtual: This is a Virtual Position. Virtual positions are where an employee works outside of original hiring duty station at VA-owned or leased space. The original hiring duty station for this position is NCA Pacific District and your work duty location will be Oakland, CA or reporting to a VA Facility within the NCA Pacific District Region Pacific District - Locations (va.gov).

Position Description Title/PD#: Human Resources Liaison/PD141780
The full performance level of this position is GS - 13.

Relocation Expenses: Not Authorized
Relocation/Recruitment Incentives: Not Authorized
Financial Disclosure Report: Not Required

• Plans and tracks work to be accomplished, sets workload priorities and deadlines, makes assignments based on capability and expertise. Sets work standards and processes and evaluates/reviews performance of employees.
• Responsible for ensuring all personnel management actions are in accordance with merit principles and Equal Employment Opportunity (EEO) program guidance.
• Responsible for the technical and administrative supervision of a staff of HR Specialists, HR Assistants and/or Supervisory HR Specialists which comprise the Human Resources program for the servicing organization.
• Responsible for carrying out the full range of program management operations for the Branch including staffing and placement, employee and labor relations, training and development, outreach, program evaluation, program planning and budgeting.
• The incumbent is responsible for organizing and coordinating the administration of these functions with full delegation of responsibility and authority to meet the operating goals and requirements of the organization.
• Ensures all programs are run in accordance with merit system principles and DOI/BLM policies.
• Carries out supervisory duties in accordance with regulatory requirements in areas such as Diversity and EEO; Internal Management controls; Merit Systems Principles; Safety and Occupational Health obligations; Effective Performance Management.

As a Supervisory Human Resources Specialist (Benefits) within the Office of Human Resources, some of your specific duties will include:

• Plans the work, establishes work standards, provides job priorities, and evaluates performance.
• Provides technical guidance for the duties related to team support, gives guidance on new or revised procedures, regulations, and directives.
• Serves as an authoritative advisor on benefits and retirement policies, standards, and procedures by analyzing new policies or changing procedures, preparing educational information and communication documents, and counseling employees.
• Provides advice to employees, supervisors, and other HR staff on complex and sensitive cases involving benefits and retirement programs.
• Explains benefits and retirement policies and procedures to counsel employees, family members and others.
• Assists employees and family members with the preparation of benefits and retirement forms, applications and other required documentation.