Total 180 human resources job vacancies in syracuse new york

HUMAN RESOURCE MANAGER (PAPUA NEW GUINEA)

JOB OVERVIEW

We are seeking a dynamic and experienced Human Resource Manager to lead our human resources department for Oil Palm Plantation based overseas (Papua New Guinea). The ideal candidate will be responsible for developing and implementing HR strategies that align with our business goals, ensuring compliance with local labour laws, and fostering a culture of engagement and development among our employees.

JOB DESCRIPTION

• • Support change management initiatives, providing guidance on how to navigate organizational changes while maintaining employee morale and productivity.
  • Handle employee relations matters, including investigations, conflicts, and grievances, while ensuring compliance with company policies and local labour laws. Provide guidance to managers on employee performance, disciplinary actions, and termination procedures.
  • Report back to Holding Company in Malaysia on HR related matters.
  • Assess organizational structures and work processes to drive efficiency and effectiveness.
  • Collaborate with Department Head to understand business goals, challenges, and opportunities, and develop HR strategies that align with these objectives.
  • Identify skills gaps and development needs within the organization and collaborate with managers to create tailored development plans for employees.
  • Assist managers in addressing performance issues and creating improvement plans.
  • Assist holding company in full life-cycle recruitment including developing search strategies, actively sourcing candidates, pre-screening, interviewing, and presenting qualified candidates to hiring managers
  • Designing and implementing annual Performance Management System to enable review/assessment of employee performance and achievement of KPIs.
  • To design an appraisal process and necessary appraisal and assessment forms. To understand the responsibilities of employees so as to create and design a system where overall achievements can be rated with respect to their key responsibility areas.
  • To develop and maintain an Attendance and Leave management system that will manage daily workforce tasks and record attendance all employees.
  • Working together with holding company in conducting HR policy & process audit, reporting gaps and ensuring implementation of action plans to rectify the gaps and ensure KRA setting exercise is completed as per timelines.
  • To provide support for expatriate and local staffs in HR strategies, including Talent Acquisition/Talent Retention/Performance Management, Employee Engagement, Career Development.
  • Manage and update HR databases with different information such as new hires, retirees, resignation (pervious employees), terminations, sick leaves and all types of other leaves and disciplinary actions.
  • To monitor and assess transfers, immigration/embassy matters, accommodations, and any other matters incidental with regards thereof.
  • Undertake any other special assignments, ad-hoc functions, and related duties with regards to administration matters as and when required by the superior.

REQUIREMENTS

• • Bachelor's degree in Human Resources, Business Administration, or a related field.
  • 8-10 years of experience in an HR role.
  • Strong understanding of HR best practices, employment laws, and regulations.
  • Excellent communication and interpersonal skills.
  • Ability to work collaboratively and build relationships across all levels of the organization.
  • Demonstrated experience in handling complex employee relations issues.
  • Overseas working experience and exposure to plantation industry are added advantages
  • Willing to work overseas

1. Balance and stable working environment
2. Career growth opportunity

人力資源經理（巴布亞紐幾內亞）

工作概述

我們正在尋找一位充滿活力且經驗豐富的人力資源經理來領導我們海外油棕種植園（巴布亞新幾內亞）的人力資源部門。理想的候選人將負責制定和實施與我們的業務目標一致的人力資源策略，確保遵守當地勞動法，並在員工中培養參與和發展的文化。

職位描述

• • 支持變革管理舉措，為如何駕馭組織變革提供指導，同時維持員工士氣和生產力。
  • 處理員工關係事務，包括調查、衝突和申訴，同時確保遵守公司政策和當地勞動法。為經理提供有關員工績效、紀律處分和解僱程序的指導。
  • 向馬來西亞控股公司報告人力資源相關事宜。
  • 評估組織結構和工作流程以提高效率和效果。
  • 與部門主管合作，了解業務目標、挑戰和機遇，並制定與這些目標一致的人力資源策略。
  • 確定組織內的技能差距和發展需求，並與經理合作，為員工製定量身定制的發展計畫。
  • 協助經理解決績效問題並制定改善計畫。
  • 協助控股公司進行全生命週期的招聘，包括制定搜尋策略、積極尋找候選人、預先篩選、面試並向招聘經理展示合格的候選人
  • 設計和實施年度績效管理系統，以審查/評估員工績效和關鍵績效指標的實現。
  • 設計評估流程和必要的評估和評估表格。了解員工的職責，以便創建和設計一個系統，可以根據其關鍵職責領域對整體成就進行評估。
  • 開發和維護考勤和休假管理系統，該系統將管理日常勞動力任務並記錄所有員工的出勤情況。
  • 與控股公司合作進行人力資源政策和流程審計，報告差距並確保實施行動計劃以糾正差距，並確保 KRA 設定工作按時完成。
  • 為外籍和當地員工提供人力資源策略支持，包括人才招募/人才保留/績效管理、員工敬業度、職涯發展。
  • 管理和更新人力資源資料庫，其中包含不同的信息，例如新員工、退休人員、辭職（原員工）、解僱、病假以及所有類型的其他休假和紀律處分。
  • 監督和評估接送、移民/大使館事務、住宿以及任何其他相關事宜。
  • 根據上級要求，承擔與行政事務有關的任何其他特殊任務、臨時職能和相關職責。

要求

• • 人力資源、工商管理或相關領域的學士學位。
  • 擁有 8-10 年人力資源職位經驗。
  • 對人力資源最佳實踐、就業法律和法規有深入的了解。
  • 優秀的溝通和人際交往能力。
  • 能夠在組織的各個層面進行協作並建立關係。
  • 在處理複雜的員工關係問題方面具有豐富的經驗。
  • 海外工作經驗和種植業經驗是額外優勢
  • 願意到海外工作

1. 平衡穩定的工作環境
2. 職涯發展機會

The primary purpose of this position is: to assist the Chief, Career Development in administering all aspects of the function. This is an Air Reserve Technician (ART) position.

Duties:
1: Assists the section chief in administration of Career Development programs.
2: Responsible for various special Career Development Programs.
3: Administers actions in Automated Reserve Orders Writing System - Reserves.
4: Assists in advising commander and staff on various Career Development programs. Provides training to ARTs, AGRs, traditional reservists, civilian employees, etc.
5: Ensures accuracy of Personnel Data System (PDS) and performs functional review of data reliability. May be required to perform Installation Personnel Readiness duties and/or assist as directed.

You will serve as a Human Resources Assistant and be responsible for providing administrative and technical support for processing a full range of staffing and personnel actions. Such support is rendered to Human Resources Specialists in the immediate office, but assistance may also be rendered to employees, management officials or the general public.

Being a Coast Guard civilian makes you a valuable member of the Coast Guard team. Typical work assignments include:

• Processing a variety of personnel actions.
• Providing information to customers on general human resources topics such as benefits, pay, leave, personnel records, and application for federal employment.
• Researching and applying applicable laws and regulations in order to provide advice and guidance to customers.
• Conducting new employee orientation and ensuring all associated paperwork and actions are forwarded and processed in accordance with applicable laws, rules and regulations.
• Using office automation systems to input, update, or retrieve information (i.e., National Finance Center, EmpowHR, Electronic Privacy Information Center (EPIC), USA Staffing, e-OPF and E-verify.

As a HUMAN RESOURCES SPECIALIST at the GS-0201-13 some of your typical work assignments may include:

• Serves as Senior Human Resources Specialist with responsibility for assisting other Human Resources Specialist in analyzing, planning, coordinating, and executing various civilian personnel functions to include recruitment, placement, retention, and numerous employment activities.
• Provides expert advice to senior leaders, directors and supervisors on civilian personnel management programs and policies covering a civilian workforce comprised of General Schedule (GS), and Defense Intelligence Civilian Personnel System (DCIPS)/General Grade (GG) employees related to hiring practices associated with numerous employment activities and a variety of special recruitment programs to include programs that emphasize affirmative action outreach and non-competitive sources of candidates.
• Serves as a subject matter expert on assigned personnel special emphasis programs and/or special assignments and provides expert guidance and services regarding these programs/assignments.
• Analyzes and evaluates program execution; recognizes problems and problem areas; originates solutions to complex or unusual issues; and is cognizant of areas requiring coordinated efforts. Develops recommendations with options for new methods or procedural changes.

Duties & Responsibilities:
(1) Serves as an advisor to commanders on assigned unit human resources (HR) program. Interprets policy and provides procedural guidance to commanders, supervisors, staff members and individual military members. Provides training to supervisors and guidance and assistance to military members on program for which assigned. Participates in Soldier Readiness Processing (SRP) and unit mobilizations and de-mobilizations. Reviews, evaluates, and interprets regulatory guidance, policies, and procedures applicable to military personnel programs and provides guidance to all users. Drafts and implements State policy based on the aforementioned policies. Publishes guidance to enhance and simplify completion and submission of personnel actions. Conducts command inspections, staff visits and trains personnel within the unit in all programs for which responsible. Conducts periodic briefings for staff, commanders, and administrative personnel to promote full understanding of all aspects of the assigned program. Provides commanders, supervisors, and MILPO staff with a variety of statistical data or reports pertaining to military HR issues in order to assist in HR management decisions.

(2) Responsible for and oversees the direction of the EPM/OPM or Incentives program and functions as the technical expert. Determines the methods and procedures for conducting military career guidance and counseling to ensure officer or enlisted personnel have an optimal and established career pattern. Provides direction, information, and/or counseling to MILPO staff and commanders of Major Army Command (MACOMM) through unit commanders, supervisors, as well as individual military members as required. Provides information and ensures regulatory compliance regarding area of responsibility which may include, but is not limited to: accessions, appointments, assignments, reassignments, transfers, promotions, Selected Reserve Incentive Program (SRIP), discharges, separations, retirements, Officer Evaluation Reports (OER) Non-Commissioned Officer Evaluation Reports (NCOER), awarding of Area of Concentration (AOC), Functional Areas (FA), Additional Skill Identifiers (ASI), Special Qualification Identifiers (SQI), Military Occupational Specialty (MOS) identifiers (primary or secondary), Stop Loss programs, and National Guard Bureau (NGB) waivers, casualty assistance, and requests for retention beyond mandatory removal date. Reviews and determines eligibility upon accepting military technicians (dual status) or AGR positions. Assists other organizations and agencies/units in development of battle roster and personnel assignment. Convenes or participates in various boards which may include: Promotion, DA Boards, awards, selective/qualitative retention, MOS Medical Review Board (MMRB), Incapacitation Review Boards, etc.

(3) Responsible for and oversees the direction of Human Resources Systems and internal/external interfaces, and functions as the technical expert. Responsible for and ensures the timely and accurate processing of submitted military personnel actions. Manages a control log to maintain document control and an audit trail of all transactions received and dispersed in Human Resources Systems. Notifies units and higher echelons of rejected or incomplete transaction/documentation, necessary steps or processes required to resolve the problem, and maintains a database for tracking and suspension of submissions for identification of trends and problems. Identifies problem areas in the types of submissions (based on rejects/incomplete documentation), the locations where training is needed, and creates and provides training material.

(4) Responsible for and oversees the direction of the Personnel Services Section and functions as the technical expert. Oversees the performance of document handling, records maintenance, and the Integrated Personnel Electronic Records Management System (iPERMS). Directs staff in performance of periodic record reviews and inventories to ensure total record accountability. Establishes access control lists to restrict unauthorized personnel from gaining access to personnel files other than their own or for those they are responsible for. Selects staff members to accompany files on an as needed basis i.e., review boards, SRP's, mobilizations/de-mobilizations, etc.

(5) Accomplishes and oversees the technical support work in the program area assigned with the assistance of subordinate employees which may be Active Guard Reserve (AGR), full time Technician, or civilian. Performs limited supervisory duties which include assignment and review of work on a daily, weekly, or monthly basis; assure that production and accuracy requirements are met; approval of leave; effect minor disciplinary actions i.e., warnings or reprimands; identify training needs; and recommend performance standards and ratings.

(6) Performs other as duties as assigned.

• Analyzes issues and prepares briefings for command review.
• Develops program guidance for the command and coordinates with, HRC, and MRC, East regarding strength management challenges.
• Serves as technical consultant and advisor to management on all matters concerning officer and enlisted strength management.
• Monitors status of personnel actions and how those actions affect strength requirements.
• Within established guidelines and procedures, execute officer and enlisted military functions.
• Draft correspondence concerning aspects of officer and enlisted military personnel activities.

• As a Student Trainee (Human Resources), the incumbent will work under closer supervision performing assignments and completing training. At the full-performance level, you will be expected to:
• Assist in utilizing a wide range of human resources practices and policies to provide human resources advisory and technical services to management.
• Perform developmental assignments in several personnel functions.
• Coordinate with organizations to ensure the accuracy of human resources related data.
• Provide prepared general information to customers regarding appropriate action officers for different functions/serviced organizations and job-seeking tools.

DUTIES AND RESPONSIBILITIES:
The primary purpose of this position is to provide clerical support and perform routine administrative tasks to assist HR Assistants and HR Specialists assigned to the personnel office.

• Provides general information regarding position vacancies, application procedures, status on vacancies and requests, etc.
• Receives requests for personnel actions.
• Checks request for completion and accuracy.
• Routes/prints requests for personnel action.
• Creates recruitment file/folders.
• Initiates and tracks local/installation records checks.
• Schedules and prepares in-processing and out-processing of employees.
• Reviews and verifies completion of personnel documents.
• Obtains missing information for personnel documents/records.
• Enters data into automated personnel systems.
• Assists in providing recruitment and placement service to Nonappropriated Fund (NAF) activities.
• Assist applicants in applying for vacancies.
• Coordinates onboarding tasks for new hires.
• Refers inquiries about specific issues or actions to the appropriate assistant/specialist.
• Performs a variety of general office duties such as receiving telephone calls and visitors, routing and filing correspondence, sorting and distributing the mail, and providing routine support tasks within the HR office.
• Performs records management tasks/responsibilities.
• Creates and maintains Official Personnel Folders (OPFs).
• Drafts outgoing correspondence.
• Operates a personal computer and office software programs to enter data, complete forms, and correct errors and omissions in documents, files, and records, as needed.
• Utilizes automated office equipment (i.e., copier, fax machine, or equivalent) in accomplishment of tasks.
• Makes copies, scans documents, uploads and files documents for casefile or recordkeeping purposes.
• Distributes copies of personnel actions.
• Performs other related duties as assigned.

• Provides employee relations assistance to managers for assigned organizations of a complex nature
• Provides consultation and assistance on complex and often controversial conduct-related issues
• Independently serves as the HR focal point for one or more employee relations programs
• Prepares written correspondence and other documentation

Duties include, but are not limited to:

• Supports technical review, analysis and collaboration among internal and external stakeholders to ensure accurate processing of WC claims.
• Provides guidance and counsel to facility and VISN employees, managers and supervisors regarding their rights, responsibilities and requirements under the Federal Employees' Compensation Act (FECA).
• Evaluates the disposition of each workers' compensation claim against the required elements and determines next steps including transmission of documents, written responses, and tracking.
• Assists Specialist with coordinating access to the work site when requested by the OWCP Field Nurse and/or the OWCP Vocational Rehabilitation Specialist to conduct a job site visit to determine the extent (if any) a job may need to be modified to accommodate work restrictions.
• Reviews and interprets medical portions of less complex claims and research medical terms, procedures, and protocol of medical treatment to effectively manage claims and to understand the impact of the injured employee's medical condition.
• Reviews the medical costs associated with a claim to ensure that medical procedures, treatment and prescriptions are related to the accepted work-related injury.
• Evaluates, authorizes, and approves requests for Continuation of Pay (COP), or annual and sick leave used. Monitors requests for appropriate payment on a biweekly basis.Monitors and evaluates leave related to FECA claims for accuracy of payment and resolves discrepancies.
• Develops and monitors light duty assignments for injured workers until they can return to their preinjury position.Identifies and coordinates permanent job offers when the injured employee cannot return to their pre-injury position because they are permanently partially disabled.
• Assists in development of educational and training materials.
• Provides Specialist with draft responses to Congressional Inquiries, including but not limited to MSPB and civil litigation issues both orally and in writing by reviewing workers' compensation cases, performing fact finding, and advising and/or representing management officials as necessary.
• Preparation of workers' compensation documents for fraud proceedings and prosecution as requested.Prepares a written statement of challenge with appropriate oversight to notify OWCP of the deficiencies when any of the five elements are not met with factual and objective.
• Monitors the medical progress and duty status of all injured workers by obtaining periodic medical reports to determine work capacity.
• Other duties as assigned.

You will serve as a subject matter expert responsible for a variety of assignments involving advice, consultation, and guidance on various issues relating to the management of employees, discipline and bargaining, and other labor and employee relations issues for U.S. Customs and Border Protection.
This position starts at a salary of $103,409.00 (GS-13, Step 1) to $134,435.00 (GS-13, Step 10)

GS Salary: Visit this link to view the locality pay tables by geographic area. If you do not see your geographic area listed, select the "Rest of United States" pay table. Some positions fall under a special pay rate depending on the series, grade level and location of the position.Please visit this link to view special pay rate charts.

Salary: Salary listed reflects the rest of U.S. scale and, if applicable, will be adjusted to meet the locality pay or cost of living expenses of the duty location upon selection.

Typical duties include:

• Applying a range of employee and labor relations concepts, laws, policies, practices and analytical/diagnostic methods and techniques to address substantive technical issues or problems characterized by controversial and/or sensitive matters such as discipline, leave, attendance questions or disputes, and the grievance process.
• Reviewing and drafting employee discipline and support documents, unfair labor practices, arbitration, negotiability, and other issues.
• Researching applicable laws and regulations to provide guidance to employees and supervisors.
• Developing and delivering briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of findings and recommendations.
• Applying fact-finding techniques to review and gather evidence related to applicable employee relations laws and procedures in order to identify, evaluate, and recommend to management the appropriate human resources interventions to resolve interrelated human resources problems and issues.

As a Human Resources Specialist (Recruitment and Placement) at the GS-0201-9/11, some of your typical work assignments may include:

• Performs staffing, recruitment, and placement activities for a variety of positions in the competitive service and excepted service.
• Ensures appointments are within the scope of Human Resources laws and regulations.
• Assesses the qualifications of applicants and determines the grade level(s) and occupations(s) for which they are qualified.
• Keeps abreast of changes in Office of Personnel Management (OPM) and Small Business Administration (SBA) Human Resources Policies and regulations by regularly accessing their websites. and advises the Human Resources Officer of changes impacting Center employees.
• Advises management on merit promotion and recruitment matters and planning for future starting needs.
• Serves as liaison with state employment offices to assist employees with obtaining unemployment compensation when their employment ends.

• 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.
• This position is also being announced under Delegated Examining Procedures, announcement #DE-25-PODD-12620641, open to the general public.
• 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 heighten Disaster Activities.
• This position is not included in a bargaining unit.

As a Human Resources Specialist (Recruitment and Placement) at the GS-0201-9/11, some of your typical work assignments may include:

• Performs staffing, recruitment, and placement activities for a variety of positions in the competitive service and excepted service.
• Ensures appointments are within the scope of Human Resources laws and regulations.
• Assesses the qualifications of applicants and determines the grade level(s) and occupations(s) for which they are qualified.
• Keeps abreast of changes in Office of Personnel Management (OPM) and Small Business Administration (SBA) Human Resources Policies and regulations by regularly accessing their websites. and advises the Human Resources Officer of changes impacting Center employees.
• Advises management on merit promotion and recruitment matters and planning for future starting needs.
• Serves as liaison with state employment offices to assist employees with obtaining unemployment compensation when their employment ends.

• 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.
• This position is also being announced under Delegated Examining Procedures, announcement #DE-25-PODD-12620641, open to the general public.
• 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 heighten Disaster Activities.
• This position is not included in a bargaining unit.

As a Human Resources Specialist (Recruitment and Placement) at the GS-0201-12, some of your typical work assignments may include:

• Performs staffing, recruitment, and placement activities for a variety of positions in the competitive service and excepted service.
• Ensures appointments are within the scope of Human Resources laws and regulations.
• Assesses the qualifications of applicants and determines the grade level(s) and occupations(s) for which they are qualified.
• Keeps abreast of changes in Office of Personnel Management (OPM) and Small Business Administration (SBA) Human Resources Policies and regulations by regularly accessing their websites. and advises the Human Resources Officer of changes impacting Center employees.
• Advises management on merit promotion and recruitment matters and planning for future starting needs.
• Serves as liaison with state employment offices to assist employees with obtaining unemployment compensation when their employment ends.

• This is a Permanent appointment in the competitive service with a full-time work schedule.
• Current Office of Personnel Management (OPM) Delegated Examining (DE) certification is required.
• 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 heighten Disaster Activities.
• This position is not included in a bargaining unit.