Total 25 human resources job vacancies in 378 colorado springs co

The primary duties of this position are:

• Provides leadership, direction, and guidance on processing a wide range of human resources transactions related to recruitment and placement, and classification of HR Assistants. Serves as a coach to human resources assistants and a human resources assistant subject matter expert.
• Provide input to supervisory team on HRA performance, progress, and training needs of employees, and on disciplinary problems.
• Coaches the human resources assistants in the selection and application of appropriate problem-solving methods, practices, and procedures and assists the human resources assistants in identifying a viable solution.
• Plans work, sets, and adjusts short-term and long-term priorities, and prepares a schedule regarding the completion of work by the team in coordination with the supervisory team.
• Reports to supervisory team weekly on team and individual work accomplishments, problems, work progress, metrics, and findings and recommendations.
• Monitors and reports on the progress of work, checking work in progress, and reviewing completed work to ensure that the team is meeting the supervisory teams directed work priorities, methods, deadlines, and ensuring work quality.
• Prepares reports and maintains records of work accomplishments and administrative information, and coordinates the preparation, presentation, and communication of work-related information to the supervisory team.
• Provides training and/or arranges training of human resources assistants in team building, specific administrative or technical training, and identified areas of improvement in collaboration with the supervisory team.
• Responsible for training HR assistants in the specific areas that relate to HR Assistant work activities.
• Perform Human Resources Assistant duties identical to those led.
• Conducts quality reviews of personnel actions created and processed by HRAs.
• Ensures that HR Assistants provide consistent and accurate information on merit promotion and delegated examining recruitment issue and electronic file upkeep. (not sure I understand what this one is requiring)
• Responsible for onboarding and oversees New Employee Orientations ensuring that the orientation is professionally conducted and continually updated to ensuring accuracy on matters such as retirement, health benefits, life insurance, thrift savings plans, and veterans' information through collaboration with the benefits specialist.
• Reviews incoming and outgoing forms for completeness, required signatures, and accuracy.
• Confirms that all out-processing procedures for the office are consistent, accurate, thorough, and complete.
• Responsible as the SME for the SharePoint DO/WO offboarding tool and tracking, to completion, the actions required under said process.
• Responsible for appropriate within grade notice distribution and receipt for timely and accurate processing within Federal Personnel Payroll System (FPPS).
• Reviews and Analyzes OPM, DOI, and BOR directives, policies, and regulations, and SOPs in relation to HR assistant work and continually creates and maintains SOPS, work processes, and job aids for HR assistants, creating continuity of work processes.
• Serves as the eOPF administrator resetting user passwords and verifying that all documents are uploaded timely to include purging deleted documents and transferring and receiving files.
• Serves as FPPS system Security Point of Contact (SPOC) and is responsible for system accesses and terminations, password changes, builds users, offices, and route paths of accurate access.
• Performs quarterly reviews of users access/permissions in FPPS.
• Assists employees with making changes, passwords, or submitting requests in FPPS, eOPF, and Employee Express.
• Trains employees on FPPS and appropriate onboarding/offboarding systems.

Continued from Summary...
(Title 10, Sections 1370, 1448, 8911, 8914, 12731, and 12741), policy, and regulation (AFI 36-3203, AFI 36-3209, DoDI 1200.15, DoDI 1215.07, Dod FMR 7000.14-R).
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DUTIES:

1. Reviews, analyzes and evaluates any aspect of retirement cases to ascertain the proper law, rule or regulation applicable (10 U.S.C., Sections 8911 and 8914 for active duty, Section 12731 for Reserve retirements including reduced retired pay age eligibility and issuance of the legally binding written notification of eligibility for Reserve retired pay, and Section 12741 for choice/conversion between active duty and Reserve retirements, DoD Instructions, Air Force Instructions and the Joint Travel Regulation) and required course(s) of action based on nature of the case.
2. Provides advisory, technical assistance, procedural guidance, and recommendations regarding retirement applications and inquiries.
3. Applies in-depth knowledge and understanding to use, manipulate, and apply various functions of the Military Personnel Data System (MilPDS) and Defense Finance and Accounting Service-Cleveland (DFAS-CL) pay system in order to input transactions and analyze output products used to control, assess, evaluate, track, approve/disapprove, and communicate transaction status information as relates to the total retirement process.
4. Maintains a database as required for all retirements and case files of other processes pertaining to retirements that require processing beyond those approvable without intervention in software systems, such as, but not limited to, cases forwarded to the various offices within SAF, as requiring waiver or exceptions to policy, cases of personnel placed on medical or admin hold, and cases of nonstandard or unusual situations.

• Provides Administrative Support to the Automated Suitability and Security Clearance Process.
• Provides technical guidance, information, and assistance for a variety of Employee Relations programs.
• Performs a variety of recruitment and placement support duties.
• Effectively utilizes HR applications to collect, input, retrieve, and prepare a wide variety of reports.
• Serves as the resident subject matter expert for mandated administrative support programs.

1. Plans, organizes, and directs the activities of Service Verification Branch, ensuring that Separations and Service Verification complies with legal and regulatory requirements and meets customer needs.
2. Exercises supervisory personnel management responsibilities.
3. Represents HQ ARPC/DPTSSC, Service Verification Section, with a variety of installation and functional area organizations.
4. Provides expert advice and guidance on Separations and Service Verification.
5. Provides management advisory services and technical expertise on Service Verification.

The working title for this position is Human Resources Specialist (Employee Relations). As a Human Resources Specialist (Employee Relations), you will perform the following duties:

• Serves as an authority and subject matter expert on Employee Relations for an assigned office, providing well-researched and described guidance and instruction to heads of offices.
• Recognizes policy areas needing improvement or clarification and recommends appropriate changes to current regulations to improve the administration of the program.
• Provides advice on the issuance of all types of personnel Suitability and Fitness matters.

The working title for this position is Human Resources Specialist (Employee Relations). As a Human Resources Specialist (Employee Relations), you will perform the following duties:

• Serves as an authority and subject matter expert on Employee Relations for an assigned office, providing well-researched and described guidance and instruction to heads of offices.
• Recognizes policy areas needing improvement or clarification and recommends appropriate changes to current regulations to improve the administration of the program.
• Provides advice on the issuance of all types of personnel Suitability and Fitness matters.

• Is the sole AF functional expert responsible for creating service histories in the Point Credit Accounting and Reporting System (PCARS) for new members of the Air National Guard and Air Force Reserve, which establishes the definitive service date for which all critical career lifecycle eligibility such as accessions, promotions, training, and retirement are based
• Responsible for analyzing, researching, compiling, creating and updating participation records in PCARS for Air National Guard and Air Force Reserve members
• Responds to Air Force, DoD, Congressional and other high level inquiries

• The position provides technical expertise on factual, procedural and/or recurring issues for the command, staff, and subordinate units on personnel actions.
• Responsible for management of various military personnel functions that include updating actions for Personnel Readiness Review (PRR), in/out processing, Meal Card issuance, promotions/reductions, evaluations, awards, etc.
• Provides services to military personnel who have pay problems, researches pay problems, follows through with the responsible office to alleviate any errors found and coordinates unique requirements.
• Researches, analyzes, and develops solutions/ prepares straight forward reports based on historical data, personnel records, governing regulations, and best practices.
• Plans, develops, and oversees military operations systems that support and implement programs concerning the components of the military operations/personnel management life cycle in relation to Soldier readiness and availability for deployment.

Position is located in the Human Resources Office of a Bureau of Prisons (BOP) federal correctional facility.

Responsible for assisting in administering and implementing human resource programs at the facility.

Contributes to the staffing functions by developing recruitment sources and methods, participating in recruitment activities, advising prospective applicants, scheduling and conducting interviews, requesting certificates of eligible candidates, and preparing requests for security clearances.

Provides assistance in administering employee relations matters, including administration of the incentive awards program, performance evaluation program, and leave administration program.

Assists in administering the employee-management relations program to ensure stable and cooperative relations between management and line staff.

Provides advisory services to a wide range of employees.

Provides advice to timekeepers, employees, managers, and supervisors on leave regulations.

Along with all other correctional institution employees, incumbent is charged with responsibility for maintaining security of the institution. The staff correctional responsibilities precede all others required by this position and are performed on a regular and recurring basis. 

Duties and Responsibilities:

• Assists in providing recruitment and placement service to NAF activities by procedurally processing a full range of personnel actions such as appointments, position and pay changes, transfers, and separations.
• Utilizes automated recruitment tool. Builds and edits user accounts.
• Generates vacancies for job announcements.
• Enters applicable position and organizational data for vacancy.
• Creates job opportunity announcements.
• Verifies applicant eligibilities in accordance with applicable laws, policies, and procedures.
• Produces applicant lists for selecting official.
• Performs onboarding tasks.
• Initiates and monitors local installation records checks.
• Monitors status of background investigations.
• Conducts in-processing briefing. Assists in the completion of employment documents.
• Enters classified position descriptions into automated library.
• Verifies signatures on position descriptions.
• Uploads supporting documents (i.e., evaluation statement; org chart; position designation tool (PDT) result, etc.) into the position description casefile/record.
• Locates position descriptions in the library.
• Routes non-routine classification requests to appropriate point of contact.
• Enters personnel data into an automated personnel data system.
• Completes applicant and position builds using data provided.
• Verifies documentation for personnel action.
• Codes personnel actions in accordance with applicable policies and procedures.
• Processes a variety of personnel requests and actions. Generates personnel reports. Identifies and corrects discrepancies in personnel data.
• Provides an overview of employee benefits and personnel matters including, but not limited to, insurance, retirement, 401(k), unemployment compensation, workers' compensation, and awards.
• Submits benefit action requests for processing.
• Performs front desk responsibilities.
• Provides customer service assistance to customers.
• Makes copies, scans documents, uploads and files documents.
• Distributes copies of personnel actions.
• Provides general information regarding position vacancies, application procedures, etc.
• Operates a computer remote terminal and word processing equipment.
• Receives and checks documents for completion and accuracy in accordance with applicable laws and regulations.
• Contacts appropriate sources to secure missing data or documents.
• Prepares in-processing documents.
• Creates and maintains Official Personnel Folders, position control registers, office files, group insurance files, etc.
• May requisition forms and post changes to directives.
• Assists applicants with system errors when applying for vacancies.
• Elevates complex system issues to senior HR staff.
• Prepares and submits payroll transmittals.

• Analyzes and interprets laws, DoDIs, AFIs, and higher headquarters guidance to implement and manage Air Force Reserve Accession processes and procedures to meet resource requirements for current and emerging Reserve missions.
• Provides Reserve Accession authoritative advisories, technical assistance, procedural guidance, and recommendations regarding Reserve Accessions; responds to Air Force, DoD, Congressional and other high level inquiries.
• Applies in-depth knowledge and understanding to use, manipulate, and apply various functions of the Military Personnel Data System (MilPDS) in order to input transactions and analyze output products used to control, assess, evaluate, track, approve/disapprove, and communicate tranacation status information as relates to the total Reserve Accession process.
• Performs special projects which includes preparing and staffing written correspondence, briefings and other documentation.

As a Human Resources Specialist (Performance Management), you will:

• Support the performance management program in providing independent expert level advice, counseling, and guidance to OCC managers and employees, and to Human Resources staff on the performance management program and policy.
• Prepare various reports and communication tools to market, promote, and inform managers and employees regarding the performance management program. Follow up to assure implementation of new plans and policies are successful and that program objectives are met.
• Coordinate performance management work products with HR managers, colleagues, OCC customers, and consultants. Ensure the timely delivery or completion of all products or services by anticipating problems and finding solutions or alternatives for all customers.
• Monitor and track the performance management program, including ensuring that key dates in the performance appraisal cycle are met and documented in the agencies internal tracking systems. Evaluate overall effectiveness of performance management program, policies, and procedures by conducting analytical studies and reviews.
• Serve as program/project technical advisor for work groups on performance management initiatives, projects and program studies. Provide training to staff members on performance management.

As an HR Specialist, you will:

• Provide advice, guidance, and administration to support and engage a productive workforce, reduce barriers or obstacles to employment, and ensure high levels of accountability in performance and conduct by advising managers about appropriate disciplinary or other corrective techniques that are responsive to a range of misconduct and performance problems.
• Provide labor relations consultative service on changes in conditions of employment, including but not limited to reorganizations, realignments, relocations, reduction in force, transfer of function and outsourcing to educate management on potential impact of these decisions on bargaining unit employees.
• Guide managers and supervisors on all the processes of performance management, including planning, monitoring, developing, and rewarding performance as well as the rating process. Administer the employee appraisal and awards programs to include a comprehensive annual and ongoing evaluation of the programs.
• Research and apply administrative decisions to analyze and craft defensible solutions to problems that are less well defined and where precedent cases and guidelines are not always directly applicable.
• Use non-traditional collaborative skills and approaches to labor relations, including labor-management partnership, alternative dispute resolution, interest-based bargaining, and facilitation. Relate existing precedent to the specific issue in justifying management's views.
• Advise management through negotiated and administrative grievance process. Formulate responses to information requests. Assist attorneys in preparation for arbitration hearings before third parties.

As a Lead Human Resources Specialist (Corporate Recruitment), you will:

• Plan, direct, administer and coordinate all aspects of the Agency's nationwide recruitment and outreach programs.
• Provide leadership in the development, implementation and evaluation of the Agency's robust recruitment and outreach program that integrates diversity initiatives, strategies to meet current and future critical workforce needs, and affirmative action programs that impact the hiring, retention, career development and advancement for underrepresented groups in the Agency.
• Compile responses to requesting entities (Department of Transportation, OPM, Headquarters, etc.) on proposed legislation, policies, and data requests relating to recruitment and outreach activities, plans and accomplishments.
• Design and implement the ROaD Team's annual and multi-year action plans for establishing recruitment efforts in areas that are consistent with the Agency's Human Capital Plan and staffing of mission critical occupations. This includes developing and managing annual budgetary needs to implement accompanying action plans.
• Communicate, present and collaborate on recruitment initiatives, events, and programs with HR, Hiring Managers, Division/Office Leaders, Diversity Management Council, Ambassadors, and Employee Resource Groups/Affinity Groups. Consult and partner with HR, the Diversity Program Manager, PDP Coordinator and Pathways Program manager to support nationwide recruitment initiatives and programs.

The ideal candidate is a self-reliant skilled professional with experience applying advanced placement and recruitment concepts, principles, laws and regulations and to serve as a key advisor to FHWA management in planning, coordinating and developing strategic hiring events and programs for the organization. The ability to lead others, work cooperatively, and communicate well is critical to this position.

• Provides Administrative Support to the Automated Suitability and Security Clearance Process.
• Provides technical guidance, information, and assistance for a variety of Employee Relations programs.
• Performs a variety of recruitment and placement support duties.
• Effectively utilizes HR applications to collect, input, retrieve, and prepare a wide variety of reports.
• Serves as the resident subject matter expert for mandated administrative support programs.