Total 214 human resources job vacancies in city of manchester greater manchester

This position is located in the Executive Office for United States Attorneys and/or United States Attorney's Office (EOUSA), Human Resources, Operations. This is a developmental position targeted to a full performance level GS-13. The assignments in this position are designed to prepare the incumbent to perform the duties and responsibilities of the target position. Typical duties will include:

-Uses an automated staffing system to create job analyses, assessment questionnaires, and job announcements.
-Advises new employees on basic benefit information and eligibility to include, FEHB, FEGLI, CSRS/FERS and Thrift Savings Plan (TSP).
-Provides advice on basic pay, premium pay and leave administration laws and regulations.
-Issues job offers and onboards new hires.
-Processes personnel actions in the Payroll/Personnel System (PPS).

Responsibilities increase and assignments will become more complex as the training and experience progress.

The individual selected for this position will perform the following duties:

• Independently performs human resources management liaison and advisory services. 
• Reviews current policies or develops new initiatives related to various Human Resources program areas and human resources information systems (HRIS) projects with issues that contain complicated elements, such as new regulatory requirements or management improvement initiatives.
• Prepares standardized and specialized personnel and payroll data, information and reports from National Finance Center (NFC) and other databases to facilitate personnel operations and services.
• Creates standard operating procedures and instructional guidance for payroll processes and timekeeping systems.
• Serves as the agency technical expert on implementing and administering compensation programs.
• Plans, coordinates and conducts special studies of compensation policies, issues and practices, such as locality pay rates, premium pay use, special salary rates and annual pay adjustments.
• Serves as payroll expert on implementing agency reorganizations by establishing new organization structures, updating positions and processing realignments via mass submission to NFC via FESI file.
• Handles special projects and assignments relative to inquiries of the payroll/human resources processing system.
• Oversees and serves as the AOC's Voluntary Leave Bank and Voluntary Leave Transfer Program Coordinator.
• Manages the Payroll portion of Military Service Deposit and Workers Compensation Leave buybacks.
• Serves as the expert in proposed pay and leave legislation and AOC compensation policies and programs.
• Processes personnel actions that update the Personnel Position Control Run Report and the Electronic Official Personnel File (EOPF).

• Serve as a uniformed ranger with designation as an Officer of the United States for the purpose of enforcing pertinent regulations and laws.
• Patrols the project areas, operating a boat or motor vehicle, to observe and check compliance with regulatory and administrative requirements.
• Long and short-range planning, administration, coordination and management of various project activities (i.e. of environmental stewardship, recreation, park administration, public relations, visitor assistance, and public safety).
• Plans and executes natural resources analyses pertaining to forest management (including disease and insect control), wildlife management, natural, cultural, and historical resource interpretation, and public safety hazards.
• Inspects dam and appurtenant structures and equipment using standard inspection checklists supporting Flood Risk Management requirements.
• Assist with park maintenance activities.
• Makes various personal contacts to explain policies and regulations to project visitors and to guide public recreation users on natural resources values and responsibility for land stewardship.
• Plans, promotes, and presents visitor information programs, such as environmental awareness programs, water safety programs, wildlife observation, and volunteer opportunities.
• Prescribes and implements resource management actions that promote biodiversity and native species re-establishment.

The Human Resources Specialist:

• Provide administrative and technical support in one or more of the core HR functional areas: Recruitment and Placement, Classification, Staffing, Processing, HR Policy.
• Serves as the Pathways Student Program Coordinator and provides technical guidance to managers regarding the Program, which includes Presidential Management Fellows (PMF), Recent Graduates, and Interns, and other student intern programs.
• Advise and assist management with respect to placement and employment matters for purpose of achieving maximum utilization of manpower and skills for appointment and position changes.
• Provide a full range of human resources service to NHTSA management and employees on a recurring basis and manage and operate all support actions that contribute to that purpose.

The ideal candidate is a highly qualified candidate who is detail-oriented professional with experience in the following Human Resources disciplines, (Recruitment and Staffing, Classification, and the Pathways Student Program).  Must have strong communication, consulting skills who can jump right in to work on projects and task while meeting tight deadlines that will develop them into a knowledgeable Human Resources Specialist.

• Provide management with options and recommendations for effective program operations.
• Advise senior staff members and key operating officials on functions such as recruitment and placement, performance management, compensation, employee benefits, employee relations, HR development, and classification.
• Review, analyze, and assess proposed changes in programs, operations, and procedures for potential impact on human resources program requirements and recommends the most effective program operations.
• Analyze, coordinate, and recommend courses of action to respond to plans, initiatives, policies, and recommendations for criminal investigators.
• Supervise a staff engaged in policy development, implementation, evaluation, and technical guidance in all areas of HR management.
• Maintain liaison with servicing Civilian Personnel Advisory Center’s (CPACs) and managers to facilitate timely processing of HR actions.

The United States Holocaust Memorial Museum is a federally chartered, nonpartisan institution that was created by the US Congress to serve as America’s national memorial to the victims of the Holocaust and an educational institution dedicated to the history and lessons of the Holocaust. The Museum seeks to educate Americans from all 50 states and all walks of life as well as international audiences. The Museum has three areas of expertise: Holocaust remembrance, Holocaust scholarship and education, and genocide prevention.

In carrying out its important memorial and educational mission, the Museum is guided by its institutional values for our workplace: Honor the memory of the victims; carry out our work with dignity, humility, integrity and respect for others; and strive for excellence through teamwork, rigor, and a culture of continuous learning. Consistent respect for others is the foundation for trust, collegiality and inclusion.

Duties include:

Performs research using the Code of Federal Regulations (CFR), the Federal Register, Office of Personnel Management (OPM) guidelines, and Museum policy to advise others and ensure compliance with Federal and Museum human resources requirements. Develops proposals for policy directives, procedures and operating manuals required for efficient and systematic implementation of a wide variety of topics related to human resources activities and operations considering the Museum’s status and operations as a public-private partnership.

Develops technically sound and comprehensive materials on complex subjects that may not currently exist to improve the effectiveness and quality of federal human resources administration and management advising on requirements for staffing, position classification, performance management, employee relations, employee development, employee pay and benefits, personnel security, and federal HR systems (FPPS), Employee Express and other federal systems. Serves as the facilitator with other HR technical experts, outside the Museum, on areas such as federal HR systems, automating manual federal processes and recordkeeping, personnel security, employee benefits, and unusually complex pay cases. Areas of expertise include position design and classification, recruiting, selecting, establishing pay and entitlements, and documenting a wide variety of unique appointments and HR actions (including appointments, promotions, reassignments, reinstatements, transfers, conversions, details, and other actions) to support the Museum’s operational and strategic plan goals.

Serves as the federal HR data expert for the development of reports, use of HR data for analytics, identifying erroneous and missing data within the systems USHMM utilizes, and coaches and mentors’ junior federal staff on the capture, recordation, and reporting of accurate, comprehensive federal HR data. Develops and implements clean-up plans when deficiencies are found in federal HR data.

Expert knowledge of a wide range of qualitative and/or quantitative methods sufficient to design and conduct comprehensive HR research for matters characterized by factors that can be broad and sometimes difficult to determine in advance. Uses expert knowledge and appropriate reference materials and resources to identify and propose solutions to HR management issues that are characterized by their breadth, importance, and severity.

The position is in the Architect of the Capitol (AOC), Office of the Chief Administrative Officer (CAO), Human Capital Management Division (HCMD), Classification and Compensation. The incumbent's work involves analyzing, interpreting, developing, and/or implementing pertinent laws, regulations, policies, and/or guidance involving subject matter areas within compensation administration (developing compensation policies) and advising management on the use of compensation flexibilities to help recruit, manage and retain employees.

The duties include:

Compensation Management (60%)

Oversees compensation function for all General Schedule and Wage Grade positions. 

Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range. Makes appropriate recommendations regarding the Agency’s wage grade pay structure.

Research compensation trends and conducts salary surveys to advise managers and leadership of the impact on AOC positions. Provide subject matter expertise on setting pay and advise management on the use of pay flexibilities to help recruit, manage and retain employees.  Benchmarks jobs against market-based compensation survey data to determine competitive compensation ranges for each position.

Performs compensation work that involves analyzing, interpreting, developing, and/or implementing laws, regulations, policies and/or guidance.  Designs and prepare reports summarizing job and compensation analysis; uses spreadsheet and data analysis techniques to assess results and market trends.  

Provides technical expertise and support services to all jurisdictions through the development, negotiation, communication, and administration of compensation consistent with the Agency’s goals.

Responds to inquiries involving pay administration and other compensation issues of employees for problem resolution of pay disparities and other inquiries and concerns in a timely manner.

Assumes responsibility for self-development by keeping abreast of current research, trends and best practices, and laws and regulations and remain current with the technology being utilized within the Agency and the field of employee compensation.

Compensation Advisory Services (30%)
Conducts market studies to collect compensation data to ensure salaries are competitive and equitable based on industry standards. Provide salary and compensation recommendations to managers and AOC Leadership.

Advises management on applicable state and federal employment regulations and compensation policies.

Provides expert advisory service and/or authoritative policy interpretations on complex, controversial or unprecedented compensation issues.

Provides compensation and position management advisory services to management involving position classification audits.

Prepares salary histories as requested.

Position Classification Administration (10%)
Provides backup support to establish and fill positions by updating the position descriptions to reflect current requirements. Perform fact-finding audits and supervisory consultations to accurately describe positions, complete the evaluations and classify the positions.

Assists with advisory services related to the impact of proposed reorganizations, and where appropriate, recommends alternative position management structures.

Assists with providing information on organizational alignment and supervisory ratios.

If you are selected for this position, you will perform the following duties:

• The incumbent serves as the Benefits Specialist and guides the agency's benefits, retirement, work/life, workplace flexibilities, voluntary leave and leave bank programs. This position provides the full array of technical guidance, advisory services, and program support in those areas of responsibility. The incumbent provides consultative support services to employees (current and former), annuitants, survivors, and eligible family members regarding retirement, insurance, health benefits, injury compensation, workplace flexibilities (including remote work and telework) and employee wellness. The incumbent provides a high level of customer service; handles telephone calls and in-person contacts tactfully and professionally; and ensures the image of HCMO and the service provided are upheld and/or strengthened as a result of the positive nature of the contact.

• Provides counseling to employees regarding federal retirement benefits, including special retirement situations such as disability retirements, early-out retirement, and discontinued service retirement.
• Provides counseling to management, employees, and beneficiaries regarding benefits program coverage, options, variances in coverage, and advantages and disadvantages of benefits.
• Advises employees on all facets of TSP, such as loan provisions, calculation of benefits and contributions, withdrawal of contributions, transfer of fund contributions to qualified pension plans.
• Provides advisory services for open season benefits including Federal Employee Health Benefits (FEHB) and associated programs including FEDVIP and FSA; TSP, and Federal Employees Group Life Insurance (FEGLI); and oversees the management of the agencies' annual benefits fair.
• Provides counseling to aid employees placed in the wrong retirement code and covered by the Federal Erroneous Retirement Coverage Correction Act (FERCCA) in making election decisions, assisting with completing the necessary paperwork, and serving as the liaison with the Office of Personnel Management (OPM) in monitoring the status.
• Develops, modifies, and conducts presentations of basic and/or refresher training in employee retirement, benefit, and work life programs.
• Completes the processing and completion of benefits related personnel actions in the Federal Personnel and Payroll System (FPPS), the Workforce Transformation and Tracking System (WTTS) and the Entry on Duty System (EODS).
• Conducts counseling for employee off-boarding. Ensures employees are notified of what happens to their benefits upon separation from the agency.

• Provides assistance with monitoring the Office of Worker's Compensation (OWCP) Program and develops programs and processes to reduce OWCP costs by coordinating with employees, DOL, medical professionals, and supervisors to return employees to work as soon as medically possible. Serves as system administrator and Agency Maintenance User to maintain administrative function of the system.

• Assists supervisors in planning and carrying out Work-life projects to inform employees regarding a range of available Work-life programs regarding childcare, emergency back-up dependent care, employee assistance, health and wellness promotion, flexible work schedules, workplace flexibilities, caring for dependents and elderly relatives, financial support, recreation, stress and health management, and related programs.
• Meets with employees to explain work-life programs; provides counseling for employees regarding the benefits of any of the available work-life programs.
• Plans and carries out efforts to initiate, streamline, or modify Work-life programs to optimize their usefulness in meeting employee needs.

• Provides expert technical guidance/advisory services to FTC human resources staff, supervisors, and senior staff.
• Ensures processing of leave recipient and leave donor requests, to include required updates in the agency's personnel/payroll system.
• Assists team lead in managing the agency's Leave Bank Program, including the processing of leave bank applications.

As the federal agency whose mission is to ensure the fair and impartial administration of justice for all Americans, the Department of Justice is committed to fostering a diverse and inclusive work environment. To build and retain a workforce that reflects the diverse experiences and perspectives of the American people, we welcome applicants from the many communities, identities, races, ethnicities, backgrounds, abilities, religions, and cultures of the United States who share our commitment to public service.

The duties and responsibilities of a Human Resources Specialist, GS-0201-12 generally include, but are not limited to, the following:

* Process complex and sensitive payroll/personnel actions utilizing the National Finance Center (NFC) payroll system.
* Conduct on-boarding for new hire orientation.
* Maintain payroll records, including time-sheets, attendance and personnel files.
* Process a variety of payroll/personnel actions such as accessions, promotions, reassignments, garnishments, lump sum payments and conducting leave audits.
* Provide advice to managers regarding basic internal and non-competitive placement actions, such as non-competitive reassignments, voluntary changes to lower grade and career ladder promotions.
* Conduct special studies or projects that address pay and personnel processing and problems/issues
* Respond to inquiries and provide payroll advice to senior management.

This position involves a multi-grade career ladder. The major duties listed represent the full performance level of GS-07. At the lower grade levels, you will perform assignments of a more limited scope and with less independence. You will progressively acquire the background necessary to perform at the full performance level. Promotion is at the discretion of the supervisor and is contingent upon satisfactory performance, availability of higher-level work, and availability of funds. Promotion is not guaranteed, and no promise of promotion is implied.

• Answers general questions regarding completion of retirement application forms.
• Counsels employees to ensure that they have all pertinent information before they make employee retirement-related decisions.
• Performs document searches and related administrative work as needed to ensure completeness of personnel records.
• Prepares reports, receives and processes documents in accordance with established procedures.
• Composes flyers from information provided by OPM and/or VA OHRM.

• Provides leadership, technical guidance, interpretations, and recommendations to assigned technical staff, Field Offices, Area Offices, and the Assistant State Conservationist for Field Operations (ASTC-FO).
• Provides support to field office staff in implementing National and State Conservation planning policies, procedures, and requirements of the Field Office Technical Guide (FOTG).
• Reviews plans submitted by field staff for Certified Conservation Planner status or re-certification; also provides recommendations to the ASTC (FO) for those seeking to attain or maintain this certification.
• Provides direction in the completion of program contracts, including review for accuracy; and verifies appropriate documentation on file which includes any requested contract modifications.
• Develops innovative techniques and recommends technical and administrative changes where needed to improve program quality and efficiency.
• Analyzes the quality of development and application of conservation plans within the area assigned.
• Reviews area office and/or field office staffs work for accuracy, completeness, appropriateness, and timeliness on an as-needed basis, provides informal OJT training while they are providing production assistance to the Field Office staff.

This position serves as the Deputy Chief Human Capital Officer (DCHCO) for Strategy and Services, Office of Human Capital (OHC), U.S. Immigration and Customs Enforcement (ICE), Department of Homeland Security. This position is located within OHC under the ICE Management and Administration Directorate and serves as a key representative regarding human resources (HR) matters. As the DCHCO for Strategy and Services, you will be responsible for managing and directing the day-to-day operations of the following programs:

• The Employee and Labor Relations Unit (ELRU) administers statutes, laws, and regulations governing conduct, discipline, performance, and labor matters. ELRU provides guidance and advice to managers throughout ICE with the goal of maintaining employer-employee relationships that support productivity, motivation, and positive employee morale. ELRU administers the agency's Collective Bargaining Agreement, represents the Agency in labor negotiations, and provides high-quality advice and guidance to senior leaders, managers, and supervisors to make effective decisions to advance organizational change. In addition, ELRU serves as advisors to management on disciplinary matters for all ICE personnel and assists ICE managers as they go through the disciplinary process to resolve issues and to improve the ICE work environment. ELRU also administers the Agency's performance management system and awards program and advises supervisors on addressing performance-related matters.
• The Medical Affairs Unit (MAU) provides medical consultation with ICE management and staff on Family and Medical Leave Act medical qualification requests, pre-employment medical qualification reviews, reasonable accommodation medical qualifications, hardship transfer request medical qualifications, medical fitness for duty evaluations. In addition, MAU manages ICE's Medical review Board, Office of Workers Compensation Claims, and Drug Free Workplace Program.
• The Employee Resilience Unit (ERU) administers programs that identify personal and community strengths, provide valuable resources to prepare for the challenges ahead, and offer assistance and support to all ICE employees and their family members in times of personal need or following critical or traumatic incidents. These programs include ICE's Employee Assistance Program, Peer Support Program, and Chaplaincy Program, as well as a variety of programs and services that promote a healthy work-life balance.
• The Executive Services Unit (ESU) provides advisory, technical, and operational services pertaining to the Senior Executive Service (SES), Senior Level employees, Presidential Appointees, and Schedule C employees. ESU provides technical advice, guidance and support to the ICE Executive Resources Board and SES Performance Review Board; oversees the development of Qualifications Review Board documentation for SES position selections for referral to the Department of Homeland Security and Office of Personnel Management; and manages ICE's executive resources and senior executive and senior level pay-for-performance systems.
• The Strategic Initiatives Unit (SIU) improves organizational performance by better aligning workers with the work they do. Using systematic and scientific processes, SIU engages in workforce planning activities to identify employee capabilities needed; creates and maintains personnel selection assessment programs to hire and promote employees with those capabilities; and supports employee engagement initiatives to enhance employee's connection and commitment to ICE's mission.

At the full performance level, major duties include:

• Evaluates recruitment data, analyzes trends, costs and program effectiveness; and drafts policies, procedures and guidelines related to the recruitment program.
• Provides recommendations on attracting, recruiting and selection of a diverse and highly qualified workforce through effective recruitment planning, sourcing, and use of marketing and communications tools.
• Designs and develops recruitment training, monitors and updates the recruiters’ website, and evaluates nationwide efforts to meet hiring goals.
• Establishes and maintains recruitment networks and alliances with a wide variety of professional, educational and employment communities.

Human Resources Executive (Senior)

Responsibilities:

• Act as a trusted advisor to business leaders and employees, ensuring a balanced approach between business objectives and employee engagement.
• Collaborate closely with business and site leadership to enhance team capabilities, boost morale, and maximize organizational effectiveness.
• Ensure compliance with HR policies, regional/global regulations, and local employment laws.
• Provide guidance on various HR activities including performance evaluations, rewards, talent acquisition, and learning and development.
• Offer input on workforce planning and resource management.
• Facilitate training sessions on key HR areas and support employee engagement initiatives.
• Lead local implementation of global HR projects, tailoring solutions to meet specific needs.
• Handle employee relations cases, conducting thorough investigations and facilitating resolutions in partnership with management.
• Stay updated on enterprise-wide People priorities and external trends in commercial and HR sectors relevant to the company's People Strategy.
• Demonstrate passion for both business success and employee well-being, driving personal development to excel in the role.
• Participate and/or co-lead with HRBP community in the delivery of designated Reward and Recognition projects such as salary benchmarking, advising managers on salary levels, management of salary review processes, bonus awards, and incentives.
• Support Learning and Development (L&D) activities where appropriate, participation in Talent Review processes, and more.
• Perform any other ad-hoc tasks and fulfill requests from superiors as needed to support the smooth operation of the team or department.

Requirements:

• Degree qualified in a Human Resources related field.
• Minimum of 5 years of HR generalist experience
• Experienced in various HR functions, including HR policy application and advisory, Talent acquisition, Workforce planning, Talent management, Employee engagement, Employee relations, Training & Rewards, and compensation.
• Proficient in building strong relationships and influencing stakeholders at all levels, with the ability to adapt communication styles effectively.
• Up-to-date knowledge of employment law and its practical application in daily HR operations.
• Demonstrated ability to excel in complex multinational business environments.
• Highly organized and focused on applying HR policies, procedures, and standards consistently.
• Possesses strong commercial acumen with excellent problem-solving skills.
• Previous experience in effectively managing critical employee relations situations.
• Language proficiency in English, Chinese and Malay is a must.
• Proficient in HR systems and Microsoft Office applications.

We offer a comprehensive and holistic work experience and package as follows:

• Competitive compensation & benefits.
• Fun loving and diverse work environment.
• Business casual work attire every day.

Please note that only short-listed candidates will be contacted. Thank you.