Total 126 Others level Human Resources job vacancies in Remote, Minnesota

- Responsible for providing multi-state and multi-agency recruitment and staffing program administration to include operations involving the areas of Special Programs (Veterans, diversity, the disabled, the Pathways Programs, etc), Direct-Hire Authority, Delegated Examining Authority, including program evaluation.

-Evaluates the recruitment and placement program considering current workload, previous schedules, priority matters, anticipated program, procedural issues, staffing levels, and other changes in developments. Conducts evaluations to determine the effectiveness of human resource programs to ensure they are meeting management objectives, promoting supervisory understanding and acceptance of programs, principles, and procedures as they relate to employee rights, privileges, and responsibilities; ensures integration of administrative programs with total personnel management.

-Administers and provides oversight and evaluation for processing personnel actions meeting all legal and regulatory requirements to ensure technical accuracy with flow through personnel/payroll systems, all of which have long-term impacts and financial implications for each employee. Additionally, provides oversight and evaluation of the Employee Timekeeping and Attendance System operations.

-Recommends changes in procedures to meet workload demands and to effect other operations. The results of the work have a significant impact on the effectiveness and acceptance of HR programs, as well as, supervisor's and mangers' ability to effectively accomplish their work throughout the Region and Agencies serviced by staffing and classification.

• Research, interpret and apply federal HR personnel laws, regulations, policies, and practices.
• Provide comprehensive and strategic recruitment and placement advisory services to serviced clients.
• Collaborate with hiring officials to coordinate the specific recruitment needs of the organization.
• Provide position classification management advisor services that typically deal with difficult, complex, and often issues controversial to position management.
• Review current and proposed policies, procedures, and other guidance and provides input in order to improve effectiveness of HR operations and programs.

Specific duties include (but are not limited to):

- Provides guidance and technical direction for accomplishing the work of the unit or team.
- Ensures the work assignments of employees in the unit or team are carried out.
- Works with the supervisor in the assignment of functions to team members to meet routine and unusual deadlines and priorities.
- Serves as work leader, ensuring the work assignments of employees in the unit are carried out.
- Distributes and balances workload and tasks among employees in accordance with established workflow and/or job specialization. In case of a shortage of personnel due to scheduled or unscheduled leave, responsible for filing in and for distributing the workload to other team members to ensure smooth workflow.
- Ensures the timely accomplishment of assigned tasks and ensures that each employee has enough work to keep busy. Monitors the status and progress of work and makes day-to-day adjustments in accordance with established priorities.
- Maintains current knowledge and answers questions about other employee's procedures, policies, and directives.
- Monitors and reports on the status and progress of work, checks on work in progress, and reviews completed work to see that the supervisor's instructions on work priorities, methods, deadlines, and quality have been met.
- Obtains assistance and/or need information from the supervisor on problems that may arise or backlogs that cannot be disposed of promptly.

Promotion Potential: The selectee may be promoted to the full performance level without further competition when all regulatory, qualification, and performance requirements are met. Selection at a lower grade level does not guarantee promotion to the full performance level. The grade progression for this position is GS-08.

Work Schedule: Full time, Monday through Friday, 8 am - 4 pm
Compressed/Flexible: Available
Telework: Available
Virtual: Yes this is a Virtual position
Position Description/PD#: Human Resources Assistant (Recruitment and Placement); GS-07, 42030-A/GS-08, 41137-A
Relocation/Recruitment Incentives: Not Authorized
Financial Disclosure Report: Not required

• Serve as a designated Reclamation-wide staff consultant and bureau lead for Employee Relations program areas.
• Provide bureau level advisory on Labor Relations program areas.
• Serves an ER/LR bureau liaison to the Department of Interior, the Office of the Solicitor, the Office of the Inspector General, the Department of Labor, and the Office of Personnel Management.
• Develop and implement agency-wide guidance and conduct analysis related to performance management principles.
• Conduct analysis on performance measurements and report on trends.
• Provide expert-level insight to add value and influence decisions on the direction of Employee Relations program areas.
• Conduct research and make data-based recommendations to leadership regarding workplace flexibilities such as telework options, remote work, wellness programs, and flexible work schedules.
• Lead monthly functional meetings to a community of HR practitioners across regional Servicing Human Resources Offices.
• Serve as a technical expert regarding collective bargaining agreements and memoranda of understanding with local unions.

This position is for a temporary promotion, not to exceed 1 year. You may be returned at any time to the position from which you were temporarily promoted, or to a different position of equivalent grade and pay.

Major duties include but are not limited to:

• Ensures the organization's strategic plan, mission, vision, and values are communicated to the team and integrated into the team's strategies, goals, objectives, work plans and work products and services.
• Articulates and communicates assignments, projects, problems to be solved, actionable events, milestones, and/or program issues under review, and deadlines and time frames for completion.
• Coaches the team in the selection and application of appropriate problem solving methods and techniques, provides advice on work methods, practices and procedures, and assists the team and/or individual members in identifying the parameters of a viable solution.
• Leads the team in identifying, distributing, and balancing workload and tasks among employees in accordance with established workflow, skill level and/or occupational specialization, making adjustments to accomplish the workload in accordance with established priorities to ensure timely accomplishment of assigned team tasks, and ensuring each employee has an integral role in developing the final team product.
• Trains or arranges for the training of team members in methods and techniques of team building and working in teams to accomplish tasks or projects and provides or arranges for specific administrative or technical training necessary for accomplishment of individual and team tasks.
• Monitors and reports on the status and progress of work, checking on work in progress and reviewing completed work to see that the supervisor's instructions on work priorities, methods, deadlines and quality have been met.
• Serves as coach, facilitator, and/or negotiator in coordinating team initiatives and in consensus building activities among team members.

As a HR Specialist (Classification) you will:

• Review and classify position descriptions (PDs) for high-impact, precedent -setting positions; write reports of findings; conduct desk audits; and prepare evaluations.
• Establish occupational series career ladders and serve as a resource to top management in classification matters, proposing solutions to resolve controversial, complex and very difficult classification problems.
• Analyze serviced organizations for productivity and efficiency gain, and provide recommendations to management officials on the most effective position/skill mix, work processes, organizational structures.
• Advise on the implication of proposed management decisions with respect to substantive as well as procedural human resource matters.

• Provides resolutions to problems and issues related to assigned programs and projects.
• Executes program management, analysis, and project management responsibilities in support of the Army People Strategy.
• Advises leadership on areas of Army and organizational emphasis, critical trend analysis, and necessary program adjustments that are normally accepted without significant change.
• Develops briefings to market employment opportunities in the Army at academic institutions, professional associations, job fairs, and other venues.
• Manages research studies and analysis to synthesize and interpret results in order to make recommendations, develop guidance, and adjust programs.
• Serves as a process and team facilitator to analyze models to determine trends and requirements for the formulation and development of primary and alternative plans, policies and milestones.
• Utilizes analytical methodologies to collect, assess, and interpret data, facilitating informed decision-making and drawing conclusive insights.
• Collaborates across internal and external stakeholders, prepares reports, and conducts briefings to gain leadership support and ensure alignment with Army goals.

As a Human Resources Specialist (Employee Relations/Labor Relations) within the Office of the Deputy Associate Director for Human Capital, some of your specific duties will include:

• Serves as advisor to all levels of management on employee relations issues to include misconduct, poor performance, performance plans, grievances, and reasonable accommodation. Advice provided is cleared with a senior Employee Relations Specialist or Supervisory Employee Relations Specialist.
• Prepares written cases taking action against employees such as counseling letters, sick leave restrictions, Letters of Reprimand, and short suspensions without pay.
• Research case law, Merit Systems Protection Board (MSPB) decisions, and regulations/polices to provide accurate advice. Analyzes and evaluates complex and sensitive issues.
• The Human Recourses Specialist updates IMART and enters required data into other systems as directed and stores appropriate documents.
• Senior Employee Relations/Labot Relations (ER/LR) Specialist provides mentorship to junior specialists.

• Advises senior managers and staff regarding all aspects of HR Management encompassing a wide range of activities such as organizational management and the impact to Labor and Employee Relations functions and programs.
• Advises management on areas of bargaining unit determinations, contract negotiations, bargaining impasses, mediation, arbitration, contract administration, questions of negotiability, unfair labor practices, and other employee relations issues.
• Develops new, innovative recommendations for human capital management initiatives to be implemented DISA-wide. When initiatives may require OSD and/or OPM approval, develops and coordinates final packages for submission.
• Represents the activity in actions and hearings before the Federal Labor Relations Board (FLRA) to include petitions for establishment of new bargaining units, negotiations for collective bargaining agreements and mid-term agreements.
• Reviews and interprets current legislation, new or revised legislation, Federal Register publications, DOD, OPM, MSPB, EEOC issuances to determine impact on Agency programs.
• Provides advisory services to managers, supervisors, and employees on immediate problems, which involve serious and sensitive issues related to employee discipline, grievances, appeals, complaints, rights and obligations.

• At the full performance level, duties include, but are not limited to, the following:
• Advising management on the use of various types of internal and external recruitment sources and authorities to place qualified applicants;
• Analyzing the knowledge, skills, and abilities required by the position to create and assist with preparing job analyses and crediting plans with Selecting Official;
• Applying appropriate fact-finding and problem-solving methods and skills to gather information from various sources and determine applicable statues, regulations, or guidelines;
• Integrating and adapting complex, technical personnel policies, regulations, and procedures to the individual situation; and
• Composing written correspondences to accurately respond to management questions or concerns, fostering an understanding and acceptance of HR recommendations and/or decisions.

• Serve as a Senior Information Technology Specialist/Developer responsible for Application Development of assigned information technology projects across a broad range of civilian human resources (CHR) functional areas.
• Perform highly technical and analytical work pertaining to the planning, development, integration, utilization or modification of civilian human resources information applications, systems and procedures.
• Design, develop, modify, test, implement, and support new or existing applications software.
• Execute Agile methodology as an application developer.
• Train team members with both current and emerging skill sets to include, but not limited to, modern web development (.NET Core, etc.) and new cloud solutions (Azure, etc.)
• Ensure software projects are secure and Shareable Content Object Reference Model (SCORM) and Section 508 compliant.
• Represent the development team to customers (internal and external) of the organization in meetings and in dealings with others.

• Advise management on a wide range of civilian staffing issues such as recruitment methods, special pay incentives, special placement programs, deployments and workforce shaping.
• Assists in developing short- and long-range staffing plans to meet forecasted mission requirements, human capital losses, and changes in critical competencies.
• Provides guidance on merit system principles, prohibited personnel practices, and the development and use of valid selection criteria.
• Verifies employment eligibility, qualifications, salary determinations and sets pay.
• Provides comprehensive HR management advisory and technical services on substantive organizational functions and work practices.
• Uses analytical methods to identify, evaluate, and recommend to management appropriate HR solutions.
• Develops and delivers briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of HR findings and recommendations.

Major Duties: This is not an all-inclusive list

A HR SPEC (MILITARY), GS, 0201, 9, Serves as advisor to commanders and supervisors on human resources (HR) programs affecting full-time employees. Monitors nexus between full time personnel and military readiness and advises leadership on impacts of military decisions on full time personnel management. Analyzes data and making determinations regarding various human resources matters that may involve or may affect employees. Assist the HRO with staff visits and training full time personnel, supervisors, managers, etc. within the unit in all programs for which responsible. My assist in conducting periodic briefings for staff, commanders, and administrative personnel to promote a full understanding of all aspects of the assigned program. Develops and provides commanders, supervisors, and the MPS staff with a variety of statistical data reports pertaining to military HR issues to assist in HR management decisions. Incumbent has responsibility/accountability for assigned program accomplishment. Works with HRO and the Wing to accomplish a wide range of human resources transactions for employees related to recruitment, placement, classification, employee and labor relations, benefits, entitlements, training, and incentive awards. These duties require technical understanding and knowledge of numerous human resources and military guidelines, regulations, instructions, directives, procedures, policies, and precedent situations involving analyzing the interrelationship and impact various human resources actions in different functional areas may have on personnel. These duties impact the civilian and military manpower documents and resourcing. Uses judgment and discretion to interpret numerous military and civilian policies and provide completed work to both HRO and supported military organizations.
Advises and provides comprehensive procedural and technical guidance to managers and supervisors in the areas of recruitment, placement, separation, and retirement. Tracks and coordinates hiring system actions for Wing. Obtains vacancy requirements from functional area supervisors and prepares requests for vacancy announcements. Forwards request to the HRO for final approval. Upon receipt of the announcement, incumbent makes distribution to units/sections. Furnishes information to employees or job applicants regarding vacancies and mandatory requirements for competitive/excepted status positions. May assist HRO with certificates of eligibility to selecting supervisors, coordinating selections/non-selections with HRO as appropriate. Coordinates the completion of necessary documents of civilian personnel who deploy, mobilize, separate, retire, etc. Advises and provides detailed guidance or specific information on benefits and services including, but not limited to; thrift savings plans, life insurance, health insurance open seasons, leave and pay inquiries, uncommon tours of duty, Office of Workmen's Compensation (OWCP) claims, disciplinary actions, performance ratings. Processes requests for training and incentive awards. As the human resources liaison representative, coordinates human resources transactions on a daily basis with management officials, technicians, the ANG organization/unit and HRO. Performs administrative and clerical support duties in the areas of incentive awards, training, classification, performance ratings, etc.
Monitors suspense's established by the HRO and the ANG organization/unit for performance evaluations, and annual reviews and ensures timely and complete submissions by supervisors. Maintains and reviews the Unit Manning Document (UMD) validating the position description number, title, series, grade, and resourcing. Compiles necessary statistics to reflect current status, and accurate consumption of allocated requirements and resources for the purpose of accomplishing a planned hiring program that will meet programmed year end strength and future projections and requirements. Assist HRO with advising Military Personnel Section, Force Support Squadron, and higher-level leadership on changes to full time resources or requirements. Monitors full time manpower studies and application to unit manning documents and advises on and coordinates full time personnel actions associated with manpower changes. Monitors Manpower Resource Voucher (MRV) funding documents provided by National Guard Bureau and advises leadership as necessary on funding changes across or within fiscal years that impacts full time manpower resources. Provides assistance to the Wing, managers and supervisors in resolving AGR problems relative to day-to-day operations. Serves as primary point-of-contact regarding AGR matters between the ARNG/ANG organization/unit and the HRO. Processes all military human resources actions associated with a military assignassignment of an AGR member. Conducts orientation program to outline military requirements, benefiprograms.