Total 35 Human Resources job vacancies in washington

-Managing and directing administrative matters.
-Overseeing the implementation of a variety of management services essential to the direction and operation of the Office of the General Counsel.
-Participating in planning, developing, formulating, and administering the policies, regulations, and procedures governing the activities of the Office of the General Counsel administrative programs.
-Identifying problems or issues, proposing innovative solutions, and overseeing their implementation.

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.

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).

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 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 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.

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.

The incumbent is responsible for providing significant assistance to the Supervisory Financial Disclosure Counsel in the administration and oversight of the Department's Financial Disclosure Program, and service as the backup to the Lead Ethics Specialist in the administration of all aspects of the Department's electronic financial disclosure report filing system.

The Department of Homeland Security (DHS) is calling on those who want to help protect American interests and secure our Nation. DHS Components work collectively to prevent terrorism; secure borders and our transportation systems; protect the President and other dignitaries; enforce and administer immigration laws; safeguard cyberspace; and ensure resilience to disasters. We achieve these vital missions through a diverse workforce spanning hundreds of occupations. Make an impact; join DHS.

Being a Border Patrol Agent makes you a valuable member of the Federal Law Enforcement Officer (LEO) profession. Typical assignments include:

• Detecting and questioning persons suspected of violating immigration and custom laws and inspecting documents and possessions to determine citizenship or violations
• Preventing, and apprehending undocumented noncitizens and smugglers of noncitizens at or near the borders by maintaining surveillance from covert positions to include using infrared scopes during night operations
• Interpreting and following tracks, marks, and other physical evidence of illegal entry of persons or contraband
• Performing farm checks, building checks, traffic checks, city patrols, and transportation checks
• Patrolling the international boundary and coastal waterways using a variety of Government assets such as vehicles, horses, vessels, watercrafts, off-road vehicles, ATVs, snowmobiles, and motorcycles for the accomplishment of the USBP Mission.

The Department of Homeland Security (DHS) is calling on those who want to help protect American interests and secure our Nation. DHS Components work collectively to prevent terrorism; secure borders and our transportation systems; protect the President and other dignitaries; enforce and administer immigration laws; safeguard cyberspace; and ensure resilience to disasters. We achieve these vital missions through a diverse workforce spanning hundreds of occupations. Make an impact; join DHS.

Being a Border Patrol Agent makes you a valuable member of the Federal Law Enforcement Officer (LEO) profession. Typical assignments include:

• Detecting and questioning persons suspected of violating immigration and custom laws and inspecting documents and possessions to determine citizenship or violations
• Preventing, and apprehending undocumented noncitizens and smugglers of noncitizens at or near the borders by maintaining surveillance from covert positions to include using infrared scopes during night operations
• Interpreting and following tracks, marks, and other physical evidence of illegal entry of persons or contraband
• Performing farm checks, building checks, traffic checks, city patrols, and transportation checks
• Patrolling the international boundary and coastal waterways using a variety of Government assets such as vehicles, horses, vessels, watercrafts, off-road vehicles, ATVs, snowmobiles, and motorcycles for the accomplishment of the USBP Mission.

The Department of Homeland Security (DHS) is calling on those who want to help protect American interests and secure our Nation. DHS Components work collectively to prevent terrorism; secure borders and our transportation systems; protect the President and other dignitaries; enforce and administer immigration laws; safeguard cyberspace; and ensure resilience to disasters. We achieve these vital missions through a diverse workforce spanning hundreds of occupations. Make an impact; join DHS. Being a Border Patrol Agent makes you a valuable member of the Federal Law Enforcement Officer (LEO) profession. Typical assignments include:

• Detecting and questioning persons suspected of violating immigration and custom laws and inspecting documents and possessions to determine citizenship or violations
• Preventing, and apprehending undocumented noncitizens and smugglers of noncitizens at or near the borders by maintaining surveillance from covert positions to include using infrared scopes during night operations
• Interpreting and following tracks, marks, and other physical evidence of illegal entry of persons or contraband
• Performing farm checks, building checks, traffic checks, city patrols, and transportation checks
• Patrolling the international boundary and coastal waterways using a variety of Government assets such as vehicles, horses, vessels, watercrafts, off-road vehicles, ATVs, snowmobiles, and motorcycles for the accomplishment of the USBP Mission.

The Department of Homeland Security (DHS) is calling on those who want to help protect American interests and secure our Nation. DHS Components work collectively to prevent terrorism; secure borders and our transportation systems; protect the President and other dignitaries; enforce and administer immigration laws; safeguard cyberspace; and ensure resilience to disasters. We achieve these vital missions through a diverse workforce spanning hundreds of occupations. Make an impact; join DHS.

Being a Border Patrol Agent makes you a valuable member of the Federal Law Enforcement Officer (LEO) profession. Typical assignments include:

• Detecting and questioning persons suspected of violating immigration and custom laws and inspecting documents and possessions to determine citizenship or violations
• Preventing, and apprehending undocumented noncitizens and smugglers of noncitizens at or near the borders by maintaining surveillance from covert positions to include using infrared scopes during night operations
• Interpreting and following tracks, marks, and other physical evidence of illegal entry of persons or contraband
• Performing farm checks, building checks, traffic checks, city patrols, and transportation checks
• Patrolling the international boundary and coastal waterways using a variety of Government assets such as vehicles, horses, vessels, watercrafts, off-road vehicles, ATVs, snowmobiles, and motorcycles for the accomplishment of the USBP Mission.

This position is in the Office of the Chief Administrative Officer (OCAO), United States Capitol Police (USCP or Department).  The OCAO has central responsibility for the managerial and administrative operations for the Department.  The Chief Administrative Officer (CAO) leads the OCAO and is directly responsible for the human capital, information and technology, financial, procurement and acquisition, and general administrative services for the Department. 

The incumbent of this position serves as the Department’s Program Manager for Strategic Workforce and Human Capital Planning and reports to the CAO.  The incumbent is responsible for providing advice and guidance to top executives and managers on the impact of Department policies, proposals, and decisions on strategic human capital, workforce planning, and resource allocation.  Possesses broad and in-depth federal human capital technical expertise.   Plans, directs, and administers technical advice, assistance, and guidance to Department Bureaus and Offices on staffing strategies, resource allocation, workforce planning and modeling. This position exercises the full range of supervisory authorities and responsibilities in directing and managing the work of a subordinate staff. 

As Program Manager, the incumbent exercises delegated authorities on a regular and recurring basis.  As an expert on workforce planning, the incumbent practices a continual process used to align the needs and priorities of the organization with those of the workforce to ensure it can meet its legislative, regulatory, and service requirements and organizational objectives. This involves complex analysis and forecasting, along with  the application of statistical and operational research methods, management and organizational development theories and concepts, and human capital practices to fulfill USCP’s mandate and strategic objectives.

Analyzes and reports on the implications of alternative workforce models and out year plans, including impacts on budget formulation and execution, as well as hiring and training strategies and resource allocations. Activities involve sensitive issues, gaining the required commitment from competing interests, and fundamental changes to organizational alignment and other processes, which enhances the management of the Department’s workforce.

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.

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.