Total 2,980 human resources job vacancies in Others category in Australia

• You will explain personnel processes, requirements, or procedures to employees.
• You will correct data discrepancies in a human resources information system (e.g., Defense Civilian Personnel Data System [DCPDS] or similar system).
• You will use a database or spreadsheet software to revise personnel data.
• You will enter and maintain data in personnel records.

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.

• Develops/advises on HR programs, which may include: Recruitment, Employee Relations, Performance, Awards, Leave, Classification, and Hiring Panels.
• Provides technical guidance and evaluates organizational needs to resolve complex human resource issues that span multiple HR disciplines.
• Interprets and applies personnel/position management guidelines to daily HR operations, and in providing advice and assistance to the workforce.
• Analyzes data to identify trends and pattens, providing recommendations to improve HR strategies and processes, and monitor program effectiveness.
• Develops charts, graphs, or other visuals to display technical data clearly and effectively communicate finding and conclusions to senior leaders.
• Initiates, develops, and revises policy and procedures related to human resources or administrative issues.
• Identifies organizational knowledge gaps and provides training to supervisors and workforce on a variety of HR topics.

• You will apply Workforce Development learning theories, concepts, laws, regulations and principles, as well as state-of-the-art Workforce Development practices regarding career development.
• You will develop and evaluate training curriculum and conducting course audits to assess overall effectiveness of training and attainment of training deliverables.
• You will conduct studies to determine immediate and long-range training and development needs of employees engaged in a variety of Federal Wage System (FWS) jobs and General Schedule (GS) positions.
• You will develop metrics, and compile and analyze data.
• You will develop innovative tools for improving team and workforce efficiencies as well as new work methods, approaches or procedures.
• You will brief Workforce Development programs and subject matter to all levels of the Command both orally and in writing.

Serves as an advisor to commanders on assigned unit human resources (HR) program. Interprets policy and provides procedural guidance to commanders, supervisors, staff members and individual military members. Provides training to supervisors and guidance and assistance to military members on program for which assigned. Provides commanders, supervisors, and MILPO staff with a variety of statistical data or reports pertaining to military HR issues to assist in HR management decisions. Responds to correspondence(general, other agency, congressional, etc.) regarding military personnel issues. Researches, prepares response, and maintains action file.
Ensures staff members provide military members with information regarding their benefit selections (i.e. life insurance and designation of beneficiary), identify documentation required to update Defense Enrollment Eligibility Reporting System (DEERS), understand requirements to issue identification cards, etc. Provides oversight on the processing of records for separation/discharge to include: proper identification and crediting of MOS, awards, training, dates of service, type of discharge, computation of total creditable service, etc.
Responsible for and oversees the direction of the SIDPERS program and functions as the technical expert. Responsible for and ensures the timely and accurate processing of submitted military personnel actions. Establishes a control log to maintain document control and an audit trail of all transactions received and dispersed in SIDPERS. Notifies units and higher echelons of rejected or incomplete documentation, necessary steps or processes required to resolve the problem, and maintains a database for tracking and suspension of submissions for identification of trends and problems. Responsible for and oversees the direction of the Personnel Services Section and functions as the technical expert. Oversees the performance of document handling, records maintenance, and the personnel electronic records management system (PERMS). Performs other duties as assigned.

This position is located in the JFHQ-State Human Resources Office (HRO) in Phoenix, Arizona. The incumbent serves as the State's technical advisor / Subject-Matter-Expert (SME) performing the full scope of duties and responsibilities (as the SME) for one of the seven HR Specialties: ('HR Development', 'Employee Benefits', 'HR Information Systems', 'Military' (Active Guard and Reserve (AGR) Manager), 'Performance Management and Employee/Labor Relations', 'Position Classification and Position Management', and 'Recruitment, Placement, and Compensation'.). The Incumbent is the first-level supervisor for three of the remaining six SME duties and responsibilities (stand-alone SME PD or Generalist PD). Including the assigned SME HR Specialty, the Incumbent supervises the full SME duties, work, and performance of at least four out of the seven HR Specialties.

• Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignments in consideration of skills and qualifications, mission requirements, and EEO and diversity objectives. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques. Recommends awards when appropriate and approves within-grade increases. Hears and resolves employee complaints and refers serious unresolved complaints to higher level management. Initiates action to correct performance or conduct problems. Effects minor disciplinary measures such as warnings and reprimands and recommends action in more serious disciplinary matters. Prepares documentation to support actions taken. Identifies employee developmental needs and provides or arranges for training (formal and on-the-job) to maintain and improve job performance. Encourages self-development. Approves master leave schedule assuring adequate coverage for peak workloads and traditional holiday vacation time. Discharges security responsibilities by ensuring education and compliance with security directives for employees with access to classified or sensitive material. Recognizes and takes action to correct situations posing a threat to the health or safety of subordinates. Applies EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination. Periodically reviews position descriptions to ensure accuracy, and the most effective utilization of personnel resources. Explains classification determinations to subordinate employees.

• The incumbent provides advisory services to all levels of management of situations regarding Human Resources services. Oversees, develops, and interprets the development and administration of program activities, policies, instructions, and goals are in compliance with legislation, publications, regulations, and guidance from Office of Personnel Management (OPM), Department of Defense (DoD), National Guard Bureau (NGB), Department of the Army (DA) and Air Force (DAF), and other governing agencies. The incumbent is responsible for the human resources management of employees, dispersed throughout the state, engaged in a variety of jobs under the Federal Wage and General Schedule pay systems, as well as military and state pay schedules. In the absence of the HR Officer, the incumbent of this position may have the overall responsibility for the human resources management major duties and responsibilities. Performs the full range of regular and reoccurring work in at least four of the following: HR Development, Employee Benefits, HR Information Systems, Military (AGR Manager), Performance Management and Employee/Labor Relations, Position Classification and Position Management, and Recruitment, Placement and Compensation.

• Supervises the staff of the Formal Training and Relocations Administration Element.
• Manages the Formal Training and Relocations Administration Element.
• Manages all facets of the training/assignment selection board nomination and notification processes.
• Serves as Elmendorf AFB's Date Eligible to Return from Overseas (DEROS) manager.
• Serves as Elmendorf AFB's Early Return of Departments (ERD) Manager.
• Serves as Elmendorf AFB's primary passport agent.

• Serves as Air Force Civilian Systems Requirements Specialist for Civilian Human Resources Information systems
  in a designated personnel functional area such as Staffing, Classification, Employee Management Relations, Labor
  Management Relations, and Employee Benefits.
• Facilitates, or serves as expert representative to OPM, DoD, and AF workshops, In-Process Teams (IPTs), and
  reengineering studies as related to Human Resources Information Systems.
• Develops and finalizes functional documentation required to validate the need for business process changes
  in support of Civilian Human Resources Information Systems.
• Prepares correspondence and briefings as related to Civilian Human Resources Information Systems.

• Applies a standard body of Human Resources knowledge, rules, and procedures to perform technical support work in the areas of staffing, benefits, and background checks.  Assignments include but are not limited to:  keying new hires, providing information on and processing benefits, conducting employee benefits briefs for new and departing employees, employee out-processing, gathering facts involving routine HR work in the above specialty areas, initiating suitability adjudications, and processing personnel actions.  Reviews HR and organizational documents for accuracy and completeness, ensuring compliance with applicable federal, state and organizational legal and policy requirements. May assist in writing, revising, updating, and preparing personnel procedures and directives, special reports and correspondence. 
• Generates standard reports as needed and on a scheduled basis.  Develops databases and spreadsheets to automate office procedures. Makes recommendations for systems solutions and process improvements to eliminate manual processing, ensure data accuracy and improve reporting methods. 
• Provides World Class Customer Service with an emphasis on courtesy. Assists customers and communicates positively in a friendly manner.  Takes action to solve problems quickly.  Alerts the higher-level supervisor, or proper point of contact for help when problems arise.  Adheres to safety regulations and standards.  Promptly reports any observed workplace hazards, and any injury, occupational illness, and/or property damage resulting from workplace mishaps to the immediate supervisor.  Adheres to established standards of actively supporting the principles of the EEO program and prevention of sexual harassment.
• Performs other related duties as assigned. This is a white-collar position where occasional lifting up to 20 lbs may be required.

• You will independently develop case files and maintain an active and computerized personnel file system for officer candidates.
• You will assist with the accounting and management of the officer selection team marketing budget.
• You will collect and maintain all required documents essential to maintain pay records.
• You will initiate and coordinate the security clearances of officer candidates.
• You will prepare request for appointments packages.
• You will develop and prepare all officer selection team official correspondence, lists, vouchers, medical documents, reports and memoranda.

• You will serve as a Labor and Employee Relations staff specialist with responsibility for assisting in planning and implementing of the Headquarters’ U.S. Marine Corps Employee and Labor Relations program.
• You will advise management officials on matters pertaining to disciplinary and adverse actions, leave, and performance management issues. Develop case strategy which takes into account relevant precedents from various forums.
• You will create case files and draft formal correspondence on disciplinary and adverse actions, and appeals.
• You will represent the Human Resources Branch in attempting to resolve employee grievances under the agency and/or negotiated grievance procedures.
• You will make assessments of the relevant facts in the grievance, identifying courses of action to resolve the matter and selling the solution to both management and grievant.
• You will analyze and resolve particularly complex and sensitive problems and issues. Assess the potential impact and precedent-setting implications of pending disputes before third-party authorities.
• You will assists parties in problem definition and assessment of alternative approaches to resolving problems.
• You will be responsible for components of the labor management relations activities, including contract administration; negotiations. Y
• You will assist and perform fact finding in connection with unfair labor practice charges and complaints of limited scope and complexity; and evaluate pertinent information and make recommendations for resolution.

• You will provide expert advice and counsel on performance evaluation appeals.
• You will provide briefings, point papers, and other informational material to all level of HQMC and the Department of the Navy, DoD, on issues relating to these areas.
• You will evaluate all appeals for performance evaluation review.
• You will develop, initiate, and provide leadership for decision-making on a wide variety of issues, using data resident in various Marine Corps historical records.

• You will serve as the Entrance on Duty (EOD) advisor for HROM serviced commands and staff agencies performing a wide variety of human resources management duties and administers the EOD process in support of HROM.
• You will serve as a backup advisor and the primary coordinator for a subset of recruitment actions, including non-competitive requests and Pathways and responsible for advising serviced customers on requirements of these recruitments.
• You will provide advice to management officials on pay setting and compensation regulations and procedures, such as but not limited to, superior qualifications and relocation/recruitment/retention incentives.
• You will be responsible for requesting and tracking pre-employment drug tests and physicals for Quantico recruitments.
• You will be responsible for ensuring that recruitment actions are processed by OCHR on time and accurately and provide the required documents within the required timeframes to process personnel actions.
• You will generate and distribute a variety of HR reports on a regular and recurring basis and be responsible for utilizing reporting systems to research personnel records/data and to submit information as needed for data calls.

• Serves as primary and/or back-up System Administrator for HR systems implemented within IBC and client agencies, including system troubleshooting, training, policy development, and overall system support.
• Performs project management duties in support of HR information systems; manages all aspects of assigned projects and determines the degree of formality required in managing the project.
• Provides process requirements, mapping, and subject matter expertise to plan and implement HR Systems and associated business processes.
• Applies knowledge in the HR functional areas of staffing, classification, processing, and performance management; Stays abreast of emerging HR technologies, laws, regulations, and best practices and incorporates them into projects.
• Serves as a team member on various workgroups and project teams, representing the organization and articulating its interests to ensure the systems and/or services pursued meet or exceed organizational requirements.

• Provides guidance to other Human Resource Assistants (Military/OA) within the element and serves as the certified passport agent
• Works with military and/or civilian personnel who: Control and process enlisted employment and customer service actions for students who arrive for technical training: conducts in-processing program; maintains associated data contained within the MiLPDS data system; manages the control and maintenance of student Unit Personnel Record Groups; manages and performs a variety of customer service functions
• Updates, inquires, and processes actions through Personnel Data System
• Uses multiple office automation software with varied functions to produce a wide range of documents, formats, etc., pertaining to the military relocation, employment, promotion, and separation program
• Updates and inquiries against the Military Personnel Data (Mil-PDS) system to validate and confirm personal data affecting employment, assignment, promotion, emergency data, and training related data
• Coordinates directly with AFPC, AETC, and BMT activity managers to validate and resolve in-processing criteria issues