Total 257 Human Resources job vacancies in Fort Washington Medical Center

• Prepare and submit standard actions (i.e. name change, request for reassignment, compassionate reassignment, application for training, etc.) on a Personnel Action Request (PAR) utilizing the Integrated Personnel and Pay Systems (IPPS-A)
• Perform a wide spectrum of Human Resource Management functions requiring a broad use and understanding of military personnel utilization, strength accountability, reorganizations, Table Distribution Allowances (TDA), and Human Capital Distribution.
• Track evaluation requirements based on receipt of rating schemes, annual listing, notification of duty changes, change of raters, or impending PCS, separations, and preparation for promotion/schools boards.
• Serve as a finance liaison between Soldiers and the installation finance and military personnel directorate for personnel management functions on both JBLM and Fort Wainwright.
• Verify that each Soldier’s pay, entitlements, and leave balances are correct on the Unit Commanders Finance Report (UCFR) and that any allotments started or stopped have been noted on the Leave and Earnings Statement (LES).

• You will maintain programs for the Human Resources Office (HRO) in support of automated systems for the Laboratory and HRO.
• You will assist HRO and other NRL users with the operation of Defense Civilian Personnel Data Systems (DCPDS), MyBiz, eOPf, and other systems.
• You will analyze and provide recommendations for reductions, consolidation or removal of reports no longer used.
• You will meet with customers to assess their needs and make recommendations to meet the needs of the HRO users.
• You will assist in the review and preparation of the Commercial Activities (CA) Annual Inventory Tasker/Narrative Report.
• You will be responsible for all account management for the Defense Civilian Personnel Data System (DCPDS).
• You will provide guidance and assist users of DCPDS for the preparation of request for personnel actions.

As a HR Specialist (ER/LR), you will perform the following duties:

• Manage major management functions, including concepts, laws, and public policy issues.
• Assess the political and institutional environment; analyze and relate complex variables to a specific policy issue and frame feasible options.
• Research, recommend, and implement policies that lead directly to the accomplishment of major programs.
• Serve as a technical advisor on all aspects of labor relations and prepare and provide required correspondence/information/documentation for case preparation involving third-party review.
• Provide expert advice and counseling regarding complex conduct and discipline issues; grievances and appeals; adverse actions; performance management; leave administration; reasonable accommodation; labor relations; merit system principles and prohibited personnel practices.
• Prepares disciplinary and adverse actions, performance-based actions, and other management-initiated non-disciplinary actions.
• Conducts investigations into employee allegations of misconduct and harassment.

• Analyzes issues and prepares briefings for command review.
• Develops program guidance for the command and coordinates with, HRC, and MRC, East regarding strength management challenges.
• Serves as technical consultant and advisor to management on all matters concerning officer and enlisted strength management.
• Monitors status of personnel actions and how those actions affect strength requirements.
• Within established guidelines and procedures, execute officer and enlisted military functions.
• Draft correspondence concerning aspects of officer and enlisted military personnel activities.

The candidate selected for this position will:

• Perform entry-level assignments in the Employee Relations and Labor Relations subject matter areas.
• Perform basic assignments related to the Pension Benefit Guaranty Corporation (PBGC) General Schedule performance management and employee development programs.
• Assist with management of the agency’s Reasonable Accommodation (RA) program.

As a Supervisory Human Resources Specialist (Benefits), you will perform the following duties:

• Provide leadership on all matters related to employee benefits processing procedures and practices within the Talent Management Office (TMO). Serving as the technical authority for developing and disseminating procedural guidance to appropriate offices.
• Provides program leadership for the formulation, establishment, and coordination of a retirement and employee benefits program; and develops interpretive material, and recommended courses of action, as a result of new legislation or major court, administrative, or top management decisions.
• Coordinates the application and implementation of new guidance and assures general consistency in interpretation.
• Coordinates and collaborates with DOC Headquarters HR Office, Bureau Liaisons Offices, and OPM on benefits and retirement functions.

You will serve as a Program Analyst (Human Factors Engineer), DCMS-DPR's representative and the Coast Guard's Engineering Technical Authority for human systems integration (HSI) in systems acquisition projects, partnering with the Acquisitions Directorate, Program Sponsors, other Engineering Technical Authorities, and stakeholders to implement effective HSI activities for system acquisitions including cutters, aircraft, command centers, C54ISR (Command, Control, Computers, Communications, Intelligence, Surveillance, and Reconnaissance), logistics and the associated workforce. Work encompasses development, management, and application of policy in the seven HSI domains in a military environment; manpower, performance support and training, human factors engineering (HFE), habitability, personnel survivability, system safety and occupational health, and habitability.

Being a Coast Guard civilian makes you a valuable member of the Coast Guard team. Typical work assignments include:

• Serving as the expert advisor to management with potential to be appointed as Technical Warrant Holder (TWH) for the implementation and evaluation of HFE and Habitability.
• Supporting the development of HFE and Habitability policies, practices and procedures.
• Providing technical leadership to promote and integrate HFE and Habitability into Agency programs.
• Recognizing the potential impact of safety and health hazard problems and coordinating those with the safety team.

• Analyzes, forecasts, and interprets functions associated with the management and control of resources or funds, tracking and control of funds for the organization’s programs and activities.
• Furnishes technical interpretation and/or guidance to the financial managers regarding finance system requirements.
• Communicates in writing, to present presentations, correspondence, and reports.
• Conducts research into regulatory material to locate appropriate procedures for various financial transactions.
• Analyzes facts, identifies problems, reports findings, makes conclusions, and recommends corrective or other appropriate action in carrying out routine analytical assignments.

As a Human Resources (Labor Relations), PT, 0201, 4, you will serve as the Chief Labor Negotiator for Headquarters and field offices. Your typical work assignments may include the following:

• Develops, recommends, and implements a comprehensive bargaining strategy designed to advance and expedite human capital management and labor relations objectives.
• Conducts detailed analysis of current, expired, and proposed provisions and determines impact of proposals upon operational and mission objectives.
• Provides expert testimony in third party proceedings involving disputes.
• Formulates and presents all-inclusive labor negotiation strategy to agency stakeholders.
• Develops operational plans and schedules, interprets, and applies complex legal opinions and case law.
• Works closely with senior management to formulate specific agency-wide labor relations objectives that are consistent with the GAO mission.
• Designs proposals to avoid or resolve operational problems while advancing the agency's objectives.
• Develop, prepare, and present the agency's bargaining position and specific proposals to representatives of the union.

• Serves as program manager, advisor, coordinator, and technical expert in all phases of Foreign Service Personnel Processing.
• Develops comprehensive strategies to manage the workload and reviews unusual, complex, and high priority cases to ensure consistency with program regulations and policies.
• Plans and carries out the full range of supervisory responsibilities over the Foreign Service Processing Branch.
• Deals with substantial policy issues and maintains close working relationships with technical specialists within other HR (Human Resources) functional areas.
• Leads HR teams to develop and evaluate new or revised Department policies, procedures, and regulations to supplement existing Civil and Foreign Service federal personnel guidelines and/or improve the effectiveness and efficiency of HR operation.

What will I do in this position if hired?

In this position, you will serve as a first line supervisor for the day-to-day supervision and oversight of human resources staff performing work related to Staffing and Recruitment. Typical assignments include:

• Developing and implementing policies and procedures and interpreting human resources management laws and regulations.
• Planning, controlling, directing, and coordinating the work of specialist, technical and administrative support personnel engaged in carrying out the various functions in designated program areas.
• Collaborating with the Branch Chief on the formulation of short-and long-range plans, goals, and objectives.
• Participates in meetings with other management officials to discuss major program changes, reorganizations, budget projections and staffing needs.
• Advising the Branch Chief on implications and feasibility of program plans, proposals, and recommendations.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation. At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

• Represents DISA and/or the Office of the Chief Financial Executive/Comptroller in various working groups, senior level meetings, etc., internal and external to DISA to promote the effective utilization of DISA resources.
• Performs analytical studies and analysis into the broad overall aspects of the design, development and integration of programs, in an effort to provide timely and reliable support for mission requirements of the activities.
• Develops, reviews, analyzes and provides advice and recommendations on budgets, acquisition plans, and multi-year programs. Participates in managerial activities involving organizational and functional planning, and mission execution
• Performs advanced financial analysis on complex issues and provides recommendations and solutions to senior leadership.
• Serves as a senior analyst responsible for providing expert level advice on all phases of the budget process and financial management; to include aspects of the DISA budget’s formulation, execution, and review processes.

This position is located in the Human Resource Management Division, Personnel Director's Branch, Staffing and Employee Relations Section (SERS), Bureau of Prisons (BOP), Washington, D.C.

Responsible for planning, developing, and administering staffing programs for the BOP.

Provides guidance to HR Specialists in field institutions, Central Office, regional offices and other key management officials.

Adjudicates staffing issues that are precedent setting, involve national policy, or are of a key nature organizationally.

Reviews tentative OPM qualification standards, anticipating their effect on prison positions and provides comments on related OPM and DOJ proposed issuances which have national impact

• Serves as a Career Program and Functional Community advisor to the Department of Defense (DoD), Department of the Army (DA), Federal agencies and private sector organizations.
• Uses a variety of quantitative and qualitative methods to analyze organization data and provide expert advice with respect to statistical, operational, and data management issues.
• Advises all levels of senior leadership on the life cycle functions for civilian personnel management.
• Establishes a continual pipeline of talented Civilians across their career fields to meet current and future mission needs.
• Identifies predictive tools and evaluates the effectiveness of the current career management procedures in reaching agency goals.
• Serves as a workforce planning lead responsible for assessing, analyzing the workforce, prepares and presents briefings to leadership on the workforce.
• Plans competency assessment activities to inform career paths, talent development and talent acquisition human capital needs.
• Develops workforce plans, strategic communications plans to promote and inform the workforce.
• Coordinates across echelons to stay informed on the strategic environment.

This is a developmental position. At the GS-7, GS-9 and GS-11 grade levels, assignments given may initially be of limited phases but will increase through the full range of tasks as the incumbent acquires skills and knowledge through on the-job training and formal training. At the full performance level of GS-12, major duties include:

• Serving as a recruitment and placement specialist providing a high level of program support in the staffing, recruitment, and pay administration, and onboarding program areas.
• Using USAStaffing to post jobs, review qualifications, adjudicate Veterans preference, issue certificates of eligibles, and onboard new hires.
• Developing and applying recruitment and placement processes, rules, regulations, and laws and suggesting changes and new methodologies to management.
• Providing managers and employees with information and interpretations of HR policies, procedures and guidelines.
• Reviewing new or proposed HR policies, procedures and guidelines and makes recommendations to management on the need for changes in existing policies.
• Executing special recruitment programs to attract well qualified candidates for positions where applicants are in short supply, utilizing imaginative approaches and simultaneous searches for candidates from sources outside the existing work force.