Total 200 Human Resources job vacancies in Massachusetts - Remote

APPLICATION LIMIT: This vacancy announcement is limited to the first 150 applications received and will close at 11:59PM Eastern Time on the day that we receive the 150th application, or at 11:59PM Eastern Time on the listed closing date, whichever occurs first.

Duty Locations: The salary range indicated in this announcement reflects basic pay only. The range will be adjusted for selected duty location. General Schedule locality pay tables may be found under OPM Salary & Wages.

As a Human Resources Specialist (Employee and Labor Relations), GS-0201-13, you will be responsible for:

• Providing advice and assistance to managers in headquarters and field program and administrative offices involving interpretation of policy, identification and resolution of systemic problems and issues and responses to specific case situations.
• Identifying trends and systemic issues and develops operating guidance, training or other actions to resolve them.
• Reviewing informal actions and provides advice and assistance on all aspects of the employee and labor relations programs, including researching precedent cases, determining the supportability of a particular action for the misconduct and framing charges and outlining specifications.
• Developing and implementing policies, procedures, and agency guidance.

• Primarily supports the bureau/office providing funding for the position, manages the full cycle recruitment process for the Crisis Operations Team, engaging in tactical and strategic sourcing to attract, identify, and place top talent.
• Provides operational, policy and technical guidance on classification and position management issues to the Crisis Operations Team.
• Develops agency-wide guidance material on the implementation of methods and procedures involving areas that require new or substantially modified work methods or procedures of operational problems or deficiencies.
• Facilitates delivery of an exceptional customer and applicant experience by providing accurate, thorough, and responsive service.
• Identifies key policy issues and develops operating policies, procedures, and guidance pertaining to the assigned area of Human Resources operations.
• Makes conditional and final offers to selected applicants and performs a variety of onboarding/off boarding tasks such as reviewing preliminary documents, requesting security validation, requesting eOPF files for new Crisis Operations Specialist.

• Demonstrates the fundamental knowledge of the unit and is responsible and accountable for all elements of the nursing process when providing or supervising direct patient care.
• Assesses, plans, implements, and evaluates delivery of care based on age specific components.
• Assumes responsibility for the coordination of care focused on patient education, self-management, and collaborating with members of the interdisciplinary team and participating in process improvement initiatives.
• Responsible and accountable for the direction and supervision of specific orientation, training, development of staff, and evaluation of individual staff performance.
• Function as a role model, educator, practitioner, and member of the interdisciplinary team to remove barriers and implement new evidence-based cutting-edge, programs/processes.
• Participates in the development of care delivery models and environmental design, ensuring evidence-based, accessible, affordable, and equitable patient care.

• Design and implement data pipeline architectures to support scalable data integration and transformation processes.
• Perform advanced troubleshooting on data systems and pipelines to resolve performance issues.
• Optimize data delivery processes to improve data accessibility for analytics and decision-making.
• Develop and automate data processing systems using R, Python, SQL, and applicable big data technologies.
• Identify and evaluate emerging technologies to recommend improvements to existing data architecture and engineering practices.
• Develop new methods and guides to address unprecedented data challenges or improve current systems.
• Analyze and apply statistical methods to assess data quality and ensure compliance with organizational requirements.
• Conduct root cause analyses on internal and external data systems to identify gaps and opportunities for improvement.
• Work with cross-functional teams to align data pipeline architecture with enterprise objectives.
• Partner with stakeholders to address data infrastructure needs and resolve technical issues.
• Collaborate with software developers and architects to construct, expand, and optimize data systems.
• Develop and present technical briefings to senior leadership on data engineering strategies and solutions.
• Develop roadmaps and strategies for enterprise data environment and architecture.
• Conduct stakeholder analysis with industry and academic partners to align initiatives with organizational goals.
• Advise senior leadership on addressing complex data engineering challenges and implementing practical solutions.
• Monitor technology trends to inform and align enterprise data efforts with state-of-the-art innovations.

As a HUMAN RESOURCES SPECIALIST (CLASSIFICATION) PATHWAYS RECENT GRADUATES, GS-0201-9, your typical work assignments may include the following under supervision:

• Provides classification services for positions assigned.
• Provides position management advisory services.
• Utilizes a variety of Human Resources (HR) data systems in daily work assignments.

APPLICATION LIMIT: This vacancy announcement is limited to the first 150 applications received and will close at 11:59PM Eastern Time on the day that we receive the 150th application, or at 11:59PM Eastern Time on the listed closing date, whichever occurs first.  

We encourage you to read this entire vacancy announcement prior to submitting your application.

As a Information Resource Specialist, GS-0301-09, you will be responsible for:

• Disseminating information, resources, and materials, to the general public, education institutions and organizations, government agencies and community leaders who call, write, visit, email or fax.
• Identifying callers, writers, or visitors who requests, comments or experiences of particular interest or value; and provides information in Spanish or English as appropriate.
• Advising Department officials on approaches, actions and procedures to improve the efficiency and effectiveness of the information program. Advising may include such matters as the development of informational and reference materials, suggested methods to reach particular groups, and suggested techniques to obtain feedback from callers.
• Assisting in the development and execution of comprehensive public information campaigns designed to keep the public and education community informed about the status, effectiveness, and accomplishments of the Department's priority issues and activities.
• Encouraging participation of callers and visitors in education improvements efforts and activities.

As a Chief Learning Officer, you will perform the following duties:

• Direct and manage corporate learning and development programs for all of GSA. Ensure that long-range learning initiatives are aligned with GSA’s mission, strategic goals, and priorities. Provide leadership and direction for enterprise-wide training and development programs, which includes managing and developing all virtual/on-line training programs as well as overseeing the operation of GSA’s learning management system.

• Design, develop, and deliver service-wide training programs and initiatives to meet a wide range of employee development needs, ranging from technical Federal Acquisition Service and Public Building Service subjects to administrative, support, customer service and senior-level leadership and organizational effectiveness courses.

• Conduct training needs assessments and provides feedback mechanisms, for survey data and evidence on managing results. Conduct surveys to determine training needs required by organizations to meet long- and short-range goals. Monitor organizational implementation and updating of plans. Develop programs and design courses to meet common and special developmental needs of GSA Central Office Services and Staff Offices and the regions.

• Forge relationships with key external learning organizations, including universities, colleges, learning solutions providers, and other educational entities to ensure the effective exchange and dissemination of professional and technical information. Identify and incorporate best practices from industry and government into the learning and development strategy and ensure application of latest developments in training practices, methods (to include blended and social learning), delivery, equipment, devices and aids in GSA training and career programs.

• Supervise and direct the work of a staff of professional and support personnel. Carry out human capital responsibilities to ensure productivity and efficient use of resources. Organize and plan staff work assignments on an annual basis. Recommend priority program goals, objectives, and action plans to the Director, Human Capital Strategic Planning, Policy and Training Division.

• Participates in development of strategic and operational plans with top level managers and key operating officials of serviced organizations.
• Analyzes proposed changes in operations, assesses the impact on human resources program requirements, and advises or guides managers in the most effective human resources management.
• Develops information for and prepares special or recurring reports and studies relating to the total human resources program or specific areas for management use.
• Exercises human resources management responsibilities through a team of HR specialists and assistants for recruitment and placement subject areas.
• Keeps abreast of operating program developments to effectively assist management in discharging civilian human resources responsibilities.

• Works with contractors, Subject Matter Experts (SME), management and other staff to represent classification in transforming the Bureau’s hiring model, to include counseling on the development and implementation of standard position descriptions .
• Works with SMEs to identify, develop and establish national standard position descriptions for use Bureau-wide.
• Resolves controversial classification issues and synthesizes input form a variety of sources into a cohesive and coherent product, ensuring program needs are met while applying sound classification principles.
• Provides operational position classification services to organizations that are complex and dynamic, and have a wide range of professional, administrative, highly technical, clerical, and Federal Wage System positions.
• Determines the adequacy of position descriptions, including advising other classification specialists on classification matters and reconsidering decisions made by other classification specialists.
• Maintains rapport with managers and supervisors through effectively communicating findings of classification reviews and classification rationale.

This position is responsible for supervising the VISN R&P SSU Staff and administering the VISN's Federal recruitment, placement, and staffing programs. Provides expert level human resource advice and guidance on these programs to the VISN and MCs' management and staff.

Major Duties and Responsibilities to include but not be limited to:

• Manages the daily operations of the R&P SSU with the responsibility for integrating and coordinating all areas of the R&P program
• Implements R&P policies and regulations; developing of local policies and procedures, and briefing VISN and medical centers' (MC) management on the status of these programs
• Provides expert level human resource advice and guidance on these programs to the VISN and Medical Center management and staff
• Trains subordinate staff and management regarding the latest information; preparing communications regarding current and future requirements and information and serving as the VISN's policy and regulatory subject matter expert (SME) for these programs
• Plans and conducts studies and analyses of the VISN and MCs' staffing needs and requirements; reviewing data from feedback mechanisms, performing analyses, summarizing information, identifying trends and developing and implementing recommendations
• Prepares and completes study reports and making recommendations to VISN and Medical Center management
• Advises management on a wide range of staffing issues such as workforce shaping/reduction-in-force, special placement programs, recruitment methods, and special pay incentives
• Performs other related duties as assigned

VA offers a comprehensive total rewards package: HR Specialist Total Rewards

The Supervisory Human Resources Specialist (Recruitment & Placement) supports the Human Resources Management Service Shared Services Unit (SSU) Team.

Duties Include:

• Plans and conducts studies and analyses of the VISN and Medical Centers' (MC) staffing needs and requirements.
• Provides Recruitment and Placement (R&P) guidance and renders decisions on complex issues/situations unresolved by subordinates on a continuous basis through review of completed work and production goals achieved.
• Manages the daily operations of the R&P Shared Service Unit (SSU) with the responsibility for integrating and coordinating all areas of the R&P program.
• Oversees advisory services based on the VISN and MCs priorities and takes proactive measures to anticipate these future needs by prepositioning work products (vacancy announcements, job descriptions, skills assessments, etc.) in expectation of new projects and programs.
• Advises management on recruitment strategies, sources, and special programs. Provides managers and employees with information and interpretation of the VA's HR policies.
• Hears and resolves minor complaints from employees; refers group grievances and more serious unresolved complaints to a higher level supervisor or manager; effects minor disciplinary measures such as warnings and reprimands and recommends action in more serious cases.
• Plans and directs staffing section operations.
• Provides guidance and renders decisions on complex determinations unresolved by subordinates on a continuous basis through review of completed work and assessment of results obtained.
• Oversees the daily operation of the unit and ensures that agency policies and priorities are being followed.
• Reviews past R&P practices and local labor market conditions to advise on future staffing strategies.

• This position is not a Bargaining Unit position.
• Current and former Federal employees must submit copies of their most recent SF-50, (Notice of Personnel Action). The SF-50 must identify the position title, series, grade, step, tenure and type of service (Competitive or Excepted). In some cases, more than one SF-50 may be required to show a higher grade previously held.
• This position is in the Competitive Service.
• Time-in-Grade Restriction: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements. The grade may have been in any occupation but must have been held in the Federal service.
• Interchange Agreements with Other Merit System: Employees who occupy medical or medical-related positions and were appointed under 38 U.S.C. 4701(1) or (3) [formerly 38 U.S.C. 4104 (1) and (3)] must be serving in a full-time position without time limit and have served continuously for at least one year in this other merit system to be eligible to convert to the Title 5 System. Some exceptions to this rule may apply if you have previously acquired tenure under a Title 5 appointment.
• Veterans' Preference: Veterans preference does not apply to internal announcements.

• Direct a Civilian Human Resources Service Center (CHRSC) Division with full responsibility for the overall administration, integration, management and supervision of labor-management and employee relations.
• Provide complex administrative/advisory services (discipline, complaints, grievances, appeals, and career management and development) that directly affect the command and other serviced commands and activities with large and complex multi-missions.
• Ensure that adequate internal control systems are developed and operative so that government resources are efficiently and effectively managed in accordance with appropriate guidance.
• Review organizational structure for potential for reengineering positions for recruitment, removal of artificial barriers, and for ladders for progression.
• Develop operational plans with senior managers to guide the discharge of civilian personnel responsibilities.
• Prepare special or recurring HR reports for management use to inform decision-making.

- Manage the HR Operations Division's training program by designing, developing, and administering technical in-house training in all functional areas.
- Evaluate training needs and create training plans working with subject matter experts and the Management Team to meet the Division goals and cater to a diverse client base. Supports the planning and evaluation of the training program for effectiveness.
- Evaluate HR program area data from a variety of sources and systems to identify issues, spot trends, validate audit findings, and determine corrective actions needed to mitigate risk and potential for future issues.
- Track the array of recurring requirements to ensure Division and regulatory requirements are met for items such as annual communications / notices to customers and employees, annual training, competency assessments, use of required training frameworks, and others as applicable. Serve as a HR functional expert to advise and develop internal procedures.

• 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.

The major duties of the Human Resource Specialist (Recruitment/Placement) include, but are not limited to, the following:

• Provides hiring consultations with customers.
• Assist customers in creating job analysis and technical assessments.
• Builds vacancy announcement in USA Staffing.
• Adjudicates veteran preference claims.
• Reviews applicant qualifications and eligibilities.
• Issues selection Certificates based on an array of multiple hiring authorities
• Audits certificates and selections.
• Interprets regulations, policies, and directives, and uses good judgement to provide accurate pay setting guidance.
• Research regulations and policies to provide sound HR services and advice.
• Performs the full range of hiring tasks and develops recruitment strategies to address specific resource or program needs.
• Provides excellent customer service.