Total 17 Human Resources job vacancies in Westover Air Reserve Base, Massachusetts

• 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 be responsible for integrating civil service mariner (CIVMAR) manpower, HR management, and human capital strategy into MSC’s executive planning.
• You will be responsible for administering, implementing, evaluating and making adjustments as necessary to the CIVMAR recruitment, qualifications, rating, and merit promotion programs.
• You will be responsible for providing management and technical advisory support to supervisors and managers as necessary relating to the assigned functional area of the CIVMAR employment program.
• You will be responsible for planning, developing and executing the full range of staffing, placement, affirmative employment and related management advisory services.
• You will be responsible for serving as technical advisor and expert for the CIVMAR qualification and rating process for both external and internal hiring.
• You will be responsible for providing advice to management and other interested parties regarding qualification requirements and rating and ranking process used to evaluate CIVMAR candidates.
• You will be responsible for serving as the direct examining authority expert in the assigned functional area and developing, creating, and maintaining all job analysis, crediting plans, and registering based on job descriptions, and regulations.
• You will be responsible for the execution of the Acquire to Hire Process from receipt of a completed application, qualification and ranking, selection and activities related to the preparation and execution of New Employee Orientation (NEO).
• You will be responsible for establishing CIVMAR Evaluation Boards for all marine positions within MSC.
• You will be responsible for coordinating with senior staff, HQ, and mariners to maintain and improve the Promotion Evaluation Program as well as providing advice, guidance, and assistance in its implementation.
• You will be responsible for evaluating program and process effectiveness making recommendations for revisions as appropriate.
• You will be responsible for establishing and maintaining standard operating procedures for all programs in this area. Incumbent serves as the first level supervisor to assigned functional specialists.
• You will be responsible for
• You will be responsible for

• You will analyze past and current Employee Relations functional data and proposes strategies to address and improve areas of responsibility.
• You will research and analyze administrative case law to develop defensible solutions to problems that are less well defined and where precedential cases and guidelines are not always directly applicable.
• You will advise leaders on establishing performance plans, developing critical elements, evaluating employees during the appraisal process; and addressing employee performance issues.
• You will provide management advisory services in coaching, counseling, and recognizing top performers and taking appropriate actions on performance issues.
• You will develop and conduct initial/refresher training sessions covering a variety of Employee Relations topics for both employees and supervisors across the enterprise.
• You will assist in audits, assessments and assist visits, as required, providing requested documentation and data, responding to inquiries, providing administrative support as necessary and taking corrective action as required.

Workforce Planning and Employment: Advises and assists managers and/or supervisors on all NAF HR matters as well as consultation on developing, implementing, and evaluating sourcing, recruitment, hiring, orientation, succession planning, retention, and organizational exit programs necessary to ensure the most effective alignment of HR systems to support strategic goals and objectives within their organizations. Illustrations include but are not limited to the following:

• Advises and assists managers and/or supervisors with identifying appropriate pay ranges, organization/position structures, classification changes, employee evaluation, retention strategies, impact and associated actions to assure compliance with all regulatory HR guidance for the non-appropriated funds.
• Provide products and services for a wide variety of employee categories that involve different systems with different statutory and regulatory authorities.
• Utilizes the CNIC NAF personnel database Systems, KRONOS, ADP, Applications and Products Human Resources (SAPHR) to prepare and maintain all employee records, generate reports and analyze data. This includes but not limited to recruitment, employee personnel data changes, benefits, evaluations, processing of awards, disciplinary actions, time and attendance.
• Performs all required duties related to recruiting and provides assistance to managers in the areas of Recruiting/ Staffing and Retention, to include, conducting strategic consultations, developing job analyses, posting vacancy announcements, areas of consideration, determining minimum qualifications, rating and ranking applicants, and generating certificates.
• Analyzes labor market for trends that impact the ability to meet workforce requirements and assess skill sets of internal workforce and external labor market to determine the availability of qualified candidates.
• Administer pre and post-offer employment activities (for example: employment negotiations, offer letters, background and suitability checks, complete I-9/e-Verify process and Permanent Change of Station (PCS), onboarding).

• Conducts needs assessment to identify and establish priorities regarding human resource development activities ensuring compliance with all regulatory HR guidance for the non-appropriated funds.
• Develops, selects, implements and evaluates employee, management and supervisory training programs (for example: Benefits, retirement, leadership skills, writing position descriptions, evaluating employees, interview techniques, harassment prevention, employee relations) to increase individual and organizational effectiveness.
• Develops, implements, and evaluates talent management programs that include assessing and managing talent, performance management programs, developing career paths, and managing the placement of high-potential employees.

• Fully supports equal employment opportunity initiatives and ensures employees are respected, valued and free from harassment ensuring that Employee and Labor Relations activities are compliance with all regulatory HR guidance for the non-appropriated funds.
• Establish, update, and communicate work-place policies and procedures (for example: employee handbook, reference guides, or standard operating procedures) and monitor their application and enforcement to ensure consistency.
• Provides overall advice and assistance on management-employee relations, discipline, adverse actions, grievances, performance management and recognition, employee counseling, and related functions ensuring that no disparate impact or other legal issues arise.

• You will apply basic Human Resources (HR) regulations, rules and procedures to perform a wide variety of functions in support of recruitment and placement operations.
• You will generate and prepare reports by extracting data and creating spreadsheets, using these reports to verify accuracy of information within database.
• You will input and manipulate data to ensure accurate processing of a full range of personnel actions. Actions may range from accessions, separations, position changes, reassignments, realignments, promotions, and transfers.
• You will consolidate records for employees who have transferred from other Agencies to ensure leave, retirement and other information accrues accurately.
• You will apply pay setting rules for general schedule employees for adherence to regulatory requirements.

• You will be responsible for researching records and providing guidance on eligibility for entitlements and benefits prescribed by law and policy.
• You will assist with promulgation of interim policy and/or procedural guidance when necessary to supplement policy and procedures in the field.
• You will verify TRICARE eligibility for Navy Reserve personnel and their families and providing information to customers regarding TRICARE benefits based upon their status.
• You will advise managers on potentially sensitive personal issues.

As a Human Resources Officer in the United States Attorney's Office (USAO), you will join a well-respected team that is responsible for providing a variety of human resources services to the United States Attorney's Office, District of Massachusetts. Typical work assignments will include, but are not limited to:

• Providing expert, authoritative advice and consultative services to management officials within the District on all functional areas of Human Resources management.
• Supervising Human Resources Staff. Plans work to be accomplished by subordinates, sets goals and priorities, and prepares schedules for completion of work.
• Reviewing work in progress or upon completion to ascertain problems in accuracy, adequacy, and adherence to procedures and takes appropriate corrective action.
• Planning, developing, and administering an effective recruitment and retention program, which includes Merit Staffing and Delegated Examining.
• Providing guidance on position management and classification of positions.
• Providing advice and assistance on performance management and employee relations.
• Administering a benefits program.
• Administering guidance on compensation and leave.
• Initiating, coordinating, and overseeing special studies, programs, and studies and facilitating the implementation of new or revised policies and programs.

As a Human Resources Officer in the United States Attorney's Office (USAO), you will join a well-respected team that is responsible for providing a variety of human resources services to the United States Attorney's Office, District of Massachusetts. Typical work assignments will include, but are not limited to:

• Providing expert, authoritative advice and consultative services to management officials within the District on all functional areas of Human Resources management.
• Supervising Human Resources Staff. Plans work to be accomplished by subordinates, sets goals and priorities, and prepares schedules for completion of work.
• Reviewing work in progress or upon completion to ascertain problems in accuracy, adequacy, and adherence to procedures and takes appropriate corrective action.
• Planning, developing, and administering an effective recruitment and retention program, which includes Merit Staffing and Delegated Examining.
• Providing guidance on position management and classification of positions.
• Providing advice and assistance on performance management and employee relations.
• Administering a benefits program.
• Administering guidance on compensation and leave.
• Initiating, coordinating, and overseeing special studies, programs, and studies and facilitating the implementation of new or revised policies and programs.

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

The Human Resources Specialist (Strategic Business Partner) applies a wide range of HR concepts, principles, laws, regulations, and practices, to include OPM requirements, VHA specific policy and labor organization agreements for Title 5, Hybrid T38 and full Title 38 positions. Human Resources Specialist provides custom recruitment strategies and consultative services based upon occupational knowledge of current local and regional market area, and resolves difficult and controversial internal and external staffing and placement problems. Major duties and responsibilities include, but are not limited to:

• Evaluates applications and resumes using Office of Personnel Management (OPM) and Veterans Administration (VA) qualification standards, verifies eligibility, and rates and ranks applicants;
• Processes a variety of requests for personnel action to fill a variety of positions;
• Provides technical advice and assistance to the HR staff and management officials in all areas of staffing and recruitment, including priority placement, direct hiring, special hiring authorities, etc.;
• Advises and consults on targeted recruitment strategies and non-traditional recruitment opportunities specific to the local and regional market area, such as conducting targeted job fairs and community outreach, utilizing social media, planning recruitment campaigns, etc.;
• Consults on a variety of factor in the recruitment process, such as position management and organizational design; pay administration for Title 5, Title 38, and Hybrid employees; VetPro Credentialing; position descriptions, functional statements, scopes of practice; and job analysis;
• Evaluates trends in missions, technology, manpower, fiscal resources, and other factors influencing future needs;
• Applies quantitative and qualitative data to advise local, regional and national leadership in regard to recruitment trends, such as providing data in annual workforce planning cycles and advanced recruitment strategies; and
• Recommends strategies for overcoming employment barriers;
• Completes a variety of difficult and complex work assignments to provide consultative services to HR staff and Service Chiefs at Network facilities on technical matters which involve recruitment decisions, and pay related issues such as pay responding to employee inquiries, initiating recruitment incentives, LEAF requests, and SLRP packages;
• Conducts detailed planning to gather and interpret information and data for assessing complex staffing problems, issues and unusual circumstances such as Equal Opportunity Employment (EEO) data gathering, Labor Partnership Council, Congressional Inquiries, and Awards Board related activities.

• This position is not a Bargaining Unit position.
• This position is covered by locality pay.
• Relocation expenses are not authorized.
• 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.
• Employee must meet requirements by the closing date of this posting.
• On-site presence is required for this position.

• You will serve as a team leader, distribute and balance the workload among team members in accordance with established guidelines.
• You will plan, develop, promote and coordinate multiple Labor Relations programs to meet immediate and long-range needs of the command.
• You will manage a human resources program through a staff of human resources specialists and assistants.
• You will brief managers and supervisors on performance management techniques (e.g., evaluation, feedback, recognition).
• You will work with the team in problem solving methods, practices and procedures.
• You will advise managers on the application of civilian personnel policies and procedures in employee relations matters (e.g., discipline, grievances, appeals, fair employment practices).

• You will research and provide explanations regarding rules, procedures, and requirements to military employees.
• You will coordinate all military service record related inquiries and pay matters such as record entries, leave request, tax information, military pay inquiries, and government quarters and housing issues.
• You will conduct queries about entitlements and pay benefits, and evaluate and determine the validity of requests from members.
• You will oversee the permanent change of station orders processing system including overseas, new construction and sea duty screenings for all enlisted personnel, officers and their families.
• You will be the primary customer service point of contact for all military personnel assigned to Pearl Harbor Naval Shipyard and Intermediate Maintenance Facility and serviced activities.
• You will issue required and requested information to major claimants involving simple and complex issues.
• You will explore and recommend alternative solutions to complex problems.

• Coordinating with the Transition Assistance Program (TAP), Department of Veterans Affairs (VA), Department of Labor (DOL), and other agencies to ensure soldiers meet transition requirements; and ensuring Preparing DD Form 214s.
• Responsible for the operation of personnel actions relating to Expiration Term of Service separations, Voluntary and Involuntary Chapter actions, Unqualified Resignations, Release from Active-Duty separations, Medical Evaluation Board decisions.
• Establishes local policies and procedures to ensure officer and enlisted Soldiers are transitioned in accordance with existing guidelines, policies and governing regulations.
• Ensures compliance of Human Resource policies at the local level.
• Assesses impact on current methods and develops new implementation procedures.

• Serve as the U.S. Army Cadet Command Brigade Human Resources Assistant (Military) and authority on Cadet/CADRE Personnel actions for the Brigade Commander.
• Assist the Brigade Recruiting Operations Officer (ROO) and Nurse in utilizing and running filters from CCIMS to monitor scholarship management and monitor the status of cadet nurses.
• Serve as primary reviewer of Cadet Accessions documents from subordinate units for submission to higher headquarters. Provide staff oversight of and assistance to the Battalion Human Resource Assistants (Military).
• Responsible for the timely and accurate processing of all Brigade cadet/CADRE actions.
• Provide staff oversight of and assistance to the Battalion Human Resource Assistants (Military).

What will I do in this position if hired?

In this position, you will, serve as the Employee Services Branch Chief, reporting to the Mission Support Director. You will provide advisory services to the Region in the areas of recruitment and placement, organizational development and position management and other human resources programs and services. Typical assignments include:

• Planning, developing, and implementing a comprehensive personnel management program.
• Providing authoritative advice and innovative direction on all aspects of human resources management.
• Providing expertise and guidance on workforce expansion, such as, right sizing and re-organization, along with external and internal recruitment and placement.
• Resolving complaints and grievances with Labor and Employee Relations in coordination with Alternate Dispute Resolution.
• Performing research and providing expert policy recommendation and interpretations.

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.

What will I do in this position if hired?

In this position, you will, serve as the Employee Services Branch Chief, reporting to the Mission Support Director. You will provide advisory services to the Region in the areas of recruitment and placement, organizational development and position management and other human resources programs and services. Typical assignments include:

• Planning, developing, and implementing a comprehensive personnel management program.
• Providing authoritative advice and innovative direction on all aspects of human resources management.
• Providing expertise and guidance on workforce expansion, such as, right sizing and re-organization, along with external and internal recruitment and placement.
• Resolving complaints and grievances with Labor and Employee Relations in coordination with Alternate Dispute Resolution.
• Performing research and providing expert policy recommendation and interpretations.

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.