Total 129 Human Resources job vacancies in Yakima, Washington

As the Human Resources Specialist you will:

• Provide expert staff advice to managers and supervisors throughout the National Gallery on complex employee relations matters, many of which are serious, sensitive, or controversial.
  Serve as technical advisor to National Gallery Representatives and/or the General Counsel's office on any actions which have been through the administrative process and have been pursued in the legal process.
  Provide advice and technical assistance in the handling of disciplinary and adverse actions, performance-based actions, performance improvement plans, and other issues where the primary focus relates to ER; assists management in developing proposal and decision correspondence, ensuring the correspondence is technically correct, consistent with the facts, and likely to be sustained if the decision is appealed and subject to third party review.
• Advise employees on rights and procedural requirements for responding to proposals and for filing complaints, grievances, and appeals.
  Draft, finalize, and process medical letters, adverse actions, performance-based actions, and management responses to grievances, consistent with pertinent laws, rules, regulations, the CBA, and internal National Gallery policies.
• Conducts fact-findings, review, and/or investigations of employee concerns and/or allegations of misconduct consistent with National Gallery policies and procedures. Develop investigation plans, interview witnesses, draft statements, obtain supporting documents, and draft well supported findings and recommendations for management consideration and action.
• Process negotiated grievances, unfair labor practice complaints, and other labor relations activities consistent with the collective bargaining agreement and statutory requirements; review and analyze issues; perform research to identify and development pertinent information; prepare written statements of case and management decision letters.
• Participate in developing, modifying and/or conducting basic and/or refresher training in employee and labor relations policies and procedures in such areas as grievances, disciplinary actions, appeals, and performance management for the National Gallery's managers, supervisors, and other relevant staff.

As the Human Resources Specialist you will:

• Provide expert staff advice to managers and supervisors throughout the National Gallery on complex employee relations matters, many of which are serious, sensitive, or controversial.
• Serve as technical advisor to National Gallery Representatives and/or the General Counsel's office on any actions which have been through the administrative process and have been pursued in the legal process.
• Provide advice and technical assistance in the handling of disciplinary and adverse actions, performance-based actions, performance improvement plans, and other issues where the primary focus relates to ER.
• Assist management in developing proposal and decision correspondence, ensuring the correspondence is technically correct, consistent with the facts, and likely to be sustained if the decision is appealed and subject to third party review.
• Advise employees on rights and procedural requirements for responding to proposals and for filing complaints, grievances, and appeals.
• Draft, finalize, and process medical letters, adverse actions, performance-based actions, and management responses to grievances, consistent with pertinent laws, rules, regulations, the CBA, and internal National Gallery policies.
• Conduct fact-findings, review, and/or investigations of employee concerns and/or allegations of misconduct consistent with National Gallery policies and procedures. Develop investigation plans, interview witnesses, draft statements, obtain supporting documents, and draft well supported findings and recommendations for management consideration and action.

• Process negotiated grievances, unfair labor practice complaints, and other labor relations activities consistent with the collective bargaining agreement and statutory requirements; review and analyze issues; perform research to identify and development pertinent information; prepare written statements of case and management decision letters.
• Participate in developing, modifying and/or conducting basic and/or refresher training in employee and labor relations policies and procedures in such areas as grievances, disciplinary actions, appeals, and performance management for the National Gallery's managers, supervisors, and other relevant staff.

• Provides administrative support to the division managers in the Office of Health Policy
• Serves as a liaison between the Office of Health Policy and other offices to assure they are continually informed of critical and confidential issues, concerns, and deadlines
• Develops study plans, conducts fact-finding, analyzes data, and prepares and presents findings and recommendations
• Coordinates across HHS agencies to further advance policy or research goals

• Provides leadership and coordination for easement stewardship activities.
• Develops and facilitates the adoption of natural resources tools, data, and analytical products to be used by state and field offices.
• Independently gathers, analyzes, interprets natural resources and other relevant data to evaluate the effectiveness of easement stewardship for use in training development and guidance.
• Identifies and analyzes existing or emerging critical natural resource conservation issues and develops options for policy or procedural changes.
• Provides leadership and or coordination with the objective of identifying needed training, tools or guidance to improve easement stewardship.
• Assists with the preparation of briefing and issue papers and develops and delivers presentation materials related to easement stewardship, including written and visual products

• Serves as an expert to the Agency in matters relating to the comprehensive and continual coordination of legislative proposals for ASTP/ONC
• Provides leadership on complex, sensitive, diverse and unique legislative and political matters on pending health care and Health Information Technology (HIT) reform issues.
• Performs in-depth analyses of problems and issues of interest to Congress.
• Interprets congressional intent on proposed legislative actions and proposes a policy position based on said legislation for the Agency.

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.

As a Supervisory HR Specialist (Staffing/Classification) GS - 0201 - 14, you will be responsible for performing duties which include, but are not limited to the following:

As a Human Resources Specialist, GS-0201-11/12, you will be responsible for:

• Provides oversight of staffing and recruitment activities to ensure Delegated Examining and Human Resource Operations are conducted in a manner consistent with SBA strategic goals and policies, and governmentwide laws, rules, and regulations.
• Provides advice and guidance to the servicing HR offices and OHRS divisions in development of their corrective action plan to address the required and recommended actions.
• Collaborates with other staff in the development of new or revised policy guidance for review by the Strategy Director and other HR managers, staff and serves as the point-of-contact for the division during the review and concurrence process, prior to finalizing the policy.
• Develops written training materials and reference guides for complex training programs. Assists in the development of training plans for other facets of HR training, as appropriate to ensure the content is compliant with laws, regulation, and policies.

• Advise field staff and / or others on the conservation planning process
• Propose recommendations based on analysis results and knowledge of conservation programs.
• Provide technical guidance and support for natural resource or conservation planning policy.
• Apply natural resource conservation management concepts in order to advise others on conservation planning.
• Provide recommendations on existing rules, regulations, procedures, and/or techniques to resolve operational issues.

-Supervising a staff of economists, social science analysts, program analysts, and policy analysts on a variety of data and technical analysis issues critical
to the development, evaluation, and implementation of Medicare and other health financing policies.
-Overseeing staff that conduct a variety of quantitative and qualitative assessments to estimate the costs, benefits, and impacts of a range of Administration and Congressional initiatives.
-Overseeing the analyses conducted by staff and produced by contractors, including ensuring their methodological rigor, technical accuracy, and the development of research products that effectively communicate analytical results.
-Directing data analysis on a broad range of health services research, evaluation and policy issues.

This position is located in the (A/EX/PRI/HRD) Bureau of Administration, Office of the Executive Director, Planning Resources and Innovation Office, Human Resources Division. The incumbent interacts daily with the HR Specialist concerning all matters relating to the coordination and integration of staff actions and administrative duties. 

The employee performs routine and recurring classification duties which facilitate the work of more complex and detailed review and analysis functions conducted by the Senior Human Resources Specialist and higher graded Human Resources Specialist. As an advanced trainee the incumbent receives on-the-job and/or formal training in the entire range of personnel functions provided by the Division. Assignments are designed to provide training in the analytical and judgmental aspects of the work and in the appropriate use of methods and techniques of the various functions.

ABOUT THE POSITION

The DAB, through direct delegation from the Secretary issues decisions under more than 60 statutory provisions governing Department of Health and Human Services (DHHS) programs. The Chair is responsible for exercising executive direction and leadership over the day-to-day activities and operations of the DAB, a staff division within the Office of the Secretary. In that capacity, the incumbent serves as a key advisor to DHHS leadership on adjudicative activities conducted by DAB Judges, adjudicative trends at the administrative appeals level and manages the Division's operations including strategic planning, assessment of objectives and results, and management of financial and human resources. Additional duties include evaluating the evolving needs of the organization and coordinating budget planning and execution including drafting and submitting written budget requests and justifications to the Office of Management and Budget (OMB) and the Congress.

As the Chair, the incumbent also:
Serves as a member of the Board and designates panels of three Board members to adjudicate appeals. Appraises the performance of the Executive Officer/Executive Director of Administration, Board members and senior level officials including the Deputy Board Chair, the Chief Administrative Appeals Judge, the Executive Director of the Medicare Operations Division, the Executive Director for Adjudication, and supervisory attorney advisors who serve as division directors of the DAB's three adjudicatory divisions, the Appellate Division, the Civil Remedies Division and the Medicare Operations Division.

• Serves as a Human Resources Specialist (Compensation) in the U.S. Department of Justice (DOJ), Office of Justice Programs (OJP), Office of Administration (OA), Human Resources Division (HRD), Talent Management and Employee Services Branch (TMESB).
• Provides the full range of professional and technical duties in connection with the research and resolution of payroll and human resource problems and time and attendance processing.
• Administers and manages compensation programs for OJP.
• Handles special projects and assignments related to inquiries about the payroll/human resources processing system.
• Monitors payroll-related benefits, including health insurance, retirement plans and other voluntary deductions.
• Oversees and serves as the agency's program manager for programs such as the Voluntary Leave Bank and Voluntary Leave Transfer Program Coordinator.
• Independently handles human resources management liaison and advisory services for OJP.
• Acts as a backup to the Human Resources Specialist (Information Systems), responsible for generating NFC reports.

As a(n) HUMAN RESOURCES SPECIALIST (R&P), GS-0201-9/11, you will perform but are not limited to the following duties:

Serves as the state's principal advisor and consultant to key management on the full range of staffing options for a variety of professional, administrative, technical, and trades and labor occupations. Provides guidance and advisory services to operating managers in analyzing and proposing solutions to personnel management problems. Has frequent contact with state officials to explain merit principles and the various staffing methods, with emphasis on special interest programs such as Uniformed Services Employment and Reemployment Rights Act (USERRA), employment of the physically handicapped, Stay-in-School, Cooperative Work-Study, Upward Mobility, Worker-Trainee Opportunity, etc. Is relied on by operating officials to provide comprehensive guidance and advice in such areas as recruitment sources for top qualified employees, availability of needed skills, qualification requirements, retention standings, and other staffing functions. Seeks candidates from a variety of sources, conducts interviews and evaluates qualifications and eligibility for positions being filled. Ensures selecting official has a reasonable number of well-qualified candidates from which to choose. Initiates correspondence and/or contacts concerning recruitment and placement of applicants with Office of Personnel Management (OPM), Department of Defense (DoD), National Guard Bureau (NGB), other Federal agencies, high schools, colleges and universities. Researches and prepares replies to Congressional inquires relating to employment. Analyzes and evaluates the state's current technician staffing situation including turnover, vacancies, and current recruiting strategies to identify and forecast staffing problems. Researches and develops solutions and strategies to recruitment and retention problems that integrate a variety of flexibilities. Provides technical assistance to managers in developing justifications for requesting the use of special salary rate, recruitment bonuses, retention allowances or other authorities. Develops Merit Placement Plan and ensures compliance with federal laws (i.e., The Technician Act), NGB Regulations, and local labor agreements. Maintains a tracking system to evaluate the Merit Placement Plan. Initiates and develops changes, which will improve the procedures and make the plan more acceptable to both management and employees. Administers merit promotion plan; provides guidance and assistance to supervisors and/or designated subject-matter experts in the development of job analysis and ranking criteria; prepares announcements and receives applications; determines nature of action and legal authority under which action is to be processed; ensures time-in-grade requirements are met when required; establishes and certifies accuracy of rates of pay for all placement actions in accordance with federal law, OPM and NGB regulations, and Comptroller General decisions. Reviews records to check for dual employment and/or dual compensation. Ensures required selection documentation and information is correct including military compatibility. Checks medical certificates and reports from references; checks security requirements; initiates select/non-select letters, etc. Counsels and registers employees in the DoD Priority Placement Program (PPP) and/or OPM Interagency Placement Assistance Program (ICTAP) as appropriate. Defends recruitment and placement actions taken in accordance with policies, regulations, and procedures in the event of recruitment or placement grievances.

THIS JOB ANNOUNCEMENT has an applicant limit of 50. Therefore, the announcement will close the day 50 applicants have been received, which may be before the date listed above.

The major duties of this position are:

• Provides a wide variety of personnel programs and services for the entire Board, including but not limited to: recruitment and staffing, classification, compensation, performance management, human capital initiatives, training and development, benefits and retirement programs, security/suitability , work-life programs, employee relations, time and attendance.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; adheres to Merit System Principles and Prohibited Personnel Practices.
• Creates and reviews policies and practices to maintain compliance, as well as develops standard operating procedures and job aids.
• Applies written and oral communication techniques sufficient to develop and deliver human resource initiatives, issuances, status/staff reports, and correspondence to managers to foster understanding and acceptance of findings and recommendations.

The Human Resources Specialist:

• As assigned, sets pay, makes job offers, coordinates release dates, and informs applicants of hiring decisions
• Reviews a wide variety of personnel actions such as promotions, reassignments, pay adjustments, within grade increases, and data element changes, to ensure proper coding procedures and legal authority designations
• Researches personnel and pay laws and regulations to routinely advise managers and ensure compliance with statute, regulations, and organizational policy.

The ideal candidate independently performs assignments requiring the application of fundamental principles, concepts, techniques, and guidelines relative to recruitment, staffing, and placement. Assignments are intermediate in difficulty requiring interpretation and adaptation of guidelines to secure results.