Total 78 Others level Human Resources job vacancies in Alexandria, Virginia

• Responsible for the development of broad policies and procedures, pertaining to the overall programs and activities, having organization-wide implications.
• Ensure that resources required by the organization are managed within the framework of the Army Planning, Programming, Budgeting and Execution System (PPBES).
• Perform data/information analysis from a wide range of sources and guide the team on data analysis techniques.
• Final recommending authority for areas of imbalance, resource deficiencies and corrective actions.
• Negotiate with high-level officials for adequate resources for programs.
• Serve as the Activity Career Program Manager for Career Programs 11 (Comptroller).
• Represent the organization in planning, proposing, defending and coordinating financial and management control systems and procedures to achieve optimum use of resources.
• As first line supervisor, directs work through subordinate work leaders.
• Evaluate employee’s work performance, make selections for key vacancies and effects disciplinary actions.

• 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.
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• Subject matter expert for the Army's Survivor Benefits Program (SBP) administrative correction board, designated by the Secretary of the Army to review and adjudicate claims of government administrative error of SBP elections.
• Interpret, develop, implement, and accomplish a variety of staff assignments in a wide range of survivor benefit program areas.
• Ensures the Army SBP program conforms to applicable federal and Army regulations and with current federal and Army standards of practice.
• Develop new and innovative programs and techniques to enhance program effectiveness.
• Develop specific guidance regarding processing of SBP elections in cases of active-duty deaths and mentally incompetent Soldiers.
• Represent the agency on these topics in Army and public sector meetings, conferences, workshops, and DoD and joint service committees and advisory boards.

The physical worksite for this position is located in Alexandria, Virginia. This position is telework eligible per agency and business unit discretion/policy.

• Fully remote within 50 miles of the USPTO Alexandria, VA headquarters and the duty station is the authorized telework location (typically your home address).

If selected for an interview, applicants are encouraged to discuss telework options and eligibility specific to the position in which they applied with the hiring manager.

This position is located in the Office of the Chief Administrative Officer, Office of Human Resources, Compensation and Benefits Division, Benefits and Worklife Branch.

This rewarding opportunity is the ideal next career step for you if:

• You are eager to perform assignments of average difficulty requiring the application of fundamental principles, concepts, techniques, and guidelines in the areas of retirement, insurance, health benefits, and employee work life programs.
• You are excited to conduct health benefits open season for employees and administer the Federal Employees Group Life Insurance, Health Benefit, and Thrift Savings Plan programs for the agency.
• You are confident determining the appropriate treatment of matters as they apply to moderately complex insurance benefits issues relating to the validity of marriage, divorce, and descent and distribution of property.
• You confidently use tact, diplomacy, and patience when communicating and dealing with others; e.g., co- workers, managers, supervisors, and internal/external customers

As a HUMAN RESOURCES SPECIALIST at the GS-0201-14 some of your typical work assignments may include:

• Develop specific policies and serves as the accountable officer for corporate human capital actions in areas including staffing strategy and placement, pay setting, position classification, workforce restructuring and implementation, and/or other special programs affecting the workforce.
• Perform substantial research and analysis on HR regulations and policies to advise and assist management in resolving complex human resources management issues.
• Interpret Federal/DoD human resources policies and regulations and based on such reviews, formulates, and recommends DSCA-wide initiatives.
• Provide advice and consultation in the various human resource programs on specific and agency-wide issues.
• Initiates and leads studies and projects through planning and analysis as it relates to the measurement of program success and achievement of objectives.
• Represent TM on DSCA working groups to develop human resources management strategies, policies, and initiatives to improve program implementation and DSCA mission accomplishment.
  

Incumbent typical work assignments may include the following:

• Provide comprehensive human resources advice and operational support to senior staff, Presidential appointees and individual Senior Executive Service (SES) and Senior Professional (SP) members for all actions in assigned areas, to include the executive allocation assignment and management process; executive position descriptions and the classification and SES tiering process; executive appointments and movement actions; the executive recruitment process, to include convening Executive Evaluation Panels (EEPs) and ad hoc interview panels; executive pay and salary administration processes; and PCS moves and travel to first duty stations in both the continental U.S. and overseas.
• Ensure that merit staffing principles are implemented and that processing of all executive staffing, recruitment, classification, and placement requests are legal, appropriate, and occur within time-to-hire standards.
• Convene, support and prepare for EEPs. Briefs EEP members on the process and their collective and individual responsibilities.
• Provide comprehensive human resource advice and operational support on all assigned executive and political hiring actions, to include position descriptions and classification, qualifications, promotions and reassignments, and pay and salary administration processes.
• Write responses to inquiries, input to policies and regulations, and guidelines and instructions on the full scope of activities assigned.

ADDITIONAL INFORMATION: This position serves as the Employee Relations Specialist, in the Human Development Client Services Office (HDC), Human Resources Operations Division, (HDCTR). In this position you will act as an expert advisor to management and the workforce on a variety of employee relations issues, including matters of conduct, discipline, time and attendance, and poor performance. As a member of the NGA Employee Relations Team, you will collaborate with and/or advise colleagues in the Human Resources, Security, General Counsel, and the Inspector General offices. You will work with supervisors and managers providing information to help guide decisions that include the most serious and complex conduct and disciplinary issues. You serve and the subject matter expert when assisting management officials at all levels in developing an understanding the use of discipline, as well as establishing uniformity of actions throughout the organization. On an operational level, you assist clients with defining problems and resolving issues; analyze and assess complex issues such as those involving conflicting policies, requirements, and practices; interpret data/information with varying degrees of reliability due to possible subjectivity (e.g. personnel interviews, evaluation narrative); conduct probing analysis to uncover obscure or underlying causes of problems; and recommend appropriate courses of action to address employee performance, conduct, and attendance issues.

You may be asked to complete one or more assessments in addition to the application you submit on this website as part of your application to NGA. These assessments may include but are not limited to: 1) Online questionnaires or assessments that require you to describe your job-related knowledge, skills, abilities, or other characteristics that are aligned with the mandatory and desirable qualifications of this job posting. The information you provide in the application you submit must support the response you provide to this questionnaire. You will receive an email to describe any additional assessments required. Please monitor your emails and complete any required assessments as soon as possible.

This position may be eligible for a RECRUITMENT INCENTIVE: selected candidates may be offered an incentive as part of the offer of employment. To receive the incentive, selected candidates must be eligible under 5 CFR Part 575, Subpart A, upon issuance of the Final Offer Letter. Changes in federal employment status prior to issuance of the Final Offer Letter may affect eligibility. To receive the incentive, selected candidates will be required to sign a service agreement to stay within the position at NGA for the agreed upon time. If the service agreement is terminated before its completion, the employee may be required to repay a pro rata share amount of the incentive to the government. Additional information regarding recruitment incentives for current federal employees can be found in DoDI 1400.25, Volume 2006.

Incumbent typical work assignments may include the following:

• Serve as a team leader coaching, facilitating, and mentoring the team members.
• Apply technical expertise in reviewing, coding, and processing a wide range of Personnel actions for a large customer base.
• Communicate to the team the assignment, project, problem to be solved, actionable events, milestones, and/or program issues under review.
• Make adjustments to accomplish the workload in accordance with established priorities to ensure timely accomplishment of assigned team tasks.
• Prepare reports and maintain records of work accomplishments and administrative information.

• 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.

• You will lead the development, presentation, and evaluation of technical training courses for the Civilian Benefits Center (CBC) staff.
• You will determine the need for, and development of, seminars, workshops, and training classes, to assure that the CBC benefits and retirement programs are administered effectively.
• You will provide direction on complex issues pertaining to retirement and benefits and ensure that all policy, regulatory and program issuances are properly integrated into the staff development programs.
• You will oversee CBC’s social media footprint and develop strategies to communicate with DON employees world-wide.
• You will compose responses and write letters to customer inquiries for appropriate signature, and draft legislative proposals involving broad aspects of employee retirement and benefits programs and responses to Congressional Inquiries.
• You will manage administrative support functions of the CBC, including the receipt, review and distribution of various civilian benefits and retirements related mail and documents.

• You will support senior Human Resource Specialists in the management of numerous programs to include leave programs, a robust awards and recognition program, the telework program, the employee assistance program, and the drug-free workplace program.
• You will assist with the maintenance and regular reporting of important workforce status reports, including attrition, awards budget allocations, and utilization of various work-life programs.
• You will participate in onboarding of new employees by briefing on work-life programs, benefits, retirement, and pertinent contact information.
• You will manage hard copy and digital files for assigned areas of responsibilities, ensuring accuracy and compliance with Department of Navy recordkeeping guidance.
• You will support senior Human Resource Specialists in data gathering for suitability adjudications.
• You will initiate requests for personal actions related to the processing of monetary or time-off awards, separations from employment (retirements, resignations), extended leave without pay, and disciplinary or adverse actions.
• You will, as assigned, you may distribute important work-life, benefits, retirement, and pay information to the entire NCIS workforce via established distribution lists.
• You will utilize a variety of information technology tools to complete assignments.

• Assist the Information Systems Manager with directing the daily activities of the configuration and operation of the personnel management information system(s).
• Participate in testing system releases to troubleshoot for software implementation, operational problems, and user problems.
• Create human resources (HR) reports using a variety of automated tools to communicate HR metrics.
• Work with other branches in the agency to maintain and prepare manpower reports. Make recommendations for improved data collection and reporting methods.
• Provide advisory services in the spectrum of data analytics for HR support programs.
• Monitor the operations and maintenance of the HR system(s).
• Manage the granting and revocation of access to Human Resources Information Systems (HRIS) for DHA staff.
• Provide support for web-based HR tools such as customer support portals, automated SharePoint workflows and related tools, and Defense Medical Human Resources System Internet (DMHRSi).
• Implement new releases of system software to include distributing information on updated releases to all users.
• Provide technical advice to personnel to ensure timely implementation and deployment of new subsystems and/or enhancements to existing systems.
• Coordinate system enhancements provided by system releases.

• You will troubleshoot and resolve problems of Official Military Personnel File Records Management Application.
• You will manage access to the OMPF Records Management Application.
• You will manage help desk requests from tracking of the request through final solution of the issue.
• You will make routine updates to the Manpower Management Performance Branch webpage using WordPress.
• You will be required to maintain the SharePoint site for retaining temporary records, standards operations procedures and storing inactive records in accordance with internal policies and legal requirements.

Incumbent typical work assignments may include the following:

• Provides strategic and technical guidance as well as seasoned consultative management advisory services throughout the Fourth Estate on the effective use of human resource management (HRM) tools to support goals and objectives and produce results accomplishing agency missions.
• Assignments include trouble-shooting the most complex and sensitive problems and issues requiring a mastery of advanced human resources principles, concepts, practices, laws, regulations, and a wide range of analytical methods and techniques to resolve HRM problems not susceptible to treatment by standard methods.
• Serves as a senior mentor and technical expert to the staff on executive recruitment, staffing and classification.
• Provides advice to supervisor of significant issues and problems related to work accomplishment.

• Plans and directs the development of regulations, policies, procedures, standards, and techniques for management of the National Guard labor relations, employee conduct, employee benefits, career development and related third party action programs.
• Coordinates with FLRA, OPM, DOL, DOD, Air Force and Army on all labor management, employee entitlement, and career development issues affecting technician policies covered in regulation and law. Plans and executes special projects assigned by Director, to include development, update and presentation of labor management requirements, benefit entitlement, and career development programs.
• Directs agency level development, implementation and evaluation of program training and education for labor relations, employee conduct management, employee benefits entitlements, career development and related third party actions.
• Exercises supervisory personnel management responsibilities over a limited staff. Plans and schedules work to be accomplished by subordinates, adjusting short-term priorities as needed. Provides advice, counsel, and instruction to employees on work and administrative policies, procedures, and directives (including personnel policies and procedures).