Total 116 Others level Human Resources job vacancies in Bang Kung, Mueang Surat Thani District

• Continually monitors and evaluates the effectiveness of all programs and functions under the Human Resources Organization (HRO)'s scope of responsibility with a view toward efficient accomplishment of objectives; avoidance of duplication of efforts; maximum utilization of funds and personnel; and successful interaction with related agencies and programs or operations of other organizational elements of the FDIC.
• Consolidates and defends formal budget program requests; provides justifications for major program changes; develops policy and revises activities; assures correct policy and regulatory interpretations on the part of subordinate managers; and ensures the smooth functioning and coordination of all programs under incumbent’s authority.
• Establishes and maintains continuing liaison with counterparts in other organizational elements of the FDIC, officials of other regulatory agencies, representatives of various institutions and private industry. Through this liaison, the incumbent articulates FDIC policies and procedures and gains the continued cooperation and support of top policy-making officials within and outside the FDIC.
• Serves as senior advisor to the CHCO and assists the CHCO in providing leadership and direction across the organization by exercising supervisory personnel management authority, through subordinate Assistant Directors, supervisors, other staff. Ensures that all HRO programs and operations are administered effectively and in accordance with broadly stated objectives and priorities.
• Supports the CHCO in the planning, development, implementation, and overall direction of comprehensive Corporate Human Resources (HR) programs and policies. Assists the CHCO in overseeing and managing the broad, day-to-day operations of the HRO, and in maintaining the timely flow of work products, information, and services in and out of HR.
• Helps maintain effective communications and coordination of operational matters with and between Human Resources Organization (HRO) Assistant Directors and subordinate HR managers. Helps ensure the consistent and proper interpretation and application of Federal and Corporate HR policies and procedures by HR managers and staff across the Corporation. Serves along with the CHCO as a consultant and advisor to senior leadership at the FDIC, including the Deputy to the Chairman and Chief Operating Officer, Board Members, and client Division/Office managers on the Corporation’s HR programs and policies.
• Supports the CHCO in establishing HRO goals, objectives, and priorities. Assists in reviewing and analyzing new Federal and Corporate mandates, initiatives, policies, and requirements pertaining to HR and determining how best to implement them. Assists in determining staff, budget, and logistical resources needed to accomplish goals and objectives, and in presenting and justifying resource requests through the appropriate chain of approval.
• Provides supervision of office staff. Supervision activities may include: planning, setting priorities and preparing schedules for completion of work; giving advice, counsel or instruction to individual employees on both work and administrative matters; identifying training needs or providing training to subordinate staff; interviewing for vacancies, making selections, initiating formal requests for promotion and other status changes; approving and disapproving leave requests; preparing performance appraisals, establishing performance standards and evaluating employee performance; making recommendations for recognition of outstanding performance of assigned personnel; effecting minor disciplinary actions such as warnings and reprimands, and when necessary recommending specific disciplinary action involving serious offenses; receiving informal and formal complaints from subordinates and resolving those that can be resolved within delegated authority; working with the Division of Administration, Human Resources Organization to ensure that all contractual or statutory obligations to labor organizations are met.
• Prepares and directs the preparation of memoranda, reports, briefings, presentations, and other issuances. Initiates and completes confidential assignments of an exploratory or controversial nature. Serves as CHCO in the absence of the incumbent.
• Develops Equal Employment Opportunity (EEO), Diversity, Equity, Inclusion, and Accessibility (DEIA), employee development, employee performance, and other personnel plans, processes, programs, and metrics in compliance with Corporate policy, legal requirements, and the mission of the Division; leads efforts to mature the organization and management of work within area of responsibility; leads diverse groups of employees to: direct work, review outcomes/effectiveness, develop and assess subordinate managers, and promote inclusion.

The Management and Program Analyst (Acquisition Data Analytics) performs the following duties:

• Provides support for the analysis of federal procurement data to track Small Business (SB) performance towards statutory goals and receives guidance on how to look for industries and sectors for SB performance improvement.
• Performs data analytics of programmatic, financial, and administrative data.
• Engages with stakeholders to understand changing needs and requirements and to determine questions for research studies.

What will I do in this position if hired?

In this Lead Human Resources Specialist (Compensation) position, you will be working in the Payroll Section within the Office of Chief Human Capital Officer.

Typical assignments include:

• Performing compensation research to analyze existing pay systems, special rates and incentive pay.
• Assisting in the preparation of draft legislative proposals regarding pay issues.
• Participating as a senior team member in the development, review and revision of agency regulatory requirements.
• Serving as coach, facilitator and/or negotiator in coordinating team initiatives.

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.

This announcement is for a position as a CORE (Cadre of On-Call Response/Recovery Employee). CORE employees are full-time employees hired to directly support the response and recovery efforts related to disasters. Employees are hired under the Robert T. Stafford Act and are excluded from the provisions of title 5, United States Code, governing jobs in the competitive service. They can be hired under a streamlined process instead of a competitive process. After three years of continuous service, Stafford Act employees may be granted competitive eligibility to apply for permanent full-time positions at FEMA.

This position will be hired into a temporary 2-year, excepted service appointment. Appointments may be renewed based on workload, funding, and supervisory approval.

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.

The Human Capital Program Manager:

• Is responsible for managing the development and implementation of departmental human capital and strategic workforce planning products and initiatives.
• Demonstrates strong program and project management knowledge to effectively manage and execute a diverse portfolio of programs and initiatives.
• Provides oversight and guidance to staff responsible for strategic workforce planning, student programs, corporate recruitment strategies and other departmental level initiatives.
• Exercises responsibility for developing long range strategic plans, determining the best approach to resolving program issues and competing program requirements and effectively managing budgetary resources.
• Represents and/or leads where appropriate departmental, inter-agency and governmentwide working groups.

The ideal candidate for this position is someone with significant experience in managing inter-disciplinary programs such as but not limited to human capital, corporate recruitment, organizational assessments, student programs, workforce planning, and/or strategic planning. They should have strong written and oral communication skills, strong project management and project tracking capabilities and the ability to effectively engage with senior leadership across the organization.  Additionally, the Associate Director has a responsibility to be flexible to support changing priorities and to lead staff to influence programs, as well as identify and implement new processes and practices.

• 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.

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.

Position: General Manager

Location: Rawai, Phuket (Full-Time)

Working Hours : Mon-Fri 9am to 6pm (BKK Time)

We are seeking a dynamic and experienced General Manager to lead our operations. The General Manager will be responsible for overseeing daily operations, developing strategic initiatives, and ensuring that our digital marketing and fundraising efforts are executed effectively. This role requires a strong leader with a proven track record in managing teams, driving business growth, and optimizing processes.

Key Responsibilities:

• Strategic Leadership: Develop and execute the company’s strategic plan to achieve operational and financial objectives.
• Team Management: Lead, mentor, and motivate a diverse team across various functions to foster a high-performance culture.
• Operational Oversight: Manage daily operations, ensuring efficient execution of digital marketing campaigns and fundraising projects.
• Financial Management: Oversee budgeting, forecasting, and financial reporting to ensure fiscal responsibility and profitability.
• Client Relations: Build and maintain strong relationships with clients, ensuring their needs are met and exceeded.
• Performance Metrics: Monitor key performance indicators (KPIs) and implement corrective actions as necessary to optimize media buying and marketing budget.
• Market Analysis: Stay updated on industry trends and competitor activities to identify opportunities for growth and innovation.
• Cross-Department Collaboration: Work closely with marketing, sales, finance, and operational teams to align on goals and drive collaborative efforts.

• Bachelor’s degree in Business Administration, Marketing, Finance, or a related field. A Master’s degree is a plus.
• Minimum of 3-5 years of experience in a managerial role, preferably in the digital marketing, fundraising, or nonprofit sector but not limited to.
• Proven experience in strategic planning and execution, team building, and managing financial performance.
• Strong leadership and interpersonal skills with the ability to inspire and engage teams.
• Excellent analytical and problem-solving abilities to make data-driven decisions.
• Outstanding communication skills, both written and verbal, to effectively interact with clients, stakeholders, and team members.
• Proficiency in project management tools and software.
• Proactive, results-oriented mindset with a strong focus on achieving goals.
• Ability to adapt to a fast-paced, dynamic environment while managing multiple priorities.

• 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.

Major Duties Include:

• Provides advice and guidance to VACO managers regarding internal/external placement, including carrying out special placement activities and providing interpretation and assistance.
• Executes 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.
• Research cases prepares/provides detailed documentation and/or responses for resolution of formal grievances/complaints on qualifications ratings or related merit actions (other than non-selection).
• Takes appropriate action to correct any inefficient, inadequate, or invalid actions and methods.
• Identifies problems and conflicts with current or acceptable policies and procedures.
• Establishes and maintains a cooperative working relationship with managers. Meets with managers to develop adequate and accurate vacancy announcements and recruitment strategies.
• Carries out special projects (independently or in conjunction with Division Chief) relating to program operations and resources utilization. Develops and/or monitors proposals or plans related to the implementation of HR programs or projects. Leads ad hoc work teams on special projects, etc.
• Reviews and interprets draft regulations, standards, or other guides for impact on the recruitment program. Determines the degree of compliance with regulations and other employment program requirements. Ensures that assigned employee recruitment and placement programs meet requirements outlined in agency guidance.