Total 35 Human Resources job vacancies in Columbia, Missouri

The purpose of this position is to perform a variety of highly complex demanding management and program analyst assignments requiring a mastery of the application of qualitative and quantitative methods for the assessment and improvement of program(s) effectiveness and to ensure high-quality implementation and management of ASPE s legislative, compliance, and executive secretariat activities.

• Greet visitors and applicants to the Military Entrance Processing Station (MEPS).
• Distribute workload among employees.
• Provide technical guidance and training.
• Question applicants to obtain and/or verify complete data required for final data processing of forms and records for entry into military service.
• Operate a keyboard to record and transcribe alpha numeric data.
• Obtain fingerprints using automated systems.
• Prepare travel orders and reviews accounting data for accuracy.
• Administer pre-oath briefings, and briefs applicants concerning MEPS procedures.

-Applying knowledge of administrative and program management principles and skills in carrying out the mission of the Division.
-Developing the most cost effective and fiscally responsible methods to conduct program segment(s) and to solve problems.
-Developing and implementing program policies and plans, making critical decisions, and providing expert advice and counsel concerning approaches and options that are sound and feasible in relation to program goals, objectives and Federal budgetary and economic realities.
-Coordinating health information technology (HIT) policies and programs internally and with other relevant executive branch agencies.

-Applying knowledge of administrative and program management principles and skills in carrying out the mission of the Division.
-Developing the most cost effective and fiscally responsible methods to conduct program segment(s) and to solve problems.
-Developing and implementing program policies and plans, making critical decisions, and providing expert advice and counsel concerning approaches and options that are sound and feasible in relation to program goals, objectives and Federal budgetary and economic realities.
-Coordinating health information technology (HIT) policies and programs internally and with other relevant executive branch agencies.

This position is located under the Office of Science and Technology, in Washington, District of Columbia.

This position is the Deputy Chief of Staff, GS-0301-15, located in the Office of Science and Technology, in Washington D.C. The primary purpose of this position is to represent the Bureau in negotiations with the Department of Justice (DOJ) on issues related to science and technology. Deputy Chief of Staff will facilitate and support the managerial and administrative processes and policies of OST, consistent with ATF policies, guidelines and procedures. Will be responsible for providing oversight of OST's Resource management administrative functions and budget formulation and execution while monitoring the progress of critical projects and other duties relating to project management. Additionally, will serve as acting chief in the absence of the Chief of Staff.

• Direct special projects involving complex intra- and inter-departmental coordination to negotiate and resolve program/policy differences and problems.
• Create strategic plans that align the priorities of Office of Science and Technology with priorities and goals of an agency.
• Oversee new approaches to reduce barriers to mission accomplishment and improvement of work methods.
• Employ total quality service concept to establish policies, goals, and work priorities.

The primary purpose of this position is: To serve as Chief, Force Management in administering all aspects of the section. This is an Air Reserve Technician (ART) Enlisted position. Additionally, trains Reservists in the accomplishment of tasks set forth herein.

Duties:

1. Plans, directs, and controls all aspects of the Force Management programs for both Active Guard Reserve (AGR) and unit reservists.
2. Serves as advisor to commanders on unit Human Resources (Military) programs.
3. Provides Human Resources management (Military) advisory services to commanders and staff on all Force Management programs.
4. Administers actions in Automated Reserve Orders Writing System-Reserves (AROWS-R).
5. Ensures accuracy of Personnel Data System (PDS) and performs functional review of data reliability.
6. May be required to perform Installation Personnel Readiness duties and/or assist as directed.

As a Human Resources Specialist (Employment Benefits), you will:

• Act as the the subject matter expert in several programs such as benefit programs (FEHB, FEGLI, TSP, Military/Civilian Deposits etc.) and other benefits and/or work-life balance programs. Incumbent understands and administers programs in accordance with process, practices, policies, and statutory requirements.
• Analyz benefit, retirement, and work-life balance program issues, to include military and civilian deposits, death cases, disability retirement cases, employee workplace injury cases, and/or a variety of tour of duty, leave administration and benefits programs to support NNSA across the nuclear weapons complex. Anticipate and prevent skills imbalances, and assess and redress skills gaps, with minimal employee and organizational disruptions.
• Initiate and maintain regular and recurring contacts with a variety of civilian supervisors and senior management officials in NNSA headquarters and administrative staffs, or comparable personnel in other Federal agencies. Effectively interacts and communicate with managers, supervisors, employees, and contractors sufficient to implement and coordinate programs and to defend, explain and promote assigned program initiatives.
• Develop and respond in writing to a variety of correspondence to include inquiries internal and external to NNSA. Ability to formulated written guidance such as email notification to workforce on benefits program items such as Open Season, Qualifying Life Events (QLEs), FEGLI, Retirements, TSP and other Worklife Program procedures and timelines.

As a Supervisory Resource Management Specialist you will:

• Identify and integrate internal and external issues affecting the immediate organization, such as those involving technical and administrative factors.
• Integrate the work of the team where each member contributes a portion of the analyses, facts, information, proposed actions, or recommendations; and/or ensure compatibility and consistency of interpretation, judgment, logic, and application of policy.
• Oversee the resource management and strategic acquisition planning as well as the development and dissemination of technical documentation to support the Division.
• Improve program efficiencies through process improvement and solution development, workforce management and development.

If selected for this position, you will join a well-respected team that is responsible for planning, developing and implementing policies and procedures governing classification and position management, recruitment, selection, merit promotion and Delegated Examining authority and special programs in the Human Resources Sections in the Administrative Division in the United States Attorney's Office for the District of Columbia.

Typical work assignments will include:

• Reviews and develops position descriptions, preparing official cover sheet, conducts desk audits, writes reports of findings, as well as prepares and write evaluation statements.
• Prepares responses to external program review findings.
• Participates in planning and implementing reorganization requests from organizational entities throughout the agency.
• Conducts office-wide position maintenance review (PMR).
• Monitors and maintains the Master Record Number database and the Staffing Plan for non-attorney positions by working with the IT Staff and the HR Staff to ensure the internal HR database Personnel Tracking System and other related HR databases are current and accurate.
• Attends meeting with the HR team, supervisors and hiring managers to develop classification and staffing strategies.
• Ensures that all documentation is present in classification files.

If selected for this position, you will join a well-respected team that is responsible for planning, developing and implementing policies and procedures governing classification and position management, recruitment, selection, merit promotion and Delegated Examining authority and special programs in the Human Resources Section of the Administrative Division in the United States Attorney's Office for the District of Columbia.

Typical work assignments will include:

• Reviews and develops position descriptions, preparing official cover sheet, conducts desk audits, writes reports of findings, as well as prepares and write evaluation statements.
• Prepares responses to external program review findings.
• Participates in planning and implementing reorganization requests from organizational entities throughout the agency.
• Conducts office-wide position maintenance review (PMR).
• Monitors and maintains the Master Record Number database and the Staffing Plan for non-attorney positions by working with the IT Staff and the HR Staff to ensure the internal HR database Personnel Tracking System and other related HR databases are current and accurate.
• Attends meeting with the HR team, supervisors and hiring managers to develop classification and staffing strategies.
• Ensures that all documentation is present in classification files.

The incumbent is responsible for providing direct advice and counsel to the FAA executive cadre (Assistant Administrator, Executive Directors, International Regional directors, and the Regional Administrators for all of FAA's nine regional offices) and supervisors who manage over 300 authorized positions; developing workforce plans; coordinating agency-wide policies, strategic analysis, and programs to accomplish APL and agency-wide aviation policy objectives.

Directs the work of subordinate employees for multiple programs and across multiple functions and/or disciplines within APL. Plans work to be performed by team members and assigns projects and tasks to team members. Gives advice, counsel, and instruction to team members on work assignments and meeting customer service standards. Manages the day-to-day performance of team members. Managerial duties include strategic planning, communicating the organization's vision and objectives; setting priorities; assigning tasks and responsibilities; monitoring and evaluating the performance of organizational units, managers, and employees; coaching and developing staff and organizational capabilities; approving leave; and taking or approving corrective or disciplinary actions as appropriate. Fosters a diverse, collaborative, and mutually supportive working environment.

Manages a wide range of staffing duties and functions in developing, implementing, and administering the staffing activities necessary to properly execute the organization's workforce plan and achieve management goals and objectives. Interprets agency human resource policy and implements procedures to ensure compliance across the APL organization.

Leads the execution of the organization's workforce plan. Formulates APL staffing plans and works with individual offices to develop strategies to address future workforce needs. Performs analytical, forecasting and interpretive functions associated with the management and control of resources or positions. Tracks and controls staffing for special programs.

Analyzes the workforce to predict potential workforce issues and proposes preventive actions to prepare for future staffing needs. Conducts studies of workforce attrition to develop metrics used to measure employee attrition rate and to identify anticipated vacancies; works with management to resolve attrition issues.

Coordinates, oversees, and manages the APL performance management programs. Provides effective performance management oversight and support to ensure compliance with regulations. Evaluates and provides guidance to management on performance management policies and procedures.

Applies experience and comprehensive knowledge to provide all organizational elements within APL, management advice, counsel, and assistance concerning goals, objectives, and activities connected with APL operations, administrative functions, and program/position management. Performs continuous review and analysis of existing human resource programs, procedures, and practices to determine if new or revised policies or actions are necessary by changing domestic or international requirements. Takes or recommends appropriate actions.

Performs analysis of new or proposed regulations to determine impact on, and applicability to FAA employees serving at or returning from posts in foreign areas. Advises all agency elements regarding current allowances prescribed in foreign countries and international organizations. Coordinates and/or proposes to State Department changes, as required, based on date generated by experience with the FAA overseas problems. Communicates APL policy positions and/or determines the necessity for either internal or FAA-wide procedures, directives, and guidelines.

Is responsible for overall effectiveness and coordination of APL staffing and performance management programs. Interfaces with Human Resource Management (AHR), other APL staff, FAA lines of business, other agencies and embassies.

• Executes a broad range of Human Resources (HR) programs for both Civil Service and Foreign Service, with a particular focus on staffing, classification, performance management, position management, awards, and employee relations.
• Serves as a Client Bureau Liaison (CBL), executing an array of HR operations for the L and H bureaus. Provides consultative, operational, and policy advice and services to managers for a variety of HR activities.
• Develops, drafts, maintains, and analyzes the effectiveness of a broad range of Bureau-specific HR policies and procedures (e.g. Alternate Work Schedules, telework agreements, staffing, training, career development, resource management).
• Serves as an employee and management counselor for various Civil and Foreign Service issues (e.g. promotions, assignments, retirement, evaluation reports, working conditions, equal employment opportunity (EEO), and supervision).
• Coordinates with the awards committees from each bureau to ensure awards are reviewed, approved, and processed in accordance with Department guidelines, providing Foreign Affairs Manual (FAM) and Title 5 guidance, as appropriate.

• At the GS-11 level, the incumbent performs essentially the same duties as outlined; however, the scope and complexity of assignments are of less responsibility and independence and receives closer supervision than the full performance level (GS-12).
• Develops CS and FS staffing requirements in order to plan for annual staffing needs, attrition, new position requirements and ensures the bureau remains within its employment and position ceilings and best utilization of staff and resources.
• Advises managers and the Executive Director on conventional issues related to the most beneficial, office specific, approaches to follow in the staffing process relating to recruitment strategies, sources, special programs, and staffing actions.
• Coordinates and monitors HR issues between bureau, employees, HR Service Provider, and/or the HR Service Center relating to staffing, employee relations, position classification, pay, benefits, and technical processing of personnel actions.
• Evaluates and analyzes policies, procedures, and regulations; provides information concerning new or revised policies to client Bureau employees regarding CS and FS systems.

As a Resource Manager, you will:

• Perform an in-depth rigorous analysis including reviewing, editing, and consolidating budget submissions from offices and bureaus by employing analytical techniques such as cost-benefit analysis, program trade-off, and alternative methods of funding to ensure that balance is maintained among programs and that resources are used in the most efficient manner.
• Pursue alternative additional funding for unfinanced programs, and unfunded requirements (UFRs) and conducts costs benefit analysis and economic analysis, and independent government estimates for new and ongoing projects.
• Utilize budget execution policies and procedures in order to recommend requests for reapportionments, supplemental appropriations, deferrals, and rescissions of funds.
• Advise and assist CFO and senior management with development of acquisition strategies to include preparation of performance work statements, independent government cost estimates, source selection plans, and justification documentation for office automation and professional service contracts.
• Maintain knowledge of new trends, systems, policies, and guidance including planning, programming and budget execution, and budgeting techniques to obtain timely resources to support new systems and equipment.
• Analyze new or proposed legislative actions and executive, federal regulatory guidance, policy, requirements and initiatives and assesses impact on program policies, processes, goals and objectives.
• Make formal and informal presentations outlining the history, current status, and objectives of the organization to explain policy, planning, and financial requirements for the projects.
• Serve as advisor and consultant for budget/financial management programs for each office and bureau. Provides advice and recommendations for development of short and long-range resource requirements.

As the Director, Office of Human Resources (Chief Human Capital Officer),you will:

• Serve as the resident expert and chief advisor on all aspects of the FMC's human resources (HR) program, including strategic workforce planning, staffing/recruitment and classification, benefits and entitlements, personnel security, employee relations, training and development, organizational management, performance management, executive resources, and employee engagement.
• Oversee the administration of HR programs in line with human capital goals and activities.
• Evaluate HR programs and systems, conduct, direct, and determine human capital initiatives, workforce planning, and organizational development as a result of program reviews.
• Coordinate the Federal Employee Viewpoint Survey (FEVS) including: coordinating with agency leadership on communication plans; performing trend analysis on FEVS results: establishing recommendations for agency leaders on initiatives to improve or maintain employee engagement.
• Manage a staff of HR Specialists, effectively motivating and coaching employees; establishing office processes/procedures and monitoring operations; developing and communicating employee performance plans and expectations; recognizing employee accomplishments; and working with staff to identify training and development needs.
• Analyze proposed changes in regulations, assess the impact on HR program requirements, and advise managers on the most effective management of human capital. Work closely with and provide advice to agency senior leadership and managers on a variety of HR matters.
• Serve as the OPM liaison (coordinating with the FMC's Chief of Staff) on all matters related to Presidential transitions including Presidential, noncareer SES, and Schedule C appointments.