Total 3 customer service job vacancies in Human Resources category in Anywhere in the U.S. (remote job), United States

The major duties of the Human Resource Specialist (Recruitment/Placement) include, but are not limited to, the following:

• Provides hiring consultations with customers.
• Assist customers in creating job analysis and technical assessments.
• Builds vacancy announcement in USA Staffing.
• Adjudicates veteran preference claims.
• Reviews applicant qualifications and eligibilities.
• Issues selection Certificates based on an array of multiple hiring authorities
• Audits certificates and selections.
• Interprets regulations, policies, and directives, and uses good judgement to provide accurate pay setting guidance.
• Research regulations and policies to provide sound HR services and advice.
• Performs the full range of hiring tasks and develops recruitment strategies to address specific resource or program needs.
• Provides excellent customer service.

Employee / Labor Relations Advisory Services:
Provides client managers, supervisors, and employees with information and interpretations of the Southwest Regional Human Resources Office's employee conduct and performance management, benefits administration, and other work life programs, procedures, practices, policies, and guidelines, when the issues addressed require substantial interpretation, there is potential for controversy, and/or the issue involves more than one area of Human Resources (HR) policy. Reviews performance, conduct related actions, and provides guidance on complex and/or sensitive issues, such as those that conflict with past practices, involve highly visible or political situations, or have the attention of labor organizations or other groups. Reviews routine to complex, multi-issue, and multi-party complaints or grievances; conducts personal interviews and other fact finding to advise management of alternative and optional approaches to resolve the situations.

Employee / Labor Relations Policy Development and Review:
Reviews and analyzes the effects of proposed and actual changes to employee relations policies and guidelines that impact a significant organizational segment of an organization, such as a Regional Office, Center, or major field installation. Develops and communicates Southwest Regional HR Office-wide positions and interpretations on conduct-related decisions, rulings, appeals, guidelines, and new or revised instructions to managers, peers, employees, and employee organizations. Develops changed or new policies and procedures to promote and implement revised conduct administration program principles, practices, and criteria to promote organizational efficiencies. Works with senior HR Specialists and client managers to develop alternative strategies and assess trade-offs between conflicting Human Resources requirements, such as OPM requirements, Executive Orders, or MSPB decisions, and issues arising from the implementation of new or revised conduct administration and/or performance management practices, such as a new performance appraisal system.

Labor Agreement Administration:
Recommends solutions to labor relations problems and issues having significant impact on cost, production, or working conditions. Certain issues impact significant organizational segments of an agency, such as a regional office, Center, or major field installation, and involve collective bargaining agreements with more than one bargaining unit. Conducts systematic studies and prepares statistical reports and/or written guidance to address subjects of union and management interest. Produces labor summaries, covering subjects such as trends, formal grievances, and arbitration, to clarify and/or quantify generalizations about the current state of the labor relations program for client managers.

Labor Partnering and Negotiations:
Collaborates with client managers to develop SWRHRO positions, proposals, and strategies on complex Human Resources issues, such as controversial items requiring modification or adaptation of guidelines where no clear precedent exists.

Agency Representation in Third-party or Potential Third-party Proceedings:
Serves as a technical advisor or management representative in cases with potential impact on a labor relations program area in a major agency organizational segment, such as a Center or regional office. Reviews and investigates formal grievances on complex and/or far-reaching issues in the pre- litigation stage for possible settlement or withdrawal before third-party proceedings are initiated. Additional responsibilities in the areas of: Employee/Labor Relations Program Administration, Proposal /Plan Development for Employee / Labor Relations Projects, Employee / Labor Relations Program Oversight, Employee / Labor Relations Program Evaluation Work

• You will be expected to remotely supervise HR Specialists and HR Assistants.
• As a working supervisor, you will be expected to train, coach, and develop HR Staff to draft, post, evaluate applicants, issue certificates, and onboard new hires for both delegated examining and merit promotion.
• This position plans and tracks high volume of work to be accomplished, sets workload priorities and deadlines, and makes assignments based on capability and expertise.
• You will carry out first-level supervisory duties in accordance with all regulatory requirements in areas such as diversity; equal employment opportunity (EEO); merit systems principles; safety and occupational health; performance management; ethics, conduct and discipline; and hiring reform.