Total 59 human resources job vacancies in Human Resources category in Morgantown, West Virginia

• 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.

This Human Resources Specialist position is in the Policy Development Branch, Human Capital Policy and Career Programs, Human Capital (HC), Enterprise Support (ES), Transportation Security Administration (TSA), Department of Homeland Security (DHS). Duties include but are not limited to:

• Develops unique Human Resource (HR) policies and procedures. The scope of these policy responsibilities will be covering staffing and recruitment, compensation, and leave/or leave administration.
• Meets and collaborates with agency stakeholders to identify and shape policy provisions and develop requirements for policy and program implementation.
• Represents Transportation Security Administration (TSA) on Integrated Project Teams (IPTs), informal work groups, and with outside stakeholders including the Department of Homeland Security (DHS), contractors, and Congressional staff.
• Develops and delivers presentations to various groups on Human Resource (HR) subjects.
• Maintains current knowledge of legislative activities, the Office of Personnel Management (OPM), and the Department of Homeland Security (DHS).
• Human Resource (HR) policy initiatives, and their potential impact on key Transportation Security Administration (TSA), Human Resource (HR) policies and strategic programs.

• You will serve as a subject matter expert and consultant, ensuring the various HR functions and actions comply with legal and regulatory requirements and meet customer needs. Develops goals and objectives integrating organization objectives.
• You will provide functional and technical support to users of DoD/DON systems and tools that support talent management and performance management.
• You will develop, prepares and delivers position papers, reports, briefings, and congressional responses.
• You will respond to inquiries from various levels of the organization ensuring responses are persuasive and thorough.
• You will perform the following supervisory duties: Plans work to be accomplished by subordinates, sets and adjusts short term priorities, and prepares schedules for completion of work. Assigns work to subordinates based on priorities.

• Provides staffing advisory services as well as identifying the most effective and efficient staffing/recruiting and placement processes for Civilian Senior Executive (CSE) positions.
• Advises the Director, CSLMO and Division Chief on any new or proposed changes and provides recommending positions either orally or in writing.
• Processes and/or instructs the CSLMO serviced customers on preparation and submission of personnel actions.
• Advises management on recruitment strategies, sources, and special programs, recruitment, relocation, retention incentive programs, merit system principles, prohibited personnel practices, and the development and use of valid selection criteria.

• 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.

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

• You are eager to conduct comprehensive research and provide HR specialist(s) and/or supervisor(s) with relevant information from appropriate directives, guides, and or internal/external practices or precedents, as it relates to Employee Benefits and Work Life Programs
• You look forward to Identifying and correcting automated personnel system errors or changes identified during routine review of various reports.
• You are excited to utilize office automation systems, equipment and software to perform a variety of clerical and administrative work associated with the benefits and work life program assignments.
• You are confident providing customer service support, ensuring all assistance, responses, and information are provided in an accurate, timely, and courteous manner.

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

Employee at this level is an expert within their functional area; heads of branches or divisions; or key program administrators. Conducts or directs activities or assists higher levels on challenging and innovative program development with only general guidance on policy, resources, and planning; develop solutions to highly complex problems requiring various disciplines; responsible for fulfilling program objectives. Results are authoritative and impact programs or the well-being of substantial numbers of people. Position involves 51% or more of time in direct support of acquisition positions.

Advises the Director, Military Policy and Management (S1P) and the Deputy Chief of Space Operations for Human Capital (CHCO) on the most efficient and effective force management policies and procedures for human capital management. Renders authoritative advice and conclusions regarding existing and proposed policies affecting the delivery of personnel force management policies for officer and enlisted personnel. The incumbent is responsible for providing Space Force policy, direction and oversight of $1.5 billion linked to military force management policies and programs, including Permanent Change of Station, Special Pays and Incentives.

Assists with development of the vision, doctrine, policies, procedures, and programs necessary to ensure technically accurate responses that conform to strategic guidance that ensures fiscal responsibility and the delivery of effective programs to provide and support all aspects of personnel force management program requirements. Management of the Space Force personnel policy portfolio presents unusual technical and oversight complexities and demands as well as managing substantial uncertainties and risks, involving a high-level of executive and independent analysis and interaction with political appointees and Congress. Provides policy guidance, interpretation, and waiver authority guidance to FLDCOMs, CCMDs, other Services, and outside government and private agencies to ensure proper human resource policies. Develops and implements short- and long-range strategic plans necessary to guide development and sustainment of the Space Force's force management programs.

Provides expert and independent analysis and recommendations to S1P and CHCO on legislation, OSD policy, and impacts to relations with other Services, government agencies, and private industry. Formulates and proposes policy or supporting legislation in concert with Space Force personnel and force management requirements. Provides independent and high-level justifications of Space Force and DoD needs and develops implementing programs for review/approval at Space Staff, Secretariat and OSD levels. Solicits inputs and develops legislative proposals on military personnel force management issues. Ensures military force management policies accomplish Space Force goals to have a "total force" integration. Authors, reviews, assesses, and develops Space Force response on legislative initiatives from other military components. Monitors authorization and appropriation acts and assesses impact on policy and program implementation for assigned program areas. Assists in developing and proposing legislative proposal initiatives where needed as they apply to evaluations, promotions, retirements, evaluations, and various force management initiatives.

Exercises and provides expert-level technical knowledge of personnel force management policies and procedures. Recommends courses of action, potential policy alternatives, as well as direct and indirect impacts to policies. Provides expertise of policy environment, to include (but not limited to) budgeting, programming, legislative initiatives, interactions with OSD, the Joint Staff, and Congress. Ensures understanding and appreciation of the need to coordinate policies, procedures, and recommendations with other Services, government agencies, or private industry. Maintains awareness of technical requirements for successful completion of items on the Task Management Tool, PPBES, ULB, and related programs. Ensures the requirements for these systems and programs are reflected in budget and systems requests as well as training for staff. Leads heavily matrixed teams from across the DAF, OSD, JCS, and interagency staff.

• As a Human Resources Specialist (Military), you will perform the following duties which is not an all-inclusive list:
• Advises on career management policies. Formulates and coordinates personnel replacement, policies, and procedures regarding replacements.
• Provides oversight for the officer and enlisted strength and assignments for CAC. Assists with the direction, coordination, and execution of a variety of military personnel programs.
• Develops, prepares, reports and continuously updates HR data. Maintains knowledge and expertise in the human resources arena.
• Reviews and analyzes the status report to identify current strength and MOS shortages. Collects and evaluates information and data and develops recommendations for timely decision making using statistical analyses regarding personnel readiness.
• Develops and maintains various automated unit readiness reporting systems, from HR data from installation and local data base systems and higher command systems.

• If selected at the GS-07, GS-09 or GS-11 level, duties will be performed in a developmental capacity:
• Serves as the Drug Testing Administrator for DoD customers, monitoring the worldwide testing process, to include specimen collection, lab testing, and medical review services.
• Advises on drug testing procedures, chain of custody procedures, and positive test result ramifications.
• Recommends changes to drug testing policies and procedures, with specific regard to administrative aspects of the program.
• Serves as primary point of contact for contractors and other officials involved with the collection and testing process.
• Serves as employee relations advisor to assigned organizations, advising and assisting employees and managers in developing and applying personnel policies, practices, and procedures.

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.

• 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.

Serves as the manager of the Human Resource Office at a Bureau of Prisons (BOP) federal prison camp.

Responsible for planning immediate and long range staffing needs.

Develops a recruitment and staffing plan to identify management's needs.

Responsible for overseeing staffing functions that include requesting certificates of eligibles, scheduling and conducting interviews, BOP-HIRES issues, and preparation of security clearance requests.

Responsible for ensuring accurate guidance is provided on pay administration issues.

Along with all other correctional institution employees, incumbent is charged with responsibility for maintaining security of the institution. The staff correctional responsibilities precede all others required by this position and is performed on a regular and recurring basis.