Total 21 Others level Human Resources job vacancies in Tucson, Arizona

Carries out the full scope of supervisory and personnel management responsibilities, including the recruitment, training, counseling, and evaluation of interpretive staff. Creates culture of teamwork and inclusion. Listens to and resolves complaints from employees and works with Employee Relations to address more extensive personnel matters.

Provides overall direction, goal setting, visioning, review, planning, and execution of all personal and media interpretive services. Serves as principal advisor to the Superintendent, Deputy Superintendents, and park leadership team on all technical and professional matters related to interpretation.

Provides overall direction, goal setting, visioning, review, planning, and execution of all K-12 and youth education services. Serves as principal advisor to the Superintendent, Deputy Superintendents, and park leadership team on all technical and professional matters related to education for children and youth, including engaging with tribal youth programs.

Represents the Division and Park in working with the park's cooperating association, partners, and concessioners, and other federal offices, educational institutions, and community-based organizations in matters related to public programming, interpretive media, K-12 curriculum-based programs, and other interpretation and education efforts.

Oversees administrative functions related to interpretive operations and programs. Seeks new funding sources, manages budget, and collects data that supports program accomplishments writes reports. Understand, collect, and distribute needed resources. Manages and implements performance management system and award programs.

Area Information:

This position is stationed at South Rim of the Grand Canyon National Park located in Northern Arizona. The South Rim is approximately 60 miles north of Williams and 82 miles Northwest of Flagstaff, at an elevation of 7,000 feet. Temperatures range from approximately 90 degrees in the summer to 0 degrees in the winter. Annual precipitation averages around 13 inches.

Grand Canyon Village has schools K-12, a daycare center, post office, general store, churches, a recreation center with gym, a public library, a clinic with resident physicians, and several restaurants. The park community consists of some 2,500 people, including employees of the NPS and concessioners and their family members. There are often employment opportunities for family members in the park and surrounding areas. The park community is small enough that many employees choose to walk or bike from their homes to work. Complete shopping, educational, medical, and professional services are available in Williams and Flagstaff. Flagstaff has a population of about 75,000 and has multiple K-12 public and private schools, Northern Arizona University, and diverse community, medical and other support services. Recreational opportunities include hiking, backpacking, fishing, cross-country and downhill skiing, and golfing in nearby communities.

South Rim Housing: Permanent and Term employees with a Full Performance Level (FPL) of a GS-09 or WG-8 and above will be provided the option of accepting assigned housing, participating in the normal bid system, or accepting shared housing. Permanent and Term employees with an FPL of GS-08 or WG-7 and below may be provided the option of participating in the normal bid system or accepting shared housing. Any employee assigned to shared housing may continue to bid into non-shared housing.

This Supervisory Human Resources Specialist position is located Phoenix Sky Harbor International Airport (PHX), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Serves as a Supervisory Human Resources Specialist providing management advisory services on organizational Human Resource (HR) projects that are often complex and difficult to resolve. The incumbent assigns subordinates to resolve issues/problems requiring consideration of multiple human resource laws, policies and procedures. Applies a comprehensive knowledge of human resource management to provide advice and assistance to managers. Exercises an expert knowledge of HR recruitment, placement and processing.
• Provides leadership in implementing, evaluating, and improving HR processes and procedures to monitor the effectiveness, efficiency, and productivity of the organization directed.
• Performs a wide range of advisory services to managers regarding human resources program activities, including options and strategies for recruitment and hiring, position description documentation, and utilizing and applying sound position management principles.
• Plans and carries out highly complex analyses of unique programs, processes, and procedures and recommends changes to improve efficiencies and effectiveness of organization performance. Coordinates, develop, and prepares customized reports that identify trends such as attrition rates, salary comparison, and demographics and prepares appropriate analyses for the Federal Security Director (FSD)/Assistant Federal Security Director (AFSD) as required.
• As the recognized expert on HR recruitment and placement program matters, provides continuing advice and guidance on program areas which include, but are not limited to, any of the following: Pay and benefits, awards, Employee relations, basic employment policy, appointment authorities, recruitment, and staffing; various affirmative employment programs.
• Develops information for and prepares unique or recurring reports and studies relating to the total personnel program or specific areas.
• Supervisory/Leadership Responsibilities: Serves as the first-level or as assigned second level supervisor of airport employees engaged in HRM work. Plans work to be accomplished by subordinates, sets and adjust short-term priorities and prepare schedules for completion of work.
• Coordinates with designated headquarters Labor Relations and Employee Relations staff in providing advice and guidance to local management on respective labor relations and/or employee relations issues.
• These duties apply to supervisors that have subordinate supervisors.
• Uses subordinate supervisors to direct, and plans work to be accomplished by subordinates, sets and adjust short-term priorities and prepare schedules for work completion.

• Administers and manages the NAF HR programs.
• Provides expert advice, guidance, and recommendations on labor relations and employee relations issues.
• Plans and administers the NAF Position Classification and Wage Administration programs.
• Oversees and performs work involving the administration of the NAF Affirmative Employment Program and assures the integrity of NAF Personnel Systems.
• Conducts and oversees NAF employee training and development requirements.
• Performs first level supervisory personnel management responsibilities.

• Represents DISA and/or the Office of the Chief Financial Executive/Comptroller in various working groups, senior level meetings, etc., internal and external to DISA to promote the effective utilization of DISA resources.
• Performs analytical studies and analysis into the broad overall aspects of the design, development and integration of programs, in an effort to provide timely and reliable support for mission requirements of the activities.
• Develops, reviews, analyzes and provides advice and recommendations on budgets, acquisition plans, and multi-year programs. Participates in managerial activities involving organizational and functional planning, and mission execution
• Performs advanced financial analysis on complex issues and provides recommendations and solutions to senior leadership.
• Serves as a senior analyst responsible for providing expert level advice on all phases of the budget process and financial management; to include aspects of the DISA budget’s formulation, execution, and review processes.

• Performs the full range of Recruitment and Placement advisory services.
• Provides staffing advisory services based on the serviced organization's local, regional, or national staffing priorities and takes proactive measures to anticipate management's needs by pre-positioning work products in expectation of new projects and programs.
• Provides continuing technical advice and assistance to management on Human Resources Program.

This position is located in the JFHQ-State Human Resources Office (HRO) in Phoenix, Arizona. The incumbent serves as the State's technical advisor / Subject-Matter-Expert (SME) performing the full scope of duties and responsibilities (as the SME) for one of the seven HR Specialties: ('HR Development', 'Employee Benefits', 'HR Information Systems', 'Military' (Active Guard and Reserve (AGR) Manager), 'Performance Management and Employee/Labor Relations', 'Position Classification and Position Management', and 'Recruitment, Placement, and Compensation'.). The Incumbent is the first-level supervisor for three of the remaining six SME duties and responsibilities (stand-alone SME PD or Generalist PD). Including the assigned SME HR Specialty, the Incumbent supervises the full SME duties, work, and performance of at least four out of the seven HR Specialties.

• Exercises supervisory personnel management responsibilities. Advises and provides counsel to employees regarding policies, procedures, and directives of management. Selects or recommends selection of candidates for vacancies, promotions, details, and reassignments in consideration of skills and qualifications, mission requirements, and EEO and diversity objectives. Develops, modifies, and/or interprets performance standards. Explains performance expectations to employees and provides regular feedback on strengths and weaknesses. Holds employees responsible for satisfactory completion of work assignments. Appraises subordinate workers performance ensuring consistency and equity in rating techniques. Recommends awards when appropriate and approves within-grade increases. Hears and resolves employee complaints and refers serious unresolved complaints to higher level management. Initiates action to correct performance or conduct problems. Effects minor disciplinary measures such as warnings and reprimands and recommends action in more serious disciplinary matters. Prepares documentation to support actions taken. Identifies employee developmental needs and provides or arranges for training (formal and on-the-job) to maintain and improve job performance. Encourages self-development. Approves master leave schedule assuring adequate coverage for peak workloads and traditional holiday vacation time. Discharges security responsibilities by ensuring education and compliance with security directives for employees with access to classified or sensitive material. Recognizes and takes action to correct situations posing a threat to the health or safety of subordinates. Applies EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination. Periodically reviews position descriptions to ensure accuracy, and the most effective utilization of personnel resources. Explains classification determinations to subordinate employees.

• The incumbent provides advisory services to all levels of management of situations regarding Human Resources services. Oversees, develops, and interprets the development and administration of program activities, policies, instructions, and goals are in compliance with legislation, publications, regulations, and guidance from Office of Personnel Management (OPM), Department of Defense (DoD), National Guard Bureau (NGB), Department of the Army (DA) and Air Force (DAF), and other governing agencies. The incumbent is responsible for the human resources management of employees, dispersed throughout the state, engaged in a variety of jobs under the Federal Wage and General Schedule pay systems, as well as military and state pay schedules. In the absence of the HR Officer, the incumbent of this position may have the overall responsibility for the human resources management major duties and responsibilities. Performs the full range of regular and reoccurring work in at least four of the following: HR Development, Employee Benefits, HR Information Systems, Military (AGR Manager), Performance Management and Employee/Labor Relations, Position Classification and Position Management, and Recruitment, Placement and Compensation.

• Classification: Assists HR specialists and/or supervisory officials, actions officers by performing technical and administrative work in support of position classification programs and functions.
  • Duties may include: locating, reviewing, retrieving, and summarizing information from classification standards and position descriptions; maintains master position description files and the online Position Description Library; provides a variety of general information regarding position classification functions and processes.
• Recruitment and Placement: Assists HR specialists and/or supervisory officials, and action officers by performing technical and administrative work in support of recruitment and placement programs.
  • Duties may include: developing and issuing vacancy announcements; screening applications to determine completeness and basic eligibility; preparing certificates of qualified candidates; generating receipt acknowledgements and final action responses; performing qualifications analysis and rating on lower-grade positions as assigned; conducting and/or assisting in the conduct of rating panels; coding and processing personnel actions; preparing pre-appointment packages; in-processing employees; and providing a variety of general information regarding recruitment program functions, processes, and procedures.
• Employee Benefits: Assists HR specialists and/or supervisory officials, and action officers by performing technical and administrative work in support of employee and labor relations programs.
  • Duties may include: interviewing employees and/or managers to obtain background information regarding specific incidents; summarizing relevant facts for HR specialists; informally resolving recurring issues by explaining basic HR policies (i.e., approvals of sick leave); providing alternative approaches to resolve simple problems and/or providing appropriate employee referrals.
• Personal Identity Verification (PIV) process: Acts as The Registrar in the PIV process. Captures the Applicant's fingerprints, biometric information, and photo. Scans and validates the I-9 documents, ensuring agreement between the Applicant's name and information appearing on the I-9 documentation.

• Performs a wide variety of technical support in a generalist capacity to administer the NAF Human Resources Program.
• Receives and processes a wide variety of routine and complex personnel actions.
• Coordinates with management officials to recruit for position vacancies.
• Answers general human resources questions and inquiries.
• Uses systems to track requests for personnel actions and update status of actions.

• The duties described are for the full-performance level. At developmental grade levels, assignments will be of more limited scope, performed with less independence and limited complexity. The duties may include, but are not limited to:
• Supervising subordinates more than 25% of the time including, but not limited to, recruitment, selecting, appraising, rewarding, addressing performance problems, and fostering an inclusive workplace.
• Planning and coordinating procedures to inspect animals birds and poultry, aquaculture, germplasm and their by-products.
• Evaluating and coordinating the inspection and approval of establishments involved in handling restricted regulated livestock, germplasm, aquaculture and avian species.
• Determining the disposition of smuggled or otherwise ineligible animals, birds, products and associated materials subject to international movement.
• May complete inspections of quarantined animals and USDA operated or privately owned facilities and determine their eligibility for temporary or permanent approval.
• Ensuring that cooperating government agencies are kept informed and familiar with appropriate rules, regulations and procedures.
• Developing and directing safe, humane care and treatment of animals to ensure safe transport and adequate, sanitary operations at inspection facilities.
• Analyzing patterns, recognizing emerging trends, and alerting Port Veterinarian in Charge to possible controversies or program deficiencies.

The Legal Administrative Specialist in the Appeals Policy and Operations Division (APOD) performs the following duties:

• Organizes Medicare adjudication case files for distribution.
• Prepares responses to appellants on adjudication results and processes.
• Identifies case processing challenges with pending appeals.
• Interprets data from appellants and/or appellant's representatives.
• Tracks case file development.

• Serve visitors by greeting, welcoming, and directing them appropriately.
• Maintain office security by controlling access via the reception desk such as issuing and/or collecting visitor badges and maintaining visitor logs.
• Answer, screen, and forward incoming calls.
• Prepare correspondence in accordance with agency regulations.
• Inform visitors and applicants by answering or referring inquiries.
• Obtain applicant information to process entrance documents from individuals who are enlisting/re-enlisting into the military service.
• Manage projection scheduling lists that records applicant processing requirements.
• Perform records management of electronic and paper applicant records.
• Utilize several military personnel database systems to update and/or maintain information to ensure the most current and accurate data available.
• Utilize an automated system to fingerprint individuals in order to initiate background check.
• Operate a variety of office automation equipment.to prepare enlistment and other military personnel documents.

NOTE: The first 50 qualified candidates will be referred to the Selecting Official. Additional candidates will be referred based on hiring needs.

The Personnel Security Assistant serves as an Assistant to the Personnel Security Specialist and assures that all appointees have the appropriate level of security/suitability clearance commensurate with their assignment. Work assigned is of a very confidential and highly sensitive nature.

Major duties may include, but not limited to:

• Reviews information submitted by the requesting office to validate level of background required, enters appointee information into a local data base tracking system and refers appointee for fingerprinting.
• Enters appropriate data in required databases related to an appointee's suitability from a wide variety of sources.
• Performs audits of official personnel folders to assure that information related to suitability is properly recorded and filed.
• Initiates, reviews and releases appointees background investigations in the Office of Personnel Managements, National Background Investigation Service (NBIS) or in conjunction with the VA- Adjudication Center.
• Regularly monitors the status of specific pending items, compiles data to produce reports, follows up to determine status and records results.
• Takes and transmits electronic fingerprints for appointees or when the Federal Bureau of Investigation (FBI) returns fingerprints unclassifiable for various reasons.
• Assemble position descriptions and functional statements for the Personnel Security Specialist for review.
• Serves as the initial point of contact for new appointees including but not limited to paid or without compensation employees, volunteers, students, residents, and contractors.

The purpose of this position is to provide technical expertise and guidance for all military personnel assigned in the State and oversees the functions of one of the following human resource programs: Officer Personnel Management (OPM), Enlisted Personnel Management (EPM), Personnel Systems, SIDPERS Interface Branch, or the Personnel Services Section. Position is specifically for the GI Bill Manager within the Education and Incentives Office. Will be asked to assist with other functions within the office such as briefings, transcript processing, Army Personnel Test proctoring, incentives processing, educational counseling at the direction of the Education Services Officer.

Serves as an advisor to commanders on assigned unit human resources (HR) program. Interprets policy and provides procedural guidance to commanders, supervisors, staff members and individual military members. Participates in Soldier Readiness Processing and unit mobilizations and de-mobilizations. Reviews, evaluates, and interprets regulatory guidance, policies, and procedures applicable to military personnel programs and provides guidance to all users. Drafts and implements State policy based on the aforementioned policies. Provides commanders, supervisors, and MILPO staff with a variety of statistical data or reports pertaining to military HR issues in order to assist in HR management decisions. Responds to correspondence regarding military personnel issues. Researches, prepares response, and maintains action file. Estimates and projects future travel and funding requirements and submits request to MILPO Director.

Responsible for and oversees the direction of the EPM/OPM or Incentives program and functions as the technical expert. Determines the methods and procedures for conducting military career guidance and counseling to ensure officer or enlisted personnel have an optimal and established career pattern. Provides direction, information, and/or counseling to MILPO staff and commanders of Major Army Command (MACOMM) through unit commanders, supervisors, as well as individual military members as required. Provides information and ensures regulatory compliance regarding area of responsibility which may include, but is not limited to: accessions, appointments, assignments, reassignments, transfers, promotions, Selected Reserve Incentive Program, discharges, separations, retirements, Officer Evaluation Reports, Non-Commissioned Officer Evaluation Reports, awarding of Area of Concentration, Functional Areas, Additional Skill Identifiers, Special Qualification Identifiers, Military Occupational Specialty identifiers (primary or secondary), Stop Loss programs, and National Guard Bureau waivers, casualty assistance, and requests for retention beyond mandatory removal date.

Responsible for and oversees the direction of SIDPERS and internal/external interfaces, and functions as the technical expert. Responsible for and ensures the timely and accurate processing of submitted military personnel actions. Manages a control log to maintain document control and an audit trail of all transactions received and dispersed in SIDPERS. Notifies units and higher echelons of rejected or incomplete transaction/documentation, necessary steps or processes required to resolve the problem and maintains a database for tracking and suspension of submissions for identification of trends and problems. Identifies problem areas in the types of submissions (based on rejects/incomplete documentation), the locations where training is needed and create and provide training material. Reviews and processes the units forecasted MTOE and TDA structures. Creates and processes rear detachment MTOE as a result of unit mobilization.

Responsible for and oversees the direction of the Personnel Services Section and functions as the technical expert. Oversees the performance of document handling, records maintenance, and the Integrated Personnel Electronic Records Management System (iPERMS). Directs staff in performance of periodic record reviews and inventories to ensure total record accountability. Establishes access control lists to restrict unauthorized personnel from gaining access to personnel files other than their own or for those they are responsible for. Selects staff members to accompany files on an as needed basis i.e., review boards, SRP's, mobilizations/de-mobilizations, etc.

Accomplishes and oversees the technical support work in the program area assigned with the assistance of subordinate employees which may be AGR, full time Technician, or civilian. Performs limited supervisory duties which include assignment and review of work on a daily, weekly, or monthly basis; assure that production and accuracy requirements are met; approval of leave; effect minor disciplinary actions i.e., warnings or reprimands; identify training needs; and recommend performance standards and ratings.

Performs other duties as assigned.

• Participate in developing plans for the acquisition, management and disposal of real property interests.
• Provide real property management support services by conducting research and coordinating with other more senior Realty Specialists.
• Review, analyze and make recommendations and justifications regarding requests for leases, licenses, permits, easements, out-grants, disposal and changing utilization of property.
• Prepare standard rights of entry, out-grants, permits, easements, licenses, and leases to other government agencies, private corporations and individuals.
• Prepare reports by inputting data into appropriate authoritative information systems.

• Performs a wide variety of technical support in a generalist capacity to administer the NAF Human Resources Program.
• Receives and processes a wide variety of routine and complex personnel actions.
• Coordinates with management officials to recruit for position vacancies.
• Answers general human resources questions and inquiries.
• Uses systems to track requests for personnel actions and update status of actions.