Total 115 Human Resources job vacancies in BangPa-in

As a HR Specialist (Classification) you will:

• Review and classify position descriptions (PDs) for high-impact, precedent -setting positions; write reports of findings; conduct desk audits; and prepare evaluations.
• Establish occupational series career ladders and serve as a resource to top management in classification matters, proposing solutions to resolve controversial, complex and very difficult classification problems.
• Analyze serviced organizations for productivity and efficiency gain, and provide recommendations to management officials on the most effective position/skill mix, work processes, organizational structures.
• Advise on the implication of proposed management decisions with respect to substantive as well as procedural human resource matters.

• Provides resolutions to problems and issues related to assigned programs and projects.
• Executes program management, analysis, and project management responsibilities in support of the Army People Strategy.
• Advises leadership on areas of Army and organizational emphasis, critical trend analysis, and necessary program adjustments that are normally accepted without significant change.
• Develops briefings to market employment opportunities in the Army at academic institutions, professional associations, job fairs, and other venues.
• Manages research studies and analysis to synthesize and interpret results in order to make recommendations, develop guidance, and adjust programs.
• Serves as a process and team facilitator to analyze models to determine trends and requirements for the formulation and development of primary and alternative plans, policies and milestones.
• Utilizes analytical methodologies to collect, assess, and interpret data, facilitating informed decision-making and drawing conclusive insights.
• Collaborates across internal and external stakeholders, prepares reports, and conducts briefings to gain leadership support and ensure alignment with Army goals.

As a Human Resources Specialist (Employee Relations/Labor Relations) within the Office of the Deputy Associate Director for Human Capital, some of your specific duties will include:

• Serves as advisor to all levels of management on employee relations issues to include misconduct, poor performance, performance plans, grievances, and reasonable accommodation. Advice provided is cleared with a senior Employee Relations Specialist or Supervisory Employee Relations Specialist.
• Prepares written cases taking action against employees such as counseling letters, sick leave restrictions, Letters of Reprimand, and short suspensions without pay.
• Research case law, Merit Systems Protection Board (MSPB) decisions, and regulations/polices to provide accurate advice. Analyzes and evaluates complex and sensitive issues.
• The Human Recourses Specialist updates IMART and enters required data into other systems as directed and stores appropriate documents.
• Senior Employee Relations/Labot Relations (ER/LR) Specialist provides mentorship to junior specialists.

• Advises senior managers and staff regarding all aspects of HR Management encompassing a wide range of activities such as organizational management and the impact to Labor and Employee Relations functions and programs.
• Advises management on areas of bargaining unit determinations, contract negotiations, bargaining impasses, mediation, arbitration, contract administration, questions of negotiability, unfair labor practices, and other employee relations issues.
• Develops new, innovative recommendations for human capital management initiatives to be implemented DISA-wide. When initiatives may require OSD and/or OPM approval, develops and coordinates final packages for submission.
• Represents the activity in actions and hearings before the Federal Labor Relations Board (FLRA) to include petitions for establishment of new bargaining units, negotiations for collective bargaining agreements and mid-term agreements.
• Reviews and interprets current legislation, new or revised legislation, Federal Register publications, DOD, OPM, MSPB, EEOC issuances to determine impact on Agency programs.
• Provides advisory services to managers, supervisors, and employees on immediate problems, which involve serious and sensitive issues related to employee discipline, grievances, appeals, complaints, rights and obligations.

• At the full performance level, duties include, but are not limited to, the following:
• Advising management on the use of various types of internal and external recruitment sources and authorities to place qualified applicants;
• Analyzing the knowledge, skills, and abilities required by the position to create and assist with preparing job analyses and crediting plans with Selecting Official;
• Applying appropriate fact-finding and problem-solving methods and skills to gather information from various sources and determine applicable statues, regulations, or guidelines;
• Integrating and adapting complex, technical personnel policies, regulations, and procedures to the individual situation; and
• Composing written correspondences to accurately respond to management questions or concerns, fostering an understanding and acceptance of HR recommendations and/or decisions.

• Serve as a Senior Information Technology Specialist/Developer responsible for Application Development of assigned information technology projects across a broad range of civilian human resources (CHR) functional areas.
• Perform highly technical and analytical work pertaining to the planning, development, integration, utilization or modification of civilian human resources information applications, systems and procedures.
• Design, develop, modify, test, implement, and support new or existing applications software.
• Execute Agile methodology as an application developer.
• Train team members with both current and emerging skill sets to include, but not limited to, modern web development (.NET Core, etc.) and new cloud solutions (Azure, etc.)
• Ensure software projects are secure and Shareable Content Object Reference Model (SCORM) and Section 508 compliant.
• Represent the development team to customers (internal and external) of the organization in meetings and in dealings with others.

• Advise management on a wide range of civilian staffing issues such as recruitment methods, special pay incentives, special placement programs, deployments and workforce shaping.
• Assists in developing short- and long-range staffing plans to meet forecasted mission requirements, human capital losses, and changes in critical competencies.
• Provides guidance on merit system principles, prohibited personnel practices, and the development and use of valid selection criteria.
• Verifies employment eligibility, qualifications, salary determinations and sets pay.
• Provides comprehensive HR management advisory and technical services on substantive organizational functions and work practices.
• Uses analytical methods to identify, evaluate, and recommend to management appropriate HR solutions.
• Develops and delivers briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of HR findings and recommendations.

Duties and responsibilities include but are not limited to:

• Patient Care: Practitioners are expected to provide patient care that is compassionate, appropriate. and effective for the promotion of health, prevention of illness. treatment of disease, and care at the end of life.
• Medical/Clinical Knowledge: Practitioners arc expected to demonstrate knowledge of established and evolving biomedical. clinical and social sciences, and the application of their knowledge to patient care and the education of others. The practitioner should be experienced in the therapy of patients with acute hematologic malignancies as well as the performance of autologous and allogeneic hematopoietic blood progenitor transplantation.
• Clinical Judgment: To ensure practice-based learning and improvement, practitioners are expected to be able to use scientific evidence and methods to investigate, evaluate, and improve patient care.
• Interpersonal & Communication Skills: Practitioners are expected to demonstrate interpersonal and communication skills that enable them to establish and maintain professional relationships with patients, families, and other members of the health care team.
• Professionalism: Practitioners are expected to demonstrate behaviors that reflect a commitment to continuous professional development, ethical practice, and understanding and sensitivity to diversity, and a responsible attitude toward their patients, their profession.
• Systems-Based Practice: Practitioners are expected to demonstrate both an understanding of the contexts and systems in which health care is provided, and the ability to apply this knowledge to improve optimizing health care.
• Practitioners are expected to provide inpatient and consult service during off tours (nights, weekends, and holidays, as needed by the organization.
• Clinical Management including indirect patient care: open encounter & open consult management, CPRS documentation rules and requirements, adherence to clinic procedures for patient scheduling & access, ensuring staff productivity. oversight of relevant performance measures, and participation in the development of the new focus on the Medical Home and Patient Centric Care, Utilization, Quality, and Patient Safety oversight, process improvement (system redesign)
• Education: Supervision of residents is a major duty of this position. Practitioners are expected to show effectiveness in teaching, monitor and coordinate educational activities, and comply with necessary trainee supervision.

VA offers a comprehensive total rewards package: HR Specialist Total Rewards

The duties of the position include, but are not limited to:
The Supervisory HR Specialist, (ER/LR) Performance, provides technical guidance and assistance to management and senior leadership regarding Employee Labor Relations issues in a wide variety of occupations including Title 5 General Schedule (GS), Wage Grade (WG), administrative and clinical, Hybrid and Title 38. The overall responsibilities of the Supervisory HR Specialist (ER/LR), include, but are not limited to:

• Providing expert management consultative service involving the full spectrum of HR functions on highly complex VISN-wide or equivalent issues.
• Provides technical guidance, advice and counseling to management officials and supervisors to address issues with workforce-related conduct and performance.
• Explains rules and procedures to employees and management to help them understand rights and obligations.
• Delivers training to management and employees on a variety of employee relations topics.
• Provides consultation on associated program areas, such as leave management and actions of a disciplinary or adverse nature.
• Researches and interprets legal and regulatory program guidance, including case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives.
• Develops management strategies to respond to labor issues.
• Works with leadership, staff, and operational officials, to develop and explore Labor Relations alternatives to improve policies, techniques and procedure

• You will provide a full range of classification services.
• You will resolve complex problems with a large number of diverse/hard to fill positions.
• You will prepare and review position descriptions.
• You will coordinate and assist with desk audits.
• You will analyze and provide guidance on special program requirements for some positions, such as Drug Free Workplace Program, Key/Emergency Essential, DAWIA, and other pre-employment contingencies.
• You will prepare responses to data calls.

If selected for this position, you will join a well-respected team that is responsible for providing expert technical guidance and policy interpretation on classification and position management issues to EOUSA senior leadership and the collective United States Attorney Office (USAO) community. The incumbent develops, leads, and monitors operational classification program activities; coordinates efforts throughout the USAO community; and acts as a bureau-level subject matter expert.

Typical work assignments will include, but are not limited to:

• Delivers expert operational policy, technical guidance, and advisory services to the collective USAO community.
• Plans, develops, and coordinates operational classification program activities to assist USAOs in varying out their delegated classification and position management authorities.
• Provides expert guidance to USAOs regarding program objectives and areas of special emphasis.
• Develops and delivers bureau-wide classification and position management training and special presentations. Creates a wide variety of job aids and resources.
• Researches and analyzes USAO and EOUSA classification actions, organizational structures, and position descriptions.
• Interprets and applies classification standards to positions and determines the correct pay category, occupational series, title, and grade level.
• Plans and assigns work to be accomplished by subordinates, sets and adjusts short-term priorities, and prepare schedules for completion of work.

The Lung Cancer Screening (LSC) Registered Nurse (RN) Coordinator will organize and coordinate the implementation and day-to-day operation of Lung Cancer Screening. The LSC RN Coordinator in this position will work under the direction of the program leader, with the guidance of a program coordinating committee, to organize the launch of lung cancer screening, coordinate day-to-day program activities, provide education about the program to providers and patients, track and coordinate ongoing patient care, and collect and report program evaluation data as requested by leadership. The RN Coordinator will serve as an operational resource for local program members, which may include clinical staff from primary care, mental health, pulmonary medicine, cardiothoracic surgery, pathology, medical oncology, and radiation oncology. In the performance of these assigned duties, the RN Coordinator will assure adherence to any national or facility protocols, procedures and program plans established for lung cancer screening.

Additional Duties:

• Participate in role orientation per local procedure and training as found in the LCS Toolkit
• Organize and lead in-services to share information about the Lung Cancer Screening program with clinical staff
• Serve as an operational resource for clinical staff involved in the program
• Work with the local clinical applications coordinator to ensure that any clinical reminders and templates are implemented appropriately
• Support activities to identify appropriate patients for lung cancer screening
• Discuss the program and screening harms and benefits with patients (if part of local process)
• Facilitate follow-up referrals to evidence-based smoking cessation care
• Complete clinical documentation in the electronic medical record, as needed
• Monitor patients due for screening and assist with scheduling screening scans and follow-up procedures
• Collaborate with Radiology to facilitate the efficient scheduling of imaging examinations
• Monitor and assist with follow-up of abnormal findings including referral of any incidental findings
• Monitor adherence to the operational and clinical protocols established for the program
• Lead the collection and submission of data from a variety of sources
• Maintain records
• Provide regular communication to local leadership
• Other Duties as assigned