Total 166 Human Resources job vacancies in Monrovia, CA, United States 91016

• Plans and implements technical enterprise architecture policies and standards, analyzing and resolving planning problems, developing technical solutions, and issuing recommendations.
• Assists in the development of enterprise architecture artifacts that document civilian HR business processes.
• Reviews and validates architecture requirements for feasibility/compliance with civilian personnel goals, policies, objectives and resource guidance.
• Tracks and reports information regarding individual automated systems and their costs, updating and maintaining systems information and costs in external databases and registries.
• Represent Army on HR imitative work groups ensuring Army-unique capability requirements are captured and incorporated in overall civilian HR program.

As a Supervisory Human Resources Specialist you will:

• Oversee a staff that processes a full range of recurring and non-standard personnel actions that include a variety of appointments, separations, promotions, changes to lower grade, reassignments, transfers, actions for student loans, re-employed annuitant, deployed civilians, corrections/cancellations, adverse actions, settlements, etc.
• Review personnel action requests for accuracy of codes needed for proper processing, existence, and adequacy of supporting documents, appropriateness of the regulatory authority and the proposed action cited in relation to the intended purpose.
• Perform audits and/or quality assurance/control on completed actions to identify source(s) of errors.
• Research and interpret guidelines and directives from higher headquarters as well as regulatory guidance.
• Review administrative and technical procedures to assure maximum efficiency, economy, and effectiveness of operations.
• Apply expert knowledge of the full range of pay administration policies, principles, and practices under Title 5 and other statutes and legal authorities, as applicable, in advising on a variety of compensation issues (pay retention, Highest Previous Rate, special salary rates, locality pay, pay limitations, overtime pay, changes from special rate pay systems, waiver of repayment due to overpayment situations, etc.).
• Plan work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work.

• Facilitate and accomplish work through the direction of others on development and implementation of new standardized processes.
• Serves as the primary strategic advisor of Labor-Relations and Employee-Relations, responsible for providing administrative and technical human resources support.
• Generate and analyze reports to interpret data for informed decision-making.
• Assess existing programs to identify areas where improvements in operations can be implemented.
• Resolve operational problems and assure adequate quantity and quality of support is provided to organizations served.
• Provide authoritative interpretation and instructions on laws, regulations, policies and procedures to management and staff.
• Provide a full range of advisory services, assistance, and policy development/guidance to management officials and employees concerning all aspects of Labor Relations/Management and Employee Relations.

The Supervisory Human Resources Specialist salary will be based upon duty station and locality pay once selected. Locality tables may be found at: 2024 Federal Pay Tables

Positions located in the Anchorage, AK may be eligible for cost of living allowance (COLA) in addition to base salary. COLA rates may be found at: COLA

As a Supervisory Human Resources Specialist your duties will include but are not limited to the following:

• Provides guidance and advises managers, supervisors, administrative and HR staff associated with time and attendance processing, individual employee pay issues, overpayment recoveries, lump sum payments, leave audits, and leave programs.
• Ensures that biweekly time and attendance (T&A) reports are completed in the on-line T&A system, on a timely basis.
• Provides direction and information concerning employee pay; T&A procedures; payroll rules and regulations; and operation and enhancement of the automated T&A system.
• Oversees a staff of HR Specialists and Assistants. As a first line supervisor, the incumbent assigns work and priorities to subordinates; evaluates work performance, advises, counsels, and/or instructs employees on both work and administrative matters.
• Responds to specific and programmatic questions; and identifies situations where additional clarification is needed.
• Maintains contacts with Human Resources and administrative staff throughout the Fish and Wildlife Service in order to identify and resolve payroll related problems.

As a CURRICULUM SPECIALIST at the GS-1701-13 some of your typical work assignments may include:

• Manages functional courses as assigned, manages, assigns, and oversees curriculum development tasks delegated to civilian and military course authors, lesson authors, or editor essential to the operation of MCTO programs, curricula development / implementation, impacting transition and reintegration operations throughout the Department of Defense (DoD).
• Ensures evolving changes in TAP, YRRP and SkillBridge are incorporated into the curriculum and synchronous with MCTO mission and objectives.
• Participates as a key leader in DoD curriculum activities and initiatives in cooperation with other DoD and partner agencies. Leads interagency teams and oversees participation in initiatives with DoD Component offices, inter-agencies, and contractors, as required.
• Establishes guidelines and policy for measuring achievement of instructional objectives.
• Coordinates the design, development, assessment and revision of all MCTO curriculum; TAP, YRRP, and SkillBridge to include being a key subject matter expert in the interagency curriculum development, including curriculum from VA, DOL, SBA, and OPM.

As a CURRICULUM SPECIALIST at the GS-1701-13 some of your typical work assignments may include:

• Manages functional courses as assigned, manages, assigns, and oversees curriculum development tasks delegated to civilian and military course authors, lesson authors, or editor essential to the operation of MCTO programs, curricula development / implementation, impacting transition and reintegration operations throughout the Department of Defense (DoD).
• Ensures evolving changes in TAP, YRRP and SkillBridge are incorporated into the curriculum and synchronous with MCTO mission and objectives.
• Participates as a key leader in DoD curriculum activities and initiatives in cooperation with other DoD and partner agencies. Leads interagency teams and oversees participation in initiatives with DoD Component offices, inter-agencies, and contractors, as required.
• Establishes guidelines and policy for measuring achievement of instructional objectives.
• Coordinates the design, development, assessment and revision of all MCTO curriculum; TAP, YRRP, and SkillBridge to include being a key subject matter expert in the interagency curriculum development, including curriculum from VA, DOL, SBA, and OPM.

As a Human Resources Specialist, you will perform the following duties:

• Conduct recruitment conversations with hiring managers. Review workforce and demographic data, and identify recruitment incentives (relocation or recruitment incentives, student loan repayment, creditable service for annual leave accrual, etc.). Consider use of a wide variety of hiring authorities in order to devise a recruitment strategy designed to attract a diverse and qualified applicant pool. Develop job analyses; identify and write effective assessment questions/tools. Apply weight calculator to assign weights to vacancy assessment questions and responses. Develop vacancy announcements. Review applicant resumes and supporting documentation for completeness, eligibility and possession of required qualifications; review for score inflation, making score adjustments as warranted. Issue referrals in accordance with applicable guidelines; respond to applicant inquiries concerning application procedures and qualification/eligibility determinations. Extend job offers, set pay in accordance with regulations and agency pay policies. Create and send job offer letters; initiate the background investigation and onboarding process; code and submit new hire Requests for Personnel Actions (RPAs) for processing including appropriate nature of action codes, appointment authorities, and required remarks.
• Provide human resources management advisory services for customers with complex recruitment, retention and hiring challenges. Research staffing and recruitment laws, regulations, and policies to develop recommended course of action. Provide the full range of advice to management on select workforce strategies to address workload needs, core competency requirements, and staffing alignment to ensure accomplishment of customer programs and mission requirements. Provide guidance to management on workforce restructuring, including Reduction In Force (RIF).  Advise on and apply the pay implications of management actions, including grade and pay retention. Advise managers and supervisors about Service Level Agreements (SLAs) and the corresponding hiring metrics in order to keep the hiring process on track and completed timely.
• Utilize automated systems to establish spreadsheets, milestones and other status information. Update workload trackers with relevant staffing and recruitment data; close out vacancy case files to ensure completeness/reconstruction. Establish and maintain close cooperative working relationships with program officials, providing advice and guidance concerning recruitment and placement and interpreting and explaining laws, regulation and orders concerning recruitment issues. Provide guidance and training to lower-graded HR Specialists (Recruitment/Placement). Maintain constant contact with GSA officials to ensure employment programs and HR services are responsive to operating needs and goals of management, and are consistent with GSA policy and Office of Personnel Management (OPM) regulations.
• It is preferred that the incumbent has a delegated examining (DE) certification. Accordingly, the incumbent will be required to complete the training, on-the-job training and testing necessary to obtain the DE certification.

As a Lead HR Specialist, you will serve as a senior quality reviewer in the Staffing Shared Services Unit, on a Facility Team (the Facility is to be determined) or the Review Team. The Lead is responsible for reviewing all facets of USA Staffing and HR Smart work for their team including staffing, recruitment, and retention. The duties of the position include, but are not limited to:

• Communicating to the team the assignment, project, problem to be solved, actionable events, milestones, program issues under review and deadlines and timeframes for completion, and ensures goals and objectives are met for recruitment and placement.
• Leading the team in identifying, distributing, and balancing/adjusting workload and tasks in accordance with established workflow and HR Specialist's skill level to effectively and efficiently accomplish the SSU workload.
• Monitoring and reports on the status and progress of work, checking on work in progress and reviews completed work to ensure compliance.
• Assisting in providing guidance and renders decisions on unusual/complex determinations unresolved by team members on a continuous basis through review of completed work and assessment of results obtained.
• Regularly provides recommendations to the team supervisor on the performance, progress, training needs, and any conduct-related concerns.
• Providing feedback to the team supervisor concerning promotions, reassignments, recognition of outstanding performance, and other personnel actions/issues.
• Responsible for the quality review of staffing/recruitment and placement information management systems and its management to ensure compliance with regulations and interpretation of the organization's Personnel Accountability, HR policies and procedures to address issues that require substantial interpretation.
• As authorized by OPM, responsible for drafting and preparing announcement(s); evaluating, rating and ranking applications; adjudicates veteran's preference; updating various logs, maintaining active and inactive files, and pending files, etc.; issues Notice of Ratings (NORs); and issues and audits certificate of eligible.
• Preparing or editing final drafts, examination announcement, recruiting plans, rating schedules and qualification inquiry forms in subject matter areas which the qualification and methods for their determination involve difficulty in definition and development.
• Distributing and balancing workload among employees in accordance with staff workflow.
• Responsible for arranging recruitment engagements within and outside the various VISN 16 facilities.

THIS VACANCY ANNOUNCEMENT WILL CLOSE WHEN WE HAVE RECEIVED 200 APPLICATIONS WHICH MAY BE SOONER THAN THE CLOSING DATE. LEARN MORE

• Conducts recruitment conversations with hiring managers; works with hiring managers on refining and/or developing recruitment/placement criteria. Identifies recruitment incentives (relocation or recruitment incentives, student loan repayment, creditable service for annual leave accrual, etc.) that might be needed or feasible. Researches and considers a wide range of hiring authorities in both the competitive and excepted service (merit promotion and delegated examining, Pathways, non-competitive hiring authorities, etc.) in order to devise an effective recruitment strategy. Develops job analyses; identifies and writes effective assessment questions/tools. Develops vacancy announcements. Reviews applicant resumes and supporting documentation for completeness, eligibility and possession of required qualifications; issues referrals; responds to applicant inquiries concerning application procedures and qualification/eligibility determinations. Extends job offers, sets pay in accordance to Title V and agency pay policy and advises hiring managers and supervisors on pay incentives and flexibilities. Creates and sends job offer letters; initiates the background investigation and onboarding process; codes and submits new hire Requests for Personnel Actions (RPAs) for processing including appropriate nature of action codes, appointment authorities, and required remarks. Updates workload trackers with relevant staffing and recruitment data; closes out vacancy case files to ensure completeness/reconstruction.
• Provides human resources management advisory service for customers with complex recruitment, retention and hiring challenges. Researches staffing and recruitment laws, regulations, and policies to develop recommended course of action. Provides the full range of advice to management on select workforce strategies to address workload needs, core competency requirements, and staffing alignment to ensure accomplishment of customer programs and mission requirements. Provides guidance to management on workforce restructuring, including Reduction In Force (RIF). Develops and explores alternative solutions and prepares reports recommending action to be taken. Analyzes specific recruitment problems, diagnoses the cause of conditions found and recommends appropriate short and/or long range course of action. Based on customer knowledge, identifies potential impact on GSA policies and programs; recommends adjustments and alternatives to enhance program delivery and customer service. Establishes and maintains close cooperative working relationships with program officials to ensure employment programs and HR services are responsive to operating needs and goals of management, and are consistent with GSA policy and OPM regulations. Consults with and provides advice to managers on internal placement strategies including all actions involving reassignments, career-ladder promotions, details, transfers, etc.
• Manages and participates in special project that are designed to enhance the HR program or involve large scale hiring initiatives for specific occupations. Serves as an expert and key spokesperson while leading project teams and/or serving as a team member. Skill in facilitating meetings and participating on teams tasked with engaging stakeholders on a variety of human resources, classification projects and initiatives.
• Provides training and instruction on a wide range of recruitment and placement topics to individual supervisors at all levels on HR procedures, including regulations and policies. Provides guidance to lower graded HR (recruitment and placement) Specialists.
• It is preferred that the incumbent has a delegated examining (DE) certification. Accordingly, the incumbent will be required to complete the training, on-the-job training and testing necessary to obtain the DE certification.

As a Human Resources Specialist (Employee Relations), you will perform the following duties:

• Oversees complex investigations, providing expert advice to Human Resources professionals and managers, and ensuring that all employee-related concerns are managed with consistency, thoroughness, and in full compliance with legal and regulatory requirements.  Investigates potential workplace concerns, including violations of agency policies, values and/or applicable laws or regulations.  Assists in the development, implementation, and continuous review of Employee Relations and Human Resources compliance policies and procedures to maintain adherence to legal requirements.

• Leads investigations of complaints of misconduct involving allegations of discrimination, harassment, retaliation, grievance, compliance and/or policy violations utilizing proven and acceptable investigative techniques and in accordance with agency policy and procedures.  Collaborates with leadership and other HR Specialists to develop strategies and associated action plans to achieve objectives.

• Generates regular reports to highlight key findings, trends, and areas of concern for continuous improvement. Identifies and uses metrics to improve investigation process, makes recommendations to reduce future similar investigations, and to reduce associated risks to company.  Maintains accurate and confidential records of investigations, complaints, and compliance activities, ensuring they meet legal and organizational standards. Collaborates with senior HR leadership to drive resolutions and ensure actions are compliant with organizational policies, employment laws, and regulatory standards.

• Conducts in-person, on-site interviews with complainant(s), witnesses, and individuals against whom complaints are filed, to gather and analyze the facts associated with the complaints.  Prepares comprehensive written investigation reports that clearly identify the issues investigated, relevant policies and findings made with sound recommendations.  Conducts employee training on investigation process, including reporting channels and the importance of raising issues. Partners with HR and training points of contact on various types of employment law and/or employee compliance training presentations.

As a Strategic Advisor, you will perform the following duties:

• Serve as a senior strategist and advisor to the Director, Office of Human Resources Services (HRS) to create and implement strategies to improve efficiency and drive results, and to provide direction, support, solutions, advice, analysis, and project oversight to managers and staff within HRS.
• Perform a wide range of sensitive, complex assignments which cut across the functional responsibilities of HRS; many of which are sensitive enough to require the attention of the Chief Human Capital Officer, Deputy Administrator and/or Administrator, the Office of Personnel Management (OPM), the Office of Management and Budget (OMB), and/or senior leadership in other Federal agencies.
• Engage with appropriate OHRM, GSA, OPM, and/or OMB leaders and/or subject matter experts to develop precedent-setting policies, OHRM-wide standard operating procedures, programs or initiatives to address specific identified challenges impacting highly urgent and sensitive operational or programmatic areas of concern.
• Lead, direct, coordinate special projects and initiatives on behalf of the HRS Director, frequently involving other organizational managers and outside agencies. Identify and evaluate critical issues, perform complex qualitative and quantitative analysis and research of these issues, develop project plans, milestones and goals to address and follow up on issues until resolved.
• Serve as an expert in providing data, analysis, and authoritative advice concerning communication, outreach, branding, advertising, promotion, and public relations to customers regarding HRS products. Recommend and implement plans and strategies designed to maximize the awareness and use of HRS products and services.
• Participate in cross-agency discussions and projects to communicate the HRS vision, and to address customer best practices and areas for improvement. Develop authoritative papers and/or reports which state the objectives of the assigned program areas.

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

Major duties include but not limited to:

• Administers the VISN's recruitment and placement activities supporting the mission and operations of the VISN and its MCs to include plans for hard to recruit positions and executes special recruitment programs to attract well qualified candidates.
• Reviews administrative and technical procedures to attain maximum efficiency, economy, and effectiveness of operations.
• Manages the daily operations of the R&P SSU with the responsibility for integrating and coordinating all areas of the R&P program.
• Leads or serves as team member on special projects or comprehensive studies to examine a spectrum of problems or issues that may cross VISN/MC organizational lines.
• Leads internal reviews of the R&P program and procedures, with teams of specialists, collaborating with other VISN HR functional specialists, ensuring that the full scope of process, records, and information are reviewed for accuracy and that the relationship of the work performed across functions is assessed for overall accuracy, efficiency and effectiveness.
• Recommends/makes selections for subordinate nonsupervisory work/group leaders and other staff members.
• Recommends awards or bonuses for nonsupervisory personnel and recommends changes to work assignments, subject to approval by higher-level officials.
• Effects minor disciplinary measures, such as warnings and reprimands, recommending other action in more serious cases and identifies and arranges development and other training needs of employees.
• Counsels subordinates, develops performance standards, and rates staff.
• Schedules vacations and approves leave of subordinates.
• Responsible for furthering the goals of equal employment opportunity (EEO) by taking positive steps to assure the accomplishment of affirmative action objectives and by adhering to nondiscriminatory employment practices in regard to race, color, religion, sex, national origin, age, or handicap.
• Performs other duties as assigned.

APPLICATION LIMIT: This vacancy announcement is limited to the first 150 applications received and will close at 11:59PM Eastern Time on the day that we receive the 150th application, or at 11:59PM Eastern Time on the listed closing date, whichever occurs first.

Duty Locations: The salary range indicated in this announcement reflects basic pay only. The range will be adjusted for selected duty location. General Schedule locality pay tables may be found under OPM Salary & Wages.

As a Human Resources Specialist (Employee and Labor Relations), GS-0201-13, you will be responsible for:

• Providing advice and assistance to managers in headquarters and field program and administrative offices involving interpretation of policy, identification and resolution of systemic problems and issues and responses to specific case situations.
• Identifying trends and systemic issues and develops operating guidance, training or other actions to resolve them.
• Reviewing informal actions and provides advice and assistance on all aspects of the employee and labor relations programs, including researching precedent cases, determining the supportability of a particular action for the misconduct and framing charges and outlining specifications.
• Developing and implementing policies, procedures, and agency guidance.

• Primarily supports the bureau/office providing funding for the position, manages the full cycle recruitment process for the Crisis Operations Team, engaging in tactical and strategic sourcing to attract, identify, and place top talent.
• Provides operational, policy and technical guidance on classification and position management issues to the Crisis Operations Team.
• Develops agency-wide guidance material on the implementation of methods and procedures involving areas that require new or substantially modified work methods or procedures of operational problems or deficiencies.
• Facilitates delivery of an exceptional customer and applicant experience by providing accurate, thorough, and responsive service.
• Identifies key policy issues and develops operating policies, procedures, and guidance pertaining to the assigned area of Human Resources operations.
• Makes conditional and final offers to selected applicants and performs a variety of onboarding/off boarding tasks such as reviewing preliminary documents, requesting security validation, requesting eOPF files for new Crisis Operations Specialist.