Total 81 Human Resources job vacancies in usa tx arlington 2200 arlington downs rd

• Responsible for the development of broad policies and procedures, pertaining to the overall programs and activities, having organization-wide implications.
• Ensure that resources required by the organization are managed within the framework of the Army Planning, Programming, Budgeting and Execution System (PPBES).
• Perform data/information analysis from a wide range of sources and guide the team on data analysis techniques.
• Final recommending authority for areas of imbalance, resource deficiencies and corrective actions.
• Negotiate with high-level officials for adequate resources for programs.
• Serve as the Activity Career Program Manager for Career Programs 11 (Comptroller).
• Represent the organization in planning, proposing, defending and coordinating financial and management control systems and procedures to achieve optimum use of resources.
• As first line supervisor, directs work through subordinate work leaders.
• Evaluate employee’s work performance, make selections for key vacancies and effects disciplinary actions.

• 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.

Incumbent typical work assignments may include the following:

• Provide comprehensive human resources advice and operational support to senior staff, Presidential appointees and individual Senior Executive Service (SES) and Senior Professional (SP) members for all actions in assigned areas, to include the executive allocation assignment and management process; executive position descriptions and the classification and SES tiering process; executive appointments and movement actions; the executive recruitment process, to include convening Executive Evaluation Panels (EEPs) and ad hoc interview panels; executive pay and salary administration processes; and PCS moves and travel to first duty stations in both the continental U.S. and overseas.
• Ensure that merit staffing principles are implemented and that processing of all executive staffing, recruitment, classification, and placement requests are legal, appropriate, and occur within time-to-hire standards.
• Convene, support and prepare for EEPs. Briefs EEP members on the process and their collective and individual responsibilities.
• Provide comprehensive human resource advice and operational support on all assigned executive and political hiring actions, to include position descriptions and classification, qualifications, promotions and reassignments, and pay and salary administration processes.
• Write responses to inquiries, input to policies and regulations, and guidelines and instructions on the full scope of activities assigned.

Incumbent typical work assignments may include the following:

• Provides strategic and technical guidance as well as seasoned consultative management advisory services throughout the Fourth Estate on the effective use of human resource management (HRM) tools to support goals and objectives and produce results accomplishing agency missions.
• Assignments include trouble-shooting the most complex and sensitive problems and issues requiring a mastery of advanced human resources principles, concepts, practices, laws, regulations, and a wide range of analytical methods and techniques to resolve HRM problems not susceptible to treatment by standard methods.
• Serves as a senior mentor and technical expert to the staff on executive recruitment, staffing and classification.
• Provides advice to supervisor of significant issues and problems related to work accomplishment.

• Plans and directs the development of regulations, policies, procedures, standards, and techniques for management of the National Guard labor relations, employee conduct, employee benefits, career development and related third party action programs.
• Coordinates with FLRA, OPM, DOL, DOD, Air Force and Army on all labor management, employee entitlement, and career development issues affecting technician policies covered in regulation and law. Plans and executes special projects assigned by Director, to include development, update and presentation of labor management requirements, benefit entitlement, and career development programs.
• Directs agency level development, implementation and evaluation of program training and education for labor relations, employee conduct management, employee benefits entitlements, career development and related third party actions.
• Exercises supervisory personnel management responsibilities over a limited staff. Plans and schedules work to be accomplished by subordinates, adjusting short-term priorities as needed. Provides advice, counsel, and instruction to employees on work and administrative policies, procedures, and directives (including personnel policies and procedures).

• Responsible for establishing policies, planning, prioritizing, and conduct of efficient and economical use of financial and manpower resources.
• Review and evaluate organization's program of objectives, projected financial costs, and milestones for impact on financial and resource planning.
• Propose revisions to plans in contractor scheduling and production of services, increases or decreases in appropriations for a project, as needed.
• Evaluate effectiveness of utilization of financial and manpower resources, and redirects efforts by revising priorities, and transferring funds.
• Review and analyze monthly progress reports from the contractors to evaluate variances between scheduled work and actual work performed.
• Analyze commitments/obligations with original projections; identify shortfalls and overages with reference to documented.
• Product objectives; and recommends adjustments to the PM/PO in resources (manpower and funds).
• Collect and present status of resources in relation: status and availability of funds, transfer of funds, progress of budget execution.

• Provide general administrative support to include scanning a large volume of case documents.
• Perform initial review of Applicant issue(s) for Military Correction.
• Input data into the agency automated case tracking system.
• Review documents for accuracy.
• Generate daily report for case assignment.
• Request and retrieve electronic military records.

As a SUPERVISORY POLICY AND PROGRAM OFFICER at the GS-0301-15 some of your typical work assignments may include:

• Serves as an expert planner, analyst, and advisor for Program Analysis and Evaluation to include resource management related planning, programming, budget execution and program performance evaluation matters as it relates to the DSSC portfolio.
• Develops plans and projects; collects and analyzes the necessary data; identifies and validates requirements; and investigates and resolves complex issues to support all DHRA program analysis and evaluation processes and deliverables.
• Supports the program Directors, Deputy Directors, Resource Management Advisors, Contracting Officer's Representatives, and Program Managers to deliver an integrated and coordinated DSSC enterprise-wide approach to fiscal and requirements management that is aligned to the DHRA Strategic Management Plan and higher strategic guidance.
• Primary liaison to the DHRA Comptroller; DHRA Director, PA&E; and the DHRA Senior Resource Management Advisor. The major functions of the Director, P A&E fall into five categories: Program Planning, Management, Review, and Evaluation; Requirements Management; and Continuous Process Improvement.

• 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.

• Provide guidance to leadership on Civilian and Military personnel requirements.
• Identify staffing issues.
• Recommend recruitment strategies.
• Process a variety of personnel actions.
• Analyze status reports to ensure accuracy.
• Provide guidance to employees on leave, schedule, pay and awards.
• Serve as program manager for a variety of military personnel programs.
• Monitor DoD Performance Management and Appraisal Program (DPMAP).

• You will serve as a Labor and Employee Relations staff specialist with responsibility for assisting in planning and implementing of the Headquarters’ U.S. Marine Corps Employee and Labor Relations program.
• You will advise management officials on matters pertaining to disciplinary and adverse actions, leave, and performance management issues. Develop case strategy which takes into account relevant precedents from various forums.
• You will create case files and draft formal correspondence on disciplinary and adverse actions, and appeals.
• You will represent the Human Resources Branch in attempting to resolve employee grievances under the agency and/or negotiated grievance procedures.
• You will make assessments of the relevant facts in the grievance, identifying courses of action to resolve the matter and selling the solution to both management and grievant.
• You will analyze and resolve particularly complex and sensitive problems and issues. Assess the potential impact and precedent-setting implications of pending disputes before third-party authorities.
• You will assists parties in problem definition and assessment of alternative approaches to resolving problems.
• You will be responsible for components of the labor management relations activities, including contract administration; negotiations. Y
• You will assist and perform fact finding in connection with unfair labor practice charges and complaints of limited scope and complexity; and evaluate pertinent information and make recommendations for resolution.

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 (CLASSIFICATION/RECRUITMENT) at the GS-0201-13 some of your typical work assignments may include:

• Providing the full range of classification/ position management assistance to DSCS Headquarters and satellite managers on classification and position management program administration.
• Analyzing and resolving broad, complex, controversial, and high priority recruitment and placement issues requiring extreme care in problem resolution. This includes providing guidance and advising management on long term recruitment, staffing, and placement strategies to hire and retain a skilled and diverse workforce.
• Identifying underrepresented skills in the workforce, and developing ways to emphasize this aspect in the recruitment process.
  
• Performing a variety of special projects, e.g., to include working on data calls, audit HR support, and quality control of position data in DCPDS.
• Regularly meeting with management officials to discuss work status, get feedback on recruitment programs, plan time phasing of placements, and to stay informed of functional issues, new workloads, long-range personnel needs, problems encountered, and other matters that would impact on recruitment and placement.

• You will advise managers on the use of position classification options (e.g., accretion of duties, position re-descriptions, position reviews, impact of the person on the job).
• You will classify position descriptions for an organization.
• You will conduct position classification reviews to ensure classification standards are interpreted uniformly throughout a workforce.
• You will write advisory evaluations on title, series, and grade for managers and supervisors with delegated position classification authority.
• You will draft position descriptions for career ladder, hard-to-fill positions.
• You will write plans of action to implement civilian human resources services, products, initiatives, and policies.
• You will advise customers on human resources regulations (e.g., Title 5, U.S. Code, Office of Personnel Management [OPM]).
• You will consult with customers on human resources issues (e.g., strategic workforce development, sustainment, compensation management, organizational design).
• You will coordinate with customers (e.g., Operations Center, Managers, human resources offices, other organizations) to resolve issues with recruitment actions.