Total 125,456 Human Resources job vacancies

As a HUMAN RESOURCES SPECIALIST (PERFORMANCE MANAGEMENT/EMPL BEN), GS-0201-11, you will advise and counsel management, employees, annuitants, and family members of deceased employees by interpreting, applying, and explaining retirement and insurance laws, regulations, and policies on available retirement insurance benefits, death benefits, entitlements/options. Researches and interprets appropriate regulations to provide advice to employees concerning reinstatement of insurance, conversion of life insurance and features of the programs and options associated with retirement. Assist employees in the preparation of retirement applications and related documents and forwards to the Army Benefits Center Civilian (ABC-C). Determines type of separation and completion of eOPF maintenance for documents. Maintains a current knowledge of legislative development, agency reorganizations and other pertinent activities that may have an impact on management and employees. Provides technical guidance and assistance in the development and implementation of benefit program changes and open seasons. Determines entitlement to retirement annuities, eligibility for continuation of life and health insurance. Provides technical advice to personnel on a variety of programs such as health and life insurance and Thrift Savings Plan (TSP). Provides initial overview to new employees on the benefit programs available to them.Provides technical advice to personnel on programs such as the Mass Transit, Reasonable Accommodations (RA), Telework, Uniformed Services Employment and Reemployment Act, military, or civilian deposits for CSRS/FERS, disability benefits, Light Duty Program, and Workers Compensation Program. Develop and process termination memorandums. Compose termination memorandums (30-day notice) in compliance with formats contained in the correspondence regulation for non-retention, mandatory removal date (MRD), mandatory separation date (MSD), medical disqualification, age 60, etc. Monitors and ensures the Federal Employees Compensation Act (FECA) program is properly publicized and supervisors are provided the appropriate guidelines for use of the program. Ensures prompt submission of claims and medical documents. Works with Department of Labor (DOL), Defense Civilian Personnel Advisory Service (DCPAS), ANG/ARNG Safety Managers and supervisors to ensure payment of legitimate claims, questionable claims are reviewed and referred to DOL as appropriate and potential fraudulent claims are reported to the appropriate office for investigation. Assesses and analyzes situations to ensure minimum compensation costs are expended and light duty policies are implemented.Provides technical advice on flexibilities and appropriate use of leave issues such as Sick Leave for Family Care and Bereavement, Disabled Veterans Leave, Advanced Leave, Compensatory Time, Leave Without Pay, Absence Without Leave, Presidential Leave, Court Leave, and Military Leave. Provides technical advice on the use of the Family and Medical Leave Act, Paid Parental Leave, and Voluntary Leave Transfer Program. Interprets guidance and regulations to provide advice to management and employees on pay schedule adjustments, severance pay, back pay, debts, and compensation. Process donated leave requests within the State. Use automated system to effectively process personnel actions in accordance with the Guide to Processing Personnel Actions and local personnel systems checklists as required. Provides technical advice and assistance to employees in the availability of the Employee Benefits Information System (EBIS). Maintains the Electronic Official Personnel Files by uploading required documentation in accordance with the Guide to Personnel Recordkeeping. Provide technical advice on performance management systems, the incentive awards and suggestion programs. Develops new or modified local procedures to improve the various programs effectiveness for managers and supervisor in support of the state goals. Reviews performance standards and appraisals for regulatory compliance and analyses for trends and problem issues such as disciplinary, impact on employee morale, supervisor/managers responsibilities and legal implications. Provides coaching and counseling to managers and supervisors on performance issues such as performance improvement plans, recognition techniques and feedback on establishment of critical elements and standards. Participates as strategic partner to resolve performance problems. Ensures employees and management's due process rights are understood and procedures are followed. Administers the Incentive Awards Program involving monetary and non-monetary recognition.

This Human Resources Specialist provides human resources management services to employees and managers within the United States Attorney's Office (USAO) in two or more functional areas of personnel.

If selected for this position, you will join a well-respected team that is responsible for providing Human Resources Specialist support in the U.S. Attorney's Office, Eastern District of New York, located in Central Islip, New York, focusing in the areas of recruitment and placement, position classification, employee relations and performance management, employee benefits, employee compensation and human resource development.

Typical work assignments will include:

• Determines effective recruitment strategies to generate well-qualified applicants;
• Provides position management advice to establish and classify positions;
• Provides training to staff on a variety of administrative and procedural matters;
• Assists employees by answering questions concerning benefits;
• Provides advice on basic pay, premium pay and leave administration laws and regulations.

This Human Resources Specialist provides human resources management services to employees and managers within the United States Attorney's Office (USAO) in two or more functional areas of personnel.

If selected for this position, you will join a well-respected team that is responsible for providing Human Resources Specialist support in the U.S. Attorney's Office, Eastern District of New York, located in Central Islip, New York, focusing in the areas of recruitment and placement, position classification, employee relations and performance management, employee benefits, employee compensation and human resource development.

Typical work assignments will include:

• Determines effective recruitment strategies to generate well-qualified applicants;
• Provides position management advice to establish and classify positions;
• Provides training to staff on a variety of administrative and procedural matters;
• Assists employees by answering questions concerning benefits;
• Provides advice on basic pay, premium pay and leave administration laws and regulations.

THIS IS A T5 EXCEPTED SERVICE, TEMPORARY POSITION NOT TO EXCEED ONE YEAR

Selectee may be non-competitively extended up to 4 years if/when funding becomes available.

The primary purpose of the HUMAN RESOURCES ASSISTANT (MILITARY), GS-0203-7, is to is to assist a higher graded specialist in researching/studying/analyzing and administering all aspects of the assigned function(s). Performs duties in one or more program areas as described below. Incumbent identifies the scope or nature of a situation and determines the need for and obtains additional information through research of pertinent records, identifying trends and patterns, and/or review of technical reference material in order to resolve problems or controversies pertaining to human resources matters.

• Provides assistance in administering and managing the enlisted retention program. Provides procedural guidance to commanders, supervisors, and staff members on the Weight Management Program (WMP). Provides advice and assistance to commander and staff on various Career Enhancement programs.
• Participates in development of procedures and establishment of policy for building, updating, auditing, and for accountability and disposition of automated and manual records. Ensures records are accurately maintained and updated. Compiles reports and statistical information regarding various programs.
• Prepares reports on strength accountability and provides statistics to senior staff on projected and actual losses. Provides manpower data to commanders and assists them with problem areas. Maintains suspense and updates duty status and deployment availability codes.
• Participates in analysis and subsequent determinations regarding personnel matters that may affect Active Guard Reserve (AGRs), traditional reservists, and/or family members. Participates in staff visits and trains personnel within the unit on Personnel Readiness programs for which they are responsible. Participates in preparation of and presents periodic briefings/orientations on mobilization procedures to commanders required to support deployments.

The position resides within the infrastructure and support functions of the state National Guard; the incumbent is not subject to mobilization, nor is the work described part of the military mission; and the incumbent does not perform a key advisory or essential administrative role that is inherently military. In addition, the position must meet one of the following: It does not have a comparable military function; the position is required in full-time (civilian) role when the organization, or similar military position, is mobilized to perform continuing post-mobilization functions; or the position requires a skill or competency that necessitates technical expertise or professional qualifications that cannot be readily found in the military structure of the state military force.

May make additional selections within 90 days of eligible(s) issuance.

1. Responsible for Flight Services, obtaining flight clearances, and validating required Flight Crew Information File (FCIF) and other Go-no-Go pre-flight data.
2. Provides technical guidance and expertise in the scheduling of the flying unit Special Use Airspace (SUA).
3. Monitors substantiating personnel listings, independently determines the status of incoming/outgoing Personnel in Change of Station (PCS), Separation/Retirement, and Temporary Duty (TDY) status, and performs a wide-range of aviation management duties.
4. Manages aviation resource programs, utilizing Ad-Hoc reports and the Centralized AF ARMS systems; monitors the resources and training requirements for mission accomplishment and safety of flight.

• Serve as a Human Resources Specialist in an Army Reserve Battalion or equivalent size unit.
• Conduct analysis of records for appropriate documentation and adherence to Army and United States Army Reserve Command (USARC) requirements.
• Identify program deficiencies and make recommendations for resolution.
• Review and process military personnel records and actions through various automated systems.
• Monitor compliance with regulations, personnel readiness, and assists in review of unit status reports.
• Provide guidance to supported units on administrative aspects of military personnel management programs.
• Develop unit administrative actions, such as military correspondence, reports, military orders and personnel actions.
• Prepare briefings to provide management concerning the status of military personnel actions and program requirements and for use in the decision making process.

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.

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.

• Provides state leadership for the development, improvement, and maintenance of technical data, standards, guides, and manuals related to resource conservation planning, biology, recreation, plant technology, and resource development.
• Provides guidance and direction for the use of automated programs such as: Customer Service Toolkit, nutrient management planning, erosion prediction, grazing lands spatial analysis took, energy tools, and soil tillage intensity rating.
• Serves as a consultant and adviser to the State Conservationist and staff in developing state policy concerning resource conservation planning, management practice implementation and vegetative phases of conservation programs.
• Provides supervision to staff, which may include Rangeland Management Specialists, Agronomists, Foresters, Biologists and Soil Conservationist.
• Provide overall leadership of program activities, making work assignments, evaluating performance, interviewing candidates and making selections; determines training needs for direct reports and provides training to NRCS personnel.
• Serve as Chair of the State Technical Guide Committee. Represents NRCS on state and federal committees that set data standards and warehouse data.
• Develops and maintains close working relations with resource conservation planning, plant sciences, environment-related agencies and other natural resource related agencies and organizations in the state.
• Helps keep conservation district officials informed of NRCS programs in resource conservation planning and serves as primary POC with groups such as colleges and universities and other organizations to address their technical issues.

• Provide expertise concerning a comprehensive HR program, including position classification, staffing and placement, DCIPS performance management and recognition, employee development, employee relations, and benefits programs.
• Apply expert knowledge of HR policy, laws, guidance, and regulations to provide authoritative advice and recommendations in managing and supporting worldwide staffing and recruiting activities.
• Serve as staff advisor and provide oversight for the civilian human resources management program planning, evaluating, and inspection effort of the command.
• Advise command, AFSC and MICECP program leadership, and subordinate commanders and staff heads on civilian human resources programs, policies, processes, and practices.