Total 489 human resources job vacancies in Spokane Valley, Washington

As a/an Human Resources Specialist (Executive Resources), you will:

• Coordinate with Treasury bureaus, senior Treasury officials, and OPM to place individuals in Senior Executive Service (SES) and Senior-Level (SL) positions, and effect political appointments (e.g., non-career SES, Schedule C and PAS) in accordance with statute, OPM regulations, and Departmental policy.
• Oversee Department's SES Candidate Development Program, providing guidance on requirements and processes to executive resources contacts and monitoring bureau activity for compliance with OPM rules and Treasury's approved policy.
• Manage Department's allocation of Federal Executive Institute (FEI) training slots, coordinating with bureaus on training needs, available sessions, and scheduling. Serve as point of contact for FEI and as liaison with bureaus.
• Maintain awareness of regulatory, legislative and OPM policy changes, analyze proposals and issuances, and evaluate potential impact on executive resource programs.
• Provide advice to high-level Treasury management officials and bureau executive resources contacts on executive resources problems and matters. Brief bureau executive resources contacts, senior managers and Departmental officials on key issues.

If selected for this position, you will join a well-respected team that is responsible for a full range of Human Resources duties. Typical work assignments will include:

• Processing and preparing personnel actions.
• Providing guidance on and administration of benefits programs.
• Advising management on Human Resources topics.
• Performing position analysis.
• Overseeing the performance management process.
• Administering pay and leave programs.
• Identifying training and development needs.

If selected for this position, you will join a well-respected team that is responsible for a full range of Human Resources duties. Typical work assignments will include:

• Processing and preparing personnel actions.
• Providing guidance on and administration of benefits programs.
• Advising management on Human Resources topics.
• Performing position analysis.
• Overseeing the performance management process.
• Administering pay and leave programs.
• Identifying training and development needs.

As the federal agency whose mission is to ensure the fair and impartial administration of justice for all Americans, the Department of Justice is committed to fostering a diverse and inclusive work environment. To build and retain a workforce that reflects the diverse experiences and perspectives of the American people, we welcome applicants from the many communities, identities, races, ethnicities, backgrounds, abilities, religions, and cultures of the United States who share our commitment to public service.

The duties and responsibilities of a Human Resources Officer, GS-0201-15 generally include, but are not limited to the following:

*Plan, develop, and direct a comprehensive human resources management program for organizations and supported components.
*Exercise full supervisory and managerial oversight of human resources functional areas, including recruitment and staffing, position classification and position management, pay administration, performance management, employee recognition, payroll, employee benefits, oversight of automated personnel information systems, employee records, and employee and labor relations.
*Receive and resolve employee complaints, effects disciplinary measures, and recommends corrective action.
*Develop long-range implementation plans for new programs, working with top management to develop management plans for the effective operation of the organization.

• Directs operations of the HR unit, including staff supervision, performance management, and process review and improvement.
• Provides oversight on all human resources management functions relating to staffing, classification, position management, performance, conduct and suitability, and timely processing of personnel actions.
• Designs and implements a comprehensive human resources management program to enhance Bureau human capital effectiveness and build organizational capability to meet Department objectives.
• Serves as principal Bureau HR advisor to WHA Officer Directors, Management Officers, and Human Resources Officers at 52 embassies and consulates across the bureau, advising all human capital functions.

If selected for this position, you will join a well-respected team that is responsible for planning, developing and implementing policies and procedures governing classification and position management, recruitment, selection, merit promotion and Delegated Examining authority and special programs in the Human Resources Sections in the Administrative Division in the United States Attorney's Office for the District of Columbia.

Typical work assignments will include:

• Reviews and develops position descriptions, preparing official cover sheet, conducts desk audits, writes reports of findings, as well as prepares and write evaluation statements.
• Prepares responses to external program review findings.
• Participates in planning and implementing reorganization requests from organizational entities throughout the agency.
• Conducts office-wide position maintenance review (PMR).
• Monitors and maintains the Master Record Number database and the Staffing Plan for non-attorney positions by working with the IT Staff and the HR Staff to ensure the internal HR database Personnel Tracking System and other related HR databases are current and accurate.
• Attends meeting with the HR team, supervisors and hiring managers to develop classification and staffing strategies.
• Ensures that all documentation is present in classification files.

As the federal agency whose mission is to ensure the fair and impartial administration of justice for all Americans, the Department of Justice is committed to fostering a diverse and inclusive work environment. To build and retain a workforce that reflects the diverse experiences and perspectives of the American people, we welcome applicants from the many communities, identities, races, ethnicities, backgrounds, abilities, religions, and cultures of the United States who share our commitment to public service.

The Human Resources Specialist position is located in the Civil Rights Division's (Division) Administrative Management Section, Office of Human Resources and Security. If selected, your typical duties may include:

• Providing technical support and training to timekeepers and employees on the use of the Department's timekeeping system (currently, webTA).
• Serving as the supervisors' and timekeepers' POC and authority for resolving procedural problems related to the completion and submission of time and attendance.
• Serving as the primary POC for payroll related matters, researching and analyzing individual cases to determine the appropriate solution to pay problems, and providing information and initiating corrective actions with the National Finance Center (NFC).
• Reviewing, verifying, and processing a variety of payroll documents impacting pay, electronic funds transfer (EFT) payroll deposits, leave, taxes, benefits and other deductions.
• Serving as the liaison with NFC and the Department's Financial Systems Payroll Systems Group in dealing with issues associated with NFC's payroll/personnel systems interface and departmental processing procedures.
• Serving as the NFC Agency Security Officer and system administrator for other payroll/personnel systems including WebTA, eOPF, and USA Staffing.
• Preparing correspondence on sensitive, complex, or highly contested case matters and retirement determinations.
• Counseling and advising Division employees on benefit entitlements.
• Advising managers and employees on leave-related policies and work life programs.
• Managing the Division's performance management program and serving as the Division's Performance Management Program's super-user and trainer.
• Performing other duties as assigned.

If selected for this position, you will join a well-respected team that is responsible for planning, developing and implementing policies and procedures governing classification and position management, recruitment, selection, merit promotion and Delegated Examining authority and special programs in the Human Resources Section of the Administrative Division in the United States Attorney's Office for the District of Columbia.

Typical work assignments will include:

• Reviews and develops position descriptions, preparing official cover sheet, conducts desk audits, writes reports of findings, as well as prepares and write evaluation statements.
• Prepares responses to external program review findings.
• Participates in planning and implementing reorganization requests from organizational entities throughout the agency.
• Conducts office-wide position maintenance review (PMR).
• Monitors and maintains the Master Record Number database and the Staffing Plan for non-attorney positions by working with the IT Staff and the HR Staff to ensure the internal HR database Personnel Tracking System and other related HR databases are current and accurate.
• Attends meeting with the HR team, supervisors and hiring managers to develop classification and staffing strategies.
• Ensures that all documentation is present in classification files.

• Executes a broad range of Human Resources (HR) programs for both Civil Service and Foreign Service, with a particular focus on staffing, classification, performance management, position management, awards, and employee relations.
• Serves as a Client Bureau Liaison (CBL), executing an array of HR operations for the L and H bureaus. Provides consultative, operational, and policy advice and services to managers for a variety of HR activities.
• Develops, drafts, maintains, and analyzes the effectiveness of a broad range of Bureau-specific HR policies and procedures (e.g. Alternate Work Schedules, telework agreements, staffing, training, career development, resource management).
• Serves as an employee and management counselor for various Civil and Foreign Service issues (e.g. promotions, assignments, retirement, evaluation reports, working conditions, equal employment opportunity (EEO), and supervision).
• Coordinates with the awards committees from each bureau to ensure awards are reviewed, approved, and processed in accordance with Department guidelines, providing Foreign Affairs Manual (FAM) and Title 5 guidance, as appropriate.

• At the GS-11 level, the incumbent performs essentially the same duties as outlined; however, the scope and complexity of assignments are of less responsibility and independence and receives closer supervision than the full performance level (GS-12).
• Develops CS and FS staffing requirements in order to plan for annual staffing needs, attrition, new position requirements and ensures the bureau remains within its employment and position ceilings and best utilization of staff and resources.
• Advises managers and the Executive Director on conventional issues related to the most beneficial, office specific, approaches to follow in the staffing process relating to recruitment strategies, sources, special programs, and staffing actions.
• Coordinates and monitors HR issues between bureau, employees, HR Service Provider, and/or the HR Service Center relating to staffing, employee relations, position classification, pay, benefits, and technical processing of personnel actions.
• Evaluates and analyzes policies, procedures, and regulations; provides information concerning new or revised policies to client Bureau employees regarding CS and FS systems.

• Serves as a technical expert and provides authoritative advisory services throughout the Department pertaining to position classification and position management to Civil Service and Domestic Foreign Service managers, supervisors, and employees.
• Interprets and influences the development of departmental guidance for position classification and position management; evaluates and re-engineers classification applications and processes to improve the effectiveness of program delivery.
• Assists managers, supervisors, and HR staff with developing position descriptions. Provides technical advice to staff so they may gain a thorough and comprehensive understanding of classification principles and concepts.
• Receives delegation of authority to classify General Schedule positions description using the Automated Classification and Recruitment System (ACRS) in conjunction with the Global Employment Management System (GEMS).
• Coordinates with bureaus to research position structures, conduct on-site or Video Teleconference audits requested by managers, supervisors, or employees, completes studies for reorganizations, and executes applications of classification standards.

The United States Holocaust Memorial Museum is a federally chartered, nonpartisan institution that was created by the US Congress to serve as America’s national memorial to the victims of the Holocaust and an educational institution dedicated to the history and lessons of the Holocaust. The Museum seeks to educate Americans from all 50 states and all walks of life as well as international audiences. The Museum has three areas of expertise: Holocaust remembrance, Holocaust scholarship and education, and genocide prevention.

In carrying out its important memorial and educational mission, the Museum is guided by its institutional values for our workplace: Honor the memory of the victims; carry out our work with dignity, humility, integrity and respect for others; and strive for excellence through teamwork, rigor, and a culture of continuous learning. Consistent respect for others is the foundation for trust, collegiality and inclusion.

Duties include:

Processing personnel actions per the OPM Guide to Processing Personnel Actions including, but not limited to, appointments, separations, promotions, reassignments, transfers, etc. The personnel actions are reviewed for accuracy, adequacy of supporting documentation, and existence of administrative approvals. Working with Human Resource Specialists and team members to acquire and/or complete missing items and resolve discrepancies.

Using FPPS to process personnel actions and generate reports. This includes capturing, reviewing, and recording essential employee data elements needed for employee entitlement and pay determinations, aggregate analysis, reporting, and personnel action processing (i.e., service computation date, veteran’s preference, tenure code, etc.), and resolving any questionable data by conferring with HR Specialists after researching OPM guidelines (i.e., Guide to Personnel Data Standards, Guide to Processing Personnel Actions, etc.) and automated systems guidelines (i.e., the FPPS Data Dictionary, FPPS Relational Data Tables, etc.).

Conducting new employee orientation, reviewing and processing a wide variety of payroll and personnel forms such as tax forms, payroll allotments, bond deductions, Thrift Savings Plan (TSP) elections, Federal Employees Health Benefits (FEHB) elections, Federal Employees Group Life Insurance (FEGLI) elections, etc.

Managing Official Personnel Folders (OPFs), electronic as well as hard copy. Using the OPM Guide to Personnel Recordkeeping to acquire and establish employee records for new hires (transfers from other agencies, new to government, and reinstatement employees). Auditing records, merging records as necessary, and retiring records when required.

Troubleshooting and correcting errors in pay related matters and providing technical advice and assistance to employees, HR Specialists and team members regarding pay problems and procedures necessary for the correction, back-pay entitlements, or money owed based on the error.

The Supervisory Human Resources Specialist performs the following major duties:

• Supervisory and/or Managerial Responsibilities
• Employee Relations Program Planning and Management
• Labor Relations Program Planning and Management
• Performance Management
• Agency Awards Program

As a Human Resources Specialist, you will:

- Serve as a technical authority in establishing, maintaining, and monitoring effective staffing, placement, and recruitment programs, to include delegated examining, merit promotion, and special appointing authorities in both the competitive and excepted Federal service.
- Serve as a technical expert on reduction in force, and priority placement programs such as the Re-employed Priority List Program, Career Transition Assistance Program, and the Interagency Career Transition Assistance program, etc.
- Provide leadership and expert advice to both Headquarters and field facilities as well as other agencies through collaborative networks.
- Lead or participate in the development and maintenance of Treasury policy and other issuances, operating guidance, training materials, marketing strategy, etc., in connection with assigned program areas and/or projects.
- Identify need for data and, independently or in collaboration with others, design reports that pull data from various IT sources to create meaningful data analysis to drive decision making.