Total 3 software architect job vacancies in Human Resources category in The United States of America

Unit Code: BGSJ/HRL

Exciting Internship Opportunity at Bosch Japan!
Join a global leader and dynamic team, where you'll gain practical, hands-on experience through a mix of daily operations and projects. Your tasks will include:

• Organizing onboarding sessions for new hires
• Supporting payroll-related data management
• Updating regulations, revising process flows, and preparing documentation
• Gaining foundational HR knowledge within the Japanese context

The individual selected for this position will perform the following duties:

• Independently performs human resources management liaison and advisory services. 
• Reviews current policies or develops new initiatives related to various Human Resources program areas and human resources information systems (HRIS) projects with issues that contain complicated elements, such as new regulatory requirements or management improvement initiatives.
• Prepares standardized and specialized personnel and payroll data, information and reports from National Finance Center (NFC) and other databases to facilitate personnel operations and services.
• Creates standard operating procedures and instructional guidance for payroll processes and timekeeping systems.
• Serves as the agency technical expert on implementing and administering compensation programs.
• Plans, coordinates and conducts special studies of compensation policies, issues and practices, such as locality pay rates, premium pay use, special salary rates and annual pay adjustments.
• Serves as payroll expert on implementing agency reorganizations by establishing new organization structures, updating positions and processing realignments via mass submission to NFC via FESI file.
• Handles special projects and assignments relative to inquiries of the payroll/human resources processing system.
• Oversees and serves as the AOC's Voluntary Leave Bank and Voluntary Leave Transfer Program Coordinator.
• Manages the Payroll portion of Military Service Deposit and Workers Compensation Leave buybacks.
• Serves as the expert in proposed pay and leave legislation and AOC compensation policies and programs.
• Processes personnel actions that update the Personnel Position Control Run Report and the Electronic Official Personnel File (EOPF).

The position is in the Architect of the Capitol (AOC), Office of the Chief Administrative Officer (CAO), Human Capital Management Division (HCMD), Classification and Compensation. The incumbent's work involves analyzing, interpreting, developing, and/or implementing pertinent laws, regulations, policies, and/or guidance involving subject matter areas within compensation administration (developing compensation policies) and advising management on the use of compensation flexibilities to help recruit, manage and retain employees.

The duties include:

Compensation Management (60%)

Oversees compensation function for all General Schedule and Wage Grade positions. 

Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range. Makes appropriate recommendations regarding the Agency’s wage grade pay structure.

Research compensation trends and conducts salary surveys to advise managers and leadership of the impact on AOC positions. Provide subject matter expertise on setting pay and advise management on the use of pay flexibilities to help recruit, manage and retain employees.  Benchmarks jobs against market-based compensation survey data to determine competitive compensation ranges for each position.

Performs compensation work that involves analyzing, interpreting, developing, and/or implementing laws, regulations, policies and/or guidance.  Designs and prepare reports summarizing job and compensation analysis; uses spreadsheet and data analysis techniques to assess results and market trends.  

Provides technical expertise and support services to all jurisdictions through the development, negotiation, communication, and administration of compensation consistent with the Agency’s goals.

Responds to inquiries involving pay administration and other compensation issues of employees for problem resolution of pay disparities and other inquiries and concerns in a timely manner.

Assumes responsibility for self-development by keeping abreast of current research, trends and best practices, and laws and regulations and remain current with the technology being utilized within the Agency and the field of employee compensation.

Compensation Advisory Services (30%)
Conducts market studies to collect compensation data to ensure salaries are competitive and equitable based on industry standards. Provide salary and compensation recommendations to managers and AOC Leadership.

Advises management on applicable state and federal employment regulations and compensation policies.

Provides expert advisory service and/or authoritative policy interpretations on complex, controversial or unprecedented compensation issues.

Provides compensation and position management advisory services to management involving position classification audits.

Prepares salary histories as requested.

Position Classification Administration (10%)
Provides backup support to establish and fill positions by updating the position descriptions to reflect current requirements. Perform fact-finding audits and supervisory consultations to accurately describe positions, complete the evaluations and classify the positions.

Assists with advisory services related to the impact of proposed reorganizations, and where appropriate, recommends alternative position management structures.

Assists with providing information on organizational alignment and supervisory ratios.