Total 5 Manager level Human Resources job vacancies in Sinking Spring - Columbia Rd

The Human Capital Program Manager:

• Is responsible for managing the development and implementation of departmental human capital and strategic workforce planning products and initiatives.
• Demonstrates strong program and project management knowledge to effectively manage and execute a diverse portfolio of programs and initiatives.
• Provides oversight and guidance to staff responsible for strategic workforce planning, student programs, corporate recruitment strategies and other departmental level initiatives.
• Exercises responsibility for developing long range strategic plans, determining the best approach to resolving program issues and competing program requirements and effectively managing budgetary resources.
• Represents and/or leads where appropriate departmental, inter-agency and governmentwide working groups.

The ideal candidate for this position is someone with significant experience in managing inter-disciplinary programs such as but not limited to human capital, corporate recruitment, organizational assessments, student programs, workforce planning, and/or strategic planning. They should have strong written and oral communication skills, strong project management and project tracking capabilities and the ability to effectively engage with senior leadership across the organization.  Additionally, the Associate Director has a responsibility to be flexible to support changing priorities and to lead staff to influence programs, as well as identify and implement new processes and practices.

The incumbent is responsible for providing direct advice and counsel to the FAA executive cadre (Assistant Administrator, Executive Directors, International Regional directors, and the Regional Administrators for all of FAA's nine regional offices) and supervisors who manage over 300 authorized positions; developing workforce plans; coordinating agency-wide policies, strategic analysis, and programs to accomplish APL and agency-wide aviation policy objectives.

Directs the work of subordinate employees for multiple programs and across multiple functions and/or disciplines within APL. Plans work to be performed by team members and assigns projects and tasks to team members. Gives advice, counsel, and instruction to team members on work assignments and meeting customer service standards. Manages the day-to-day performance of team members. Managerial duties include strategic planning, communicating the organization's vision and objectives; setting priorities; assigning tasks and responsibilities; monitoring and evaluating the performance of organizational units, managers, and employees; coaching and developing staff and organizational capabilities; approving leave; and taking or approving corrective or disciplinary actions as appropriate. Fosters a diverse, collaborative, and mutually supportive working environment.

Manages a wide range of staffing duties and functions in developing, implementing, and administering the staffing activities necessary to properly execute the organization's workforce plan and achieve management goals and objectives. Interprets agency human resource policy and implements procedures to ensure compliance across the APL organization.

Leads the execution of the organization's workforce plan. Formulates APL staffing plans and works with individual offices to develop strategies to address future workforce needs. Performs analytical, forecasting and interpretive functions associated with the management and control of resources or positions. Tracks and controls staffing for special programs.

Analyzes the workforce to predict potential workforce issues and proposes preventive actions to prepare for future staffing needs. Conducts studies of workforce attrition to develop metrics used to measure employee attrition rate and to identify anticipated vacancies; works with management to resolve attrition issues.

Coordinates, oversees, and manages the APL performance management programs. Provides effective performance management oversight and support to ensure compliance with regulations. Evaluates and provides guidance to management on performance management policies and procedures.

Applies experience and comprehensive knowledge to provide all organizational elements within APL, management advice, counsel, and assistance concerning goals, objectives, and activities connected with APL operations, administrative functions, and program/position management. Performs continuous review and analysis of existing human resource programs, procedures, and practices to determine if new or revised policies or actions are necessary by changing domestic or international requirements. Takes or recommends appropriate actions.

Performs analysis of new or proposed regulations to determine impact on, and applicability to FAA employees serving at or returning from posts in foreign areas. Advises all agency elements regarding current allowances prescribed in foreign countries and international organizations. Coordinates and/or proposes to State Department changes, as required, based on date generated by experience with the FAA overseas problems. Communicates APL policy positions and/or determines the necessity for either internal or FAA-wide procedures, directives, and guidelines.

Is responsible for overall effectiveness and coordination of APL staffing and performance management programs. Interfaces with Human Resource Management (AHR), other APL staff, FAA lines of business, other agencies and embassies.

As a Resource Manager, you will:

• Perform an in-depth rigorous analysis including reviewing, editing, and consolidating budget submissions from offices and bureaus by employing analytical techniques such as cost-benefit analysis, program trade-off, and alternative methods of funding to ensure that balance is maintained among programs and that resources are used in the most efficient manner.
• Pursue alternative additional funding for unfinanced programs, and unfunded requirements (UFRs) and conducts costs benefit analysis and economic analysis, and independent government estimates for new and ongoing projects.
• Utilize budget execution policies and procedures in order to recommend requests for reapportionments, supplemental appropriations, deferrals, and rescissions of funds.
• Advise and assist CFO and senior management with development of acquisition strategies to include preparation of performance work statements, independent government cost estimates, source selection plans, and justification documentation for office automation and professional service contracts.
• Maintain knowledge of new trends, systems, policies, and guidance including planning, programming and budget execution, and budgeting techniques to obtain timely resources to support new systems and equipment.
• Analyze new or proposed legislative actions and executive, federal regulatory guidance, policy, requirements and initiatives and assesses impact on program policies, processes, goals and objectives.
• Make formal and informal presentations outlining the history, current status, and objectives of the organization to explain policy, planning, and financial requirements for the projects.
• Serve as advisor and consultant for budget/financial management programs for each office and bureau. Provides advice and recommendations for development of short and long-range resource requirements.

This position is in the Office of the Chief Administrative Officer (OCAO), United States Capitol Police (USCP or Department).  The OCAO has central responsibility for the managerial and administrative operations for the Department.  The Chief Administrative Officer (CAO) leads the OCAO and is directly responsible for the human capital, information and technology, financial, procurement and acquisition, and general administrative services for the Department. 

The incumbent of this position serves as the Department’s Program Manager for Strategic Workforce and Human Capital Planning and reports to the CAO.  The incumbent is responsible for providing advice and guidance to top executives and managers on the impact of Department policies, proposals, and decisions on strategic human capital, workforce planning, and resource allocation.  Possesses broad and in-depth federal human capital technical expertise.   Plans, directs, and administers technical advice, assistance, and guidance to Department Bureaus and Offices on staffing strategies, resource allocation, workforce planning and modeling. This position exercises the full range of supervisory authorities and responsibilities in directing and managing the work of a subordinate staff. 

As Program Manager, the incumbent exercises delegated authorities on a regular and recurring basis.  As an expert on workforce planning, the incumbent practices a continual process used to align the needs and priorities of the organization with those of the workforce to ensure it can meet its legislative, regulatory, and service requirements and organizational objectives. This involves complex analysis and forecasting, along with  the application of statistical and operational research methods, management and organizational development theories and concepts, and human capital practices to fulfill USCP’s mandate and strategic objectives.

Analyzes and reports on the implications of alternative workforce models and out year plans, including impacts on budget formulation and execution, as well as hiring and training strategies and resource allocations. Activities involve sensitive issues, gaining the required commitment from competing interests, and fundamental changes to organizational alignment and other processes, which enhances the management of the Department’s workforce.

The Mercure Brisbane Spring Hill has a great opportunity for a full time Talent and Culture Manager. This opportunity would suit a seasoned Talent & Culture Manager looking for the exciting challenge of a hotel rebrand or an experienced Business Partner ready to step up into your first management role.

Our ideal candidate is a confident, innovative and dynamic leader, who is supportive and thrives on building human connection.

You will partner with the General Manager to:

• Oversee the entire Talent & Culture function with a hands on approach
• Develop and implement a strategic Talent and Culture plan for the Hotel
• Lead talent development
• Ensure Accor policies and internal controls are operating effectively
• Ensure WHS and risk management are compliant
• Drive community engagement to care for Country
• Oversee performance enhancement and management