Total 96 Human Resources job vacancies in Eglin AFB, Florida

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.

• Receives, reviews, and analyzes recruitment requests and supporting documentation from serviced organizations.
• Codes and reviews all types of complex personnel actions.
• Participates in special initiatives, studies and projects, and affirmative employment activities.
• Performs a full range of staffing advisory services to organizations serviced.

This Human Resources Specialist position is located Orlando International Airport (MCO), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Applying employee relations principles, practices, legal and regulatory requirements, and analytical skills sufficient to advise management about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems.
• Providing advice and assistance to management regarding appropriate disciplinary and adverse actions.
• Identifying and seeking guidance on fitness for duty and Family and Medical Leave Act (FMLA) issues.
• Applying knowledge of guidance, policies, principles, and practices related to employee conduct, performance, and dispute resolution.
• Analyzing a variety of employee conduct and performance-based problems.
• Providing ongoing HR services to managers and employees including initiating, tracking, and following up on cases and actions to ensure timely completion and regulatory compliance, and resolving recurring case specific problems or issues independently when applicable guidelines are available.
• Serving as the resident HR consultant by providing guidance on HR matters; responding to routine HR inquiry actions; ensuring compliance with applicable laws, regulations, and policies, and consistency with merit system principles; communicating changes to HR procedures and policies.
• Undertaking extensive research and analysis and coordinating with OHC senior specialist to ensure the most recent guidance is applied when making technical decisions or advising managers, staff, and employees.
• Providing guidance to junior staff as appropriate to accomplish work.
• Identifying and proposing technically sound and administratively compliant solutions to a range of recurring issues that require considerable judgment to ensure that recommendations and approaches that best meet operational needs.

As a HR SPEC (MIL), GS-0201-09, you will perform the below duties:

1. Serves as advisor to commanders on assigned unit human resources (HR) programs. Interprets policy and provides procedural guidance to commanders, supervisors, and staff members. Provides guidance and assistance on unit program(s) for which responsible. Provides training to supervisors on all military human resources issues. Analyzes data and subsequent determinations regarding any number of human resources matters that may involve or affect AGRs, drill status guardsmen, and/or family members. Advises supervisors or managers within unit when actions may affect productivity or mission. Conducts staff visits and trains personnel (AGRs), traditional drill status guardsmen, supervisors, managers, etc.) within the unit in all programs for which responsible. Conducts periodic briefings for staff, commanders, and administrative personnel to promote a full understanding of all aspects of the assigned program(s). Provides commanders, supervisors, and the MPF staff with a variety statistical data report pertaining to military HR issues to assist in HR management decisions. Accomplishes/oversees the accomplishment of technical support work in each of the functional areas within this program area. Incumbent has responsibility/accountability for assigned program accomplishment personally and through subordinate full-time technicians and/or drill status guardsmen when assigned.
2. Plans, directs, controls and provides advisory services on all aspects of the Career Enhancement program for both Active Guard Reserve (AGR), unit drill status guardsmen, full time technicians and potential members. Develops internal policies and procedures governing administration of the following programs: Officer Performance Report/Enlisted Performance Report (OPR/EPR), and officer, enlisted promotions and enlisted demotions. Monitors monthly reports on performance raters and changes of raters to maintain an accurate record. Provides administrative control, management, development and advisory service for military awards and decorations. Reviews Line of Duty (LOD) determinations for administrative accuracy, tracks progress and initiates incapacitation pay requests (if applicable). Manages and provides guidance and technical expertise of various special programs to include Deserving Airman Promotion Program, Reserve Officers Personnel Management Program, Exceptional Promotion Program, and Extensions/Reenlistment Program. Administers the test program, which includes the Air Force Officer Qualifying Test (AFOQT), Defense Language Aptitude Battery Test (DLAB), Defense Language Proficiency Test (DLPT), and Air Force Classification Test (AFCT). Monitors the Weight and Body Fat Management Program to ensure compliance with regulatory and legal requirements and conducts staff assistant visits.
3. Plans, directs, and controls all aspects of the Customer Service Program. Manages the Air Force Personnel Records System. Develops procedures and establishes policy for building, updating, auditing, and accountability of and disposition of automated and manual records. Monitors the maintenance and security of the Unit Personnel Record Group (UPRG) ensuring content meets regulatory requirements and are safeguarded. Manages the Point Credit Accounting and Reporting System (PCARS) program. Is the focal point within the MPF for various entitlement programs (i.e., TRICARE medical/dental, Survivors Benefit Plan, Thrift Savings Plan (TSP), Family Care Program, etc). Provides assistance and information on active duty benefits for AGR members. Monitors and provides technical guidance to workers performing counseling regarding the Servicemen Group Life Insurance (SGLI) benefits. Responsible for oversight, verification, authorization of identification (ID) cards for all branch service members, retired members, and enrollment of eligible family members in Defense Enrollment Eligibility Reporting System (DEERS). Administers the Casualty Service Program and serves as technical advisor, and as the Casualty Assistance Representative (CAR). Provides casualty assistance (at locations without established Casualty Service work centers) according to governing directives. Serves as focal point for entire organization concerning Privacy Act matters, military dress and appearance policy and procedures. Maintains and ensures Records of Emergency Data forms are accomplished.
4. Plans, directs, and controls all aspects of the human resources employment program. Responsible for the development of internal policies and procedures governing administration of Personnel Employment programs to include inbound assignment for officer and airmen personnel; certification of military qualifications and assignment eligibility for AGRs, traditional drill status guardsmen applicants; and in-processing of personnel.
5. Performs other duties as assigned.

• Administers and manages the NAF HR programs.
• Provides expert advice, guidance, and recommendations on labor relations and employee relations issues.
• Plans and administers the NAF Position Classification and Wage Administration programs.
• Oversees and performs work involving the administration of the NAF Affirmative Employment Program and assures the integrity of NAF Personnel Systems.
• Conducts and oversees NAF employee training and development requirements.
• Performs first level supervisory personnel management responsibilities.

• Conduct studies and surveys for the command to provide recommendations on workforce planning.
• Utilize manpower standards to determine staffing levels.
• Analyze workload statistics to make recommendations to improve the efficiency and effectiveness of program operations.
• Conduct manpower studies and surveys to analyze various Human Resources Management and manpower related functions.
• Provide justification to supervisor on acceptance or denial of requests to include recommendation on amount of special salary to be granted.
• Provide advice and guidance to managers and supervisors on issues relevant to human resources and workforce planning, surveys, and results.
• Correspond with candidates regarding interviews, openings, and various other questions about positions.

Continued from Summary...
(Title 10, Sections 1370, 1448, 8911, 8914, 12731, and 12741), policy, and regulation (AFI 36-3203, AFI 36-3209, DoDI 1200.15, DoDI 1215.07, Dod FMR 7000.14-R).
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DUTIES:

1. Reviews, analyzes and evaluates any aspect of retirement cases to ascertain the proper law, rule or regulation applicable (10 U.S.C., Sections 8911 and 8914 for active duty, Section 12731 for Reserve retirements including reduced retired pay age eligibility and issuance of the legally binding written notification of eligibility for Reserve retired pay, and Section 12741 for choice/conversion between active duty and Reserve retirements, DoD Instructions, Air Force Instructions and the Joint Travel Regulation) and required course(s) of action based on nature of the case.
2. Provides advisory, technical assistance, procedural guidance, and recommendations regarding retirement applications and inquiries.
3. Applies in-depth knowledge and understanding to use, manipulate, and apply various functions of the Military Personnel Data System (MilPDS) and Defense Finance and Accounting Service-Cleveland (DFAS-CL) pay system in order to input transactions and analyze output products used to control, assess, evaluate, track, approve/disapprove, and communicate transaction status information as relates to the total retirement process.
4. Maintains a database as required for all retirements and case files of other processes pertaining to retirements that require processing beyond those approvable without intervention in software systems, such as, but not limited to, cases forwarded to the various offices within SAF, as requiring waiver or exceptions to policy, cases of personnel placed on medical or admin hold, and cases of nonstandard or unusual situations.

As a Human Resources Assistant (Military), GS-0203-07, you will plan, organize, and administer the military personnel program for the organization. Serves as the technical expert on a variety of administrative matters (e.g. format for directives and standing operating procedures, general office procedures, filing systems, reference libraries, etc.). Provide authoritative advice and guidance to the commander and his staff pertaining to military personnel administration. Keeps abreast and ensures the implementation of new policy statements, regulations and directives issued by higher headquarters concerning personnel and administrative activities. Develop guidelines and operational procedures to implement changes to policies and programs directed by higher headquarters. Researches and resolves the most difficult military personnel problems and questions, including those where regulation is only partially relevant or is incomplete.

As a HUMAN RESOURCES ASSISTANT (MILITARY) (TITLE 32), GS-0203-5/7, you will serve as a final reviewer and/or processor of actions, which may include but are not limited to: accessions, discharges/separations, promotions, awards, reductions, transfers, boards, Non-Commissioned Officer Evaluation Reports (NCOERs), Office Evaluation Reports (OERs), promotion eligibility, Simultaneous Membership Program (SMP), discharges, waivers, award/withdraw, Military Occupational Specialty (MOS), retirement eligibility, iPERMS, RCAS, eMILPO, SIDPERS, DJMS, DMDC, CAC Automation,TAPDB-G, DSRO, and any additional or emerging systems that support personnel management and actions that affect eligibility of educational or incentive benefits as well as sensitive, complex cases, which involve: Allegations of inequitable, prejudiced, or similar treatment (e.g. issues of fraudulent enlistment or assignment; removal of military member from active or inactive status). Cases have major effects on career or service as they may result in unfavorable career separation or loss of status. Performs final review on file prior to review and action by a board, action officer, or others and ensures that all levels of legal, medical, and administrative review have been completed. Summarizes salient facts and issues; analyzes case information; outlines options; and recommends appropriate action. Ensures that regulatory requirements related to the specific action are met. Participates in SRP and command inspection program. Identifies gaps or inconsistencies in records and initiates action or interviews personnel to obtain needed data. Participates in unit Soldier Readiness Processing (SRP) for those units whose service members are being mobilized to active duty. Performs personnel and administrative actions related to deployment manning documents. Supports reorganization/activation/deactivation. Reviews and processes requests for retention beyond mandatory removal date and evaluation reports.

This Supervisory Human Resources Specialist position is located Miami International Airport (MIA), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Functions as the airport subject matter expert (SME) on human capital core functions to ensure compliance with the Office of Human Capital (OHC) directives, policies, guidance, procedures and requirements.
• Provides advice and guidance to junior specialists, professionals, managers, employees and external representatives to resolve problems not always susceptible to treatment by standards.
• Identifies and proposes solutions to complex issues and concerns where previous studies and established techniques require modification and adaptation.
• Reviews policies and precedents in order to make a recommendation for applying them to sensitive or controversial cases or problems.
• Conducts research and evaluates options for use in implementing OHC programs and policies.
• Uses human resources expertise to recommend best option and coordinate or direct program/policy implementation.
• Advises management regarding current policies and procedures.
• Provides sound interpretation and guidance regarding the application of HR related policies and procedures.
• Manages allocated resources (staff, budget, equipment, etc.) to accomplish work and objectives of the component, program or project. Requests additional resources, as necessary.
• Contributes to the planning process for budgetary, equipment/supplies and human resources needs, as assigned.
• Applies expert knowledge of the technical aspects of the work directed (employee relations principles and practices, appeals and grievance processes, OWCP, position management, staffing, human resources concepts, and best practices) using knowledge of case laws (MSPB) and precedents, government regulations, executive orders and agency rules.
• Serves as the Employee Relations and OWCP consultant to the FSD and other management members; coordinates with other HR functions; and analyzes and works to resolve particularly complex and sensitive problems and issues.
• Provides advice and assistance to management regarding appropriate disciplinary and adverse actions. Identifies and provides guidance on fitness for duty and FMLA issues.

This Human Resources Specialist position is located Orlando International Airport (MCO), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Applying employee relations principles, practices, legal and regulatory requirements, and analytical skills sufficient to advise management about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems.
• Providing advice and assistance to management regarding appropriate disciplinary and adverse actions.
• Identifying and seeking guidance on fitness for duty and Family and Medical Leave Act (FMLA) issues.
• Applying knowledge of guidance, policies, principles, and practices related to employee conduct, performance, and dispute resolution.
• Analyzing a variety of employee conduct and performance-based problems.
• Providing ongoing HR services to managers and employees including initiating, tracking, and following up on cases and actions to ensure timely completion and regulatory compliance, and resolving recurring case specific problems or issues independently when applicable guidelines are available.
• Serving as the resident HR consultant by providing guidance on HR matters; responding to routine HR inquiry actions; ensuring compliance with applicable laws, regulations, and policies, and consistency with merit system principles; communicating changes to HR procedures and policies.
• Undertaking extensive research and analysis and coordinating with OHC senior specialist to ensure the most recent guidance is applied when making technical decisions or advising managers, staff, and employees.
• Providing guidance to junior staff as appropriate to accomplish work.
• Identifying and proposing technically sound and administratively compliant solutions to a range of recurring issues that require considerable judgment to ensure that recommendations and approaches that best meet operational needs.

Assists the Human Resources Officer (HRO) in the performance of technical and management advisory personnel functions of the NAF Personnel Program. Serves as the focal point for the automated NAF personnel data system for transaction problems and error resolutions. Maintains surveillance of automated system processing through regular system queries and quality control products. Provides technical advice to lower-graded Human Resources Assistants concerning processing of personnel actions and associated system error situations. Provides management with position control registers and other automated personnel statistical documents/reports. Provides limited management advisory services in matters related to staffing, affirmative employment,employee relations, and classification. Assists the HRO with disciplinary actions, adverse actions, and grievances. Analyzes, evaluates, and classifies non-controversial positions in a variety of occupational groups. Conducts position reviews; performs desk audits; determines and assigns correct pay category, occupational series, title, grade level, Fair Labor Standards Act (FLSA)designations; and prepares required evaluation statements. Provides advice and assistance to managers and employees on basic pay, overtime or leave entitlement questions or problems. Advises managers and employees about relatively common issues or problems such as routine leave or attendance questions or disputes. Researches and resolves problems in the administration of the employee benefit program. Participates in planning and conducting the local NAF wage survey IAW regulatory guidance. May serve as Chairman/Co-Chairman of the NAF Locality Wage Survey Committee. Assists with all security requirements for NAF employment such as initiate background checks, suitability, etc. Performs other related duties as required.

If interested in applying for this position you may preview the online application: https://apply.usastaffing.gov/ViewQuestionnaire/12621290

• Provides customer support solutions to inquiries on the full range of complex staffing issues. Primary organizational focal point for technical guidance as well as seasoned consultative advisory services throughout the AF.
• Provides recruitment and placement services to complex and dynamic organizations. These organizations require a wide range of professional, scientific, administrative, and highly technical positions. Positions are frequently high-grade or in emerging or rapidly changing technical fields.

1. Plans, organizes, and directs the activities of Service Verification Branch, ensuring that Separations and Service Verification complies with legal and regulatory requirements and meets customer needs.
2. Exercises supervisory personnel management responsibilities.
3. Represents HQ ARPC/DPTSSC, Service Verification Section, with a variety of installation and functional area organizations.
4. Provides expert advice and guidance on Separations and Service Verification.
5. Provides management advisory services and technical expertise on Service Verification.

• Applies an extensive body of human resources (HR) rules, procedures, and operations sufficient to provide unit personnel support services.
• Uses guidelines that have gaps in specificity and are not applicable to all work situations to manage, prepare, and maintain documentation concerning reservists' participation.
• Assists in planning and monitoring manpower resource requirements and ensuring systems are synchronized.
• Serves as the organizational point of contact and liaison with the force support flight/squadron on military and civilian personnel issues.