Total 161 Human Resources job vacancies in Fort Belvoir, Virginia

• You will troubleshoot user problems within a digital record system and take corrective action or coordinate resolution with appropriate personnel.
• You will manage users access accounts for a digital record system.
• You will manage the Records Management Unit digital record system help desk. Receive, respond to, and ensure resolution of all types of help desk calls.
• You will make updates to the Records Management Unit (MMPB-22) webpage using WordPress.
• You will be required to maintain the SharePoint site for retaining temporary records, standards operations procedures and storing inactive records in accordance with internal policies and legal requirements.

• You will provide expert advise and counsel on performance evaluation appeals.
• You will provide briefings, point papers, and other informational material to all level of HQMC and the Department of the Navy, DoD, on issues relating to these areas.
• You will evaluate all appeals for performance evaluation review.
• You will develop, initiate, and provide leadership for decision-making on a wide variety of issues, using data resident in various Marine Corps historical records.

• Oversee military and civilian personnel actions and processes; monitor manpower activities/tasks and programming of future manpower requirements; and provide overall direction to team members on personnel services to support SAF/IA mission. Advise SAF/IA on military and civilian personnel policy, federal regulations, workforce planning, staffing, hiring flexibilities, training, recognition, performance evaluation, career development, employee management relations, equal employment opportunity, and military assignments and promotion systems.
• Facilitate civilian International Affairs Career Field (IACF) policy, plans, and career field education and training. Serve as a focal point for IACF initiatives and career development programs; provide functional and technical advice concerning all aspects of the IACF.
• Provide program management for Air Force International Affairs education, training, and professional development programs. Serve as Air Force lead of required training for SC and SA personnel (other than Security Cooperation Organization personnel) assigned to positions that execute or support SC and SA duties; provide SC and SA training policy and guidance; and manage training data in the Security Cooperation Workforce Database.

• You will travel to Directorate Offices and Installations to evaluate personnel plans, programs and resource issues.
• Develop innovative personnel processes and evaluation tools through business process reviews and quality management.
• You will be responsible for the Command Well-Being program that integrates the entire spectrum of physical, mental, emotional and spiritual well-being for Soldiers and their family members on installations Army-wide.
• You will have direct oversight for the CP 50 intern program with partnerships with business and industry and other Service Departments.

• Develops and recommends performance management program goals, objectives, policies, and procedures.
• Assists in implementation of performance planning, appraisal and incentive systems.
• Provides technical advice and guidance on funding requirements.
• Provide analysis regarding aspects of financial management systems.
• Apply statutory regulatory policies, procedures, standards, and principles for use in budget preparations and operations.
• Provides funding audit trails detailing cost estimates.

• As a Student Trainee (Human Resources), the incumbent will work under closer supervision performing assignments and completing training. At the full-performance level, you will be expected to:
• Assist in utilizing a wide range of human resources practices and policies to provide human resources advisory and technical services to management.
• Perform developmental assignments in several personnel functions.
• Coordinate with organizations to ensure the accuracy of human resources related data.
• Provide prepared general information to customers regarding appropriate action officers for different functions/serviced organizations and job-seeking tools.

• Maintain the short and long-range calendars which are utilized by the division leadership team.
• Provide analysis, coordination, and disposition of suspense actions.
• Utilize automated systems to enter, maintain and retrieve organizational and/or program data.
• Prepare a variety of correspondence, reports, memoranda, military evaluation reports.

• 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.

• Performs overall planning and implementation of complex programs by analyzing various data points and mission requirements.
• Conducts a variety of briefings and reviews for senior military and civilian officials using management analysis techniques to clearly articulate alternatives and recommend solutions during the decision process.
• Serves as the principal advisor, and subject matter expert (SME), Directors, supervisors, and principal staff members on all matters and functions related to Civilian Human Resources and Human Capital Management (HCM) programs.
• Establishes program objectives driven by milestones both short and long term tied to a variety of talent management strategies
• Provide subordinates with technical direction and guidance on policy interpretation, advice and counsel on the goals of management and administrative matters.
• Advises, counsels, and instructs employees on both work and administrative matters.
• Establishes internal procedures to secure adequate control in terms of deadlines, progress reports, and directives.

• Coordinate civilian and military personnel programs with the appropriate staff.
• Provide advisory assistance to subordinate units on civilian/military personnel matters.
• Manage military and civilian human resources operations throughout the command.
• Provide technical advice to subordinate commands on personnel issues.
• Disseminate regulations, directives, and reports pertinent to military personnel.
• Analyze Human Resources programs to address problems and deficiencies.
• Identify developmental and training needs of employees.
• Assign work to subordinates based on the capabilities of employees.
• Give advice, counsel, and instruction to employees on both work and administrative matters.
• Plan staff visits with subordinate units to monitor special programs.
• Advocate as a member within the management team to negotiate union contracts.
• Articulate errors and provide recommendation of corrective actions.
• Write instructions for procedures on complex military personnel management programs.
• Prepare a wide variety of military and civilian products.
• Clarify complex civilian human resources issue via formal correspondence.

• You will oversees and orchestrates all aspects of the day-to-day operations of the Department of the Navy (DON) Civilian Benefits Center (CBC).
• You will be responsible for providing expert technical and policy expertise regarding civilian benefits programs.
• You will review, analyze and interpret regulations, directives, policies and reports pertaining to Department of the Navy (DON) civilian benefits.
• You will provide guidance to the CBC Benefits Officer, serviced commands and OCHR Headquarters staff regarding civilian benefits and retirement.
• You will develop and distribute DON-wide Benefits community marketing and communications material.
• You will develop and implement various plans of action and milestones (POAMs) for retirement and benefits and initiatives such as open season, end-of-year retirements, staff training/development and program marketing.
• You will analyzes work process to identify the need for changes in processes and shares trends and findings with CBC leadership.
• You will exercise personnel management responsibilities by planning and assigning work, setting priorities, advising employees on program goals and objectives, and making decisions on work problems.

As a Human Resources Specialist (Compensation) at the GS-0201-13 some of your typical work assignments may include:

• Serves as a senior technical authority on difficult and complex issues advising other experts on how best to resolve issues and interpret guidance applying an understanding of the DOD position.
• Gains management acceptance at all but the highest levels for implementing HR recommendations that involve establishment of precedents or new program requirements impacting DOD components.
• Reviews and evaluates new or modified legislation and regulations for their impact on existing programs. May recommend the need for legislation in assigned program areas.
• Evaluates and make recommendations concerning overall plans and proposals for complex agency HR projects impacting the accomplishment of DOD strategic directives including new interpretations and recommendations for additional policies and interpretive guidance.

This position is with the Department of Interior Office of Inspector General, Division of Human Resources in Herndon, Virginia. This office is responsible for providing Human Resources support for the Department of Interior Office of Inspector General nationwide. As a Human Resources Specialist you will be responsible for recruitment, staffing, and classification as well as performing or overseeing personnel action processing.

Major duties include:

• Conducts merit promotion and delegated examining staffing functions, including vacancy
  preparation, assessment development, job analyses, and applicant screening and certification.
• Provides consultative service regarding various recruitment/staffing, classification, and compensation management.
• Provides the full range of position management and classification functions, including identifying and justifying correct titles, series, and grades; preparing comprehensive evaluation statements; and recommending efficient organizational structures.
• Advises management about pay requirements and flexibilities, such as recruitment,
  relocation, and retention incentives; student loan repayment; superior qualifications appointments; and
  premium pay.

As an HR SPEC (Classifications) (Title 32), GS-0201-09, you will perform the below duties:

1. Reviews incoming requests for classification and personnel actions through the use of an automated personnel system. Coordinates personnel actions with the appropriate Human Resources Specialists, as necessary. Researches the requests to determine if requested positions are covered by any special provisions. Assists with or implements classification releases and related manpower changes. Creation of new position descriptions (PDs) requires additional coordination with higher level such as the National Guard Bureau (NGB). Provides guidance, advice, and review on compliance with policy and regulation and the process for new or unique requirement requests. Makes recommendations regarding appropriateness of requests to the supervisor or higher-level Classification Specialist.
2. Performs position classification and position management duties of positions covered by the State. This includes consulting with manager/supervisor on needs for the position, assisting with job analysis when needed, writing an evaluation statement, and determining the title, series, and grade of the position. Advises on classification impact when changing or creating duty assignments. Ensures position structures achieve the optimum balance between economy, efficiency, skills utilization, and employee development. Restructures positions to grades below journeyman level for staffing, trainee, and upward mobility purposes. Using appropriate classification standards prepares and classifies statements of differences and amendments to standard position descriptions as required. Responsible for maintaining full-time manning documents. Reviews and updates competitive level and Bargaining Unit codes as needed. Completes builds/corrections when necessary, ensuring the accuracy of the State's personnel organizational hierarchy within the automated personnel systems. Use automated system to effectively process personnel actions in accordance with the Guide to Processing Personnel Actions and local personnel systems checklists as required.
3. Performs quality reviews of information maintained and final products to ensure correctness of data on all documents to include automated personnel systems. Research discrepancies/rejects and works with the appropriate specialist to resolve problems. Assists in the review, preparation and publication of the state's Position Classification and Position Management and EDP/HDP plans. Assists in the review of full-time manpower requirements and documents. May participates in the wage survey process. Assists in the education of managers and supervisors relative to their position management responsibilities through formal classroom and one-on-one training.
4. Conducts periodic reviews of PDs in assigned area to ensure compliance with the Office of Personnel Management (OPM), NGB, and State requirements. Updates PDs and supporting documents, as needed. Consults with manager/supervisor as needed to ensure duties and responsibilities are up-to-date and accurate. Reviews and revises, when needed, coding for such data points on the PD cover page as cyber security, functional classification, full performance level, Fair Labor Standards Act (FLSA) designation. Research coding requirements in the Guide to Data Standards and other relevant publications and guidance to ensure data integrity. Consults with supervisor or higher graded classifier when correct determinations are especially complex. Provides advice on classification appeal procedures and furnishes evaluation reports and other required information to OPM/Department of Defense (DoD), as appropriate.
5. Conducts position reviews in assigned State. Interviews position incumbent, immediate and/or higher-level supervisor; reviews organizational information including organizational charts, mission statements, functional statements to determine organizational context of position, manpower/staffing guides; may review sample work products produced by the incumbent or go onsite to observe the incumbent at work. Writes detailed reports of findings and presents to Supervisor/higher level Classifier. Takes corrective actions based on results, when required.
6. Performs other duties as assigned.

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.