Total 114 Human Resources job vacancies in Fort Eisenhower, Georgia

• Assist in the design and development of engineered devices, equipment or systems using established criteria or specifications.
• Assist in the inspection and evaluation of engineered devices, equipment or systems using established criteria.
• Identify engineering problems and recommend corrective action.
• Review technical engineering project design documents, computations, and submittals.
• Prepare technical engineering reports and studies with completeness, technical adequacy, and adherence to prescribed format of reports.

• Applying a comprehensive knowledge of and experience in all HR functional areas (i.e., staffing, classification, HR development, HR information systems, and employee and labor relations) to conduct planning and management of HR initiatives across the board.
• Making recommendations with respect to all initiatives and issues related strategic human capital planning.
• Overseeing major aspects of strategic human capital planning for the Directorate and for providing a plan for DeCA while working with the Department of Defense (DoD), the Office of Personnel Management (OPM), and other Federal agencies
  to gain information on best practices to ensure that DeCA is in alignment with the rest of DoD and the Federal government.
• Providing expert-level management HR advisory services to DeCA program managers on significant critical issues such as establishing criteria, formulating projects, assessing program effectiveness, or researching or analyzing a variety of unusual conditions, problems, or questions.
• Plan and coordinate a wide range of activities involved in researching, receiving, and providing information necessary to strategic human capital planning, the coordination of work requirements, and advising on work efforts.
• Plans, conducts, and completes studies and projects in multiple HR program areas, providing authoritative staff-level advice and services throughout DeCA as a senior HR specialist.

As a Supervisory Human Resource Specialist (Military), GS-0201-11, you will:

Exercise supervisory personnel management responsibilities. Advise and provide counsel to employees regarding policies, procedures, and directives of management. Select or recommend selection of candidates for vacancies, promotions, details, and reassignments in consideration of skills and qualifications, mission requirements, and EEO and diversity objectives. Develop, modify, and/or interpret performance standards. Explain performance expectations to employees and provide regular feedback on strengths and weaknesses. Hold employees responsible for satisfactory completion of work assignments. Appraise subordinate workers performance ensuring consistency and equity in rating techniques. Recommend awards when appropriate and approve within-grade increases. Hear and resolve employee complaints and refer serious unresolved complaints to higher level management. Initiate action to correct performance or conduct problems. Effect minor disciplinary measures such as warnings and reprimands and recommend action in more serious disciplinary matters. Prepare documentation to support actions taken. Identify employee developmental needs and provide or arrange for training (formal and on-the-job) to maintain and improve job performance. Encourage self-development. Approve master leave schedule assuring adequate coverage for peak workloads and traditional holiday vacation time. Discharge security responsibilities by ensuring education and compliance with security directives for employees with access to classified or sensitive material. Recognize and take action to correct situations posing a threat to the health or safety of subordinates. Apply EEO principles and requirements to all personnel management actions and decisions, and ensure all personnel are treated in a manner free of discrimination. Periodically review position descriptions to ensure accuracy, and the most effective utilization of personnel resources. Explain classification determinations to subordinate employees.
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Plan, organize, and direct the activities of assigned program areas, ensuring that legal and regulatory requirements are met. Develop goals and objectives that integrate organization and military human resources objectives and establish policies and procedures for accomplishment of the same. Coordinate, plan, and schedule with other organization managers and customers as appropriate. Review and provide advice on organization missions (Reorganization / Activation / Deactivation, etc.), functions, and manning of serviced units, including reorganization, activation, deactivation, and transformation. Identify, analyze, and provide recommendations to supervisor on significant issues and problems related to work accomplishment. Direct and implement military personnel programs of assignment in order to ensure highest levels of unit and personnel readiness to accomplish statewide military personnel programs. Direct, organize, and plan one or more of the following: Command Inspection and/or Operational Readiness Evaluation, DEERS/RAPIDS, iPERMS, Soldier Readiness Processing (SRP), Contingency Temporary Tour of Active Duty for Operational Support (CO-ADOS), Deployment Extension Stabilization Pay (DESP), etc.

Formulate human resources and administrative procedures and policies based on the interpretation of regulations and directives from US law, the Department of Defense (DoD), the Department of Army (DA), and the National Guard Bureau (NGB). Draft and implement State policy based on the aforementioned policies. Implement program policy from NGB in accordance with State's strategic objectives. Manage the use of funds for accounts relating to the area of assignment and require exercising proper control measures, forecasting, and developing and conducting of internal audit reviews. Oversee the creation of reports for audits and outlines any changes to be made as a result of the findings. Identify requirements and initiate requests for additional resources including personnel, overtime, equipment, supplies, and space to ensure success in meeting goals and objectives.

Coordinate, convene and/or participate in various boards which may include the following: promotions, DA Boards, awards, selective/qualitative retention boards, MOS Medical Review Board (MMRB), Incapacitation Review Boards, Medical and/or Physical evaluations, etc. Develop initial MOI, policy and guidance for implementation of board results. Establish analysis systems to ensure actions are timely and to ensure effectiveness of programs. Perform self-inspection and present detailed and comprehensive reports and recommendations with any corrective action taken to supervisor. Follows-up to ensure complete and quality resolution of discrepancies. Analyze the impact of policy, regulation, law changes, and force structure to the organization's workforce.

Perform other duties as assigned.

• Provides a full range of HR services for managers and employees; advises management and employees on complex personnel issues.
• Performs extensive technical and specialized work in the areas of staffing, pay administration, training, incentive awards, performance administration, employee benefits, portability of benefits, management employee relations and labor relations.
• Applies knowledge of regulatory compliance to address and resolve routine and complex issues requiring a thorough comprehension and experience applying and interpreting policies, regulations and directives pertaining to NAF employment.
• Monitors, directs, trains and oversees a team of lower graded HR staff when required.

• Performs a wide variety of technical support in a generalist capacity to administer the NAF Human Resources Program.
• Receives and processes a wide variety of routine and complex personnel actions.
• Coordinates with management officials to recruit for position vacancies.
• Answers general human resources questions and inquiries.
• Uses systems to track requests for personnel actions and update status of actions.

• Serve as the command representative and point of contact for external agencies regarding their audit findings and recommendations.
• Evaluate the validity of findings and recommendations identified by external audit agencies.
• Conduct in-depth research and analysis in the coordination and resolution of problems.
• Research and examine information or documents to ensure compliance with laws, regulations, or audit readiness, and to promote operational effectiveness and efficiency of programs, processes and policies.
• Apply Government Auditing Standards and a wide range of evaluation techniques (e.g., interviews, computer assisted techniques, statistical analysis and questionnaires) in gathering, documenting, and summarizing data.

• Develop and implement command policies for effective management of Information Systems.
• Provide organization with IT requirements determination/project management.
• Prepare/implement command policies and procedures.
• Provide organizational oversight of database configuration management.
• Serve as principal information systems staff advisor.

Assists in providing recruitment and placement service to NAF activities by procedurally processing a full range of personnel actions such as appointments, position and pay changes, transfers, and separations.

If interested in applying for this position you may preview the online application: https://apply.usastaffing.gov/ViewQuestionnaire/12619440

• Provides advice and consultation to the Director, Soldier and Family Assistance Center on a wide variety of military HR matters.
• Maintain current and projected unit strength data, utilizing military HR personnel databases.
• Utilize automated military HR systems such as Electronic Military Personnel Office (eMILPO) on a routine basis to determine up-to-date status on enlisted and officer records
• Serve as a Human Resources (HR) Specialist (Military) responsible for planning, monitoring, and implementing military personnel management.

• Perform support activities such as preparing reports, inputting data into personnel systems and managing correspondence for the organization.
• Provide technical services to customers or management.
• Utilize human resources automated systems to process personnel actions.
• Interpret personnel policies, standards, and guidelines to assist customers with questions.
• Devise solutions to problems associated with new program implementation.
• Review the implementation procedures of new automated systems.
• Incorporate new systems, programs or subroutines into ongoing systems operations.
• Maintain knowledge of military personnel programs such as records accountability/maintenance, personnel actions, in/out processing, reassignments, separations, etc. through individual research or liaison with higher Headquarters.
• Serve as the Automated Data Processing System Security Officer on all automation security matters.
• Communicate automated systems changes/updates to higher Headquarters.

• Provides guidance and assistance to soldiers, managers and hospital staff for all issues applicable to submission, appeal and/or removal of evaluations from the personnel data system and/or official personnel record.
• Reviews various source documents, initiates appropriate Military HR System transaction updates for various HR actions
• Provides awards and decorations guidance and direction to managers, supervisors, and hospital staff.
• Reviews various source documents, initiates appropriate Military HR System transaction updates for various HR actions.

As a Aviation Resource Management Specialist, GS-0301-09, you will:

Serve as a management analyst with responsibility to advise and correct all operational and administrative aspects of the Aviation Resource Management System. Maintain, control, and assign security levels to users to ensure security of the database. Develop and implement unique applications programs using base-level computers to meet the specific needs of the unit. Design, develops, and modifies reports using System Query Language (SQL) and ad hoc queries to provide leadership with data retrieved through selective manipulation of the database. Analyze management report products to determine program adequacy and accuracy, trends, and recommends corrective actions as required. Communicate with ARMS Working Group (AWG) and Air Force Major Command points of contact regarding ARMS updates for issues or desired changes to the system and to ensure ANG use of the ARMS program is compatible with the Air Force standards, i.e., aviation objectives, policies, plans, and concepts. Identify system related problems, their possible causes, and repairs or requests system repairs to the proper authority or DoD agencies.

Perform the following operations for an average of 100 aircrew members. Provide go-no-go reports and conducts pre-mission and post-mission reviews; record aircrew and aircraft flying hour data; determine aviation service actions for attached and assigned flying personnel as it directly affects mission accomplishment and safety of flight.

Develop database queries to assist in identification of suspense actions or actions requested by senior leadership to include promotion boards, disciplinary boards, or commander specific requirements. Develop and maintain procedures with outside agencies to validate that aircrew medical requirements are in compliance and accomplished in accordance with appropriate Department of Defense and Air Force Instruction.

Provide reports to reflect flying hours expended and impacts year end goals for Ready Aircrew Training and flying hours budget.

Advise and provide counsel to aircrew members and leadership on requirements, processes, and procedures that are in accordance with laws and regulations.

Certifies flying status in the Air National Guard Reserve Order Writing System. Reviews and compares the duty performed with flying hour documents.

Maintain, issue, and destroy classified and COMSEC material for unit and transient aircraft.
Work independently to provide aircrews with information and assistance for planning and conducting safe flight operations.
Establish shift schedule and assign personnel based on workload to ensure adequate coverage of airfield/flight serves operations. May provide back-up to the Flight Services Manager.

Research, interpret, analyze and apply Department of Defense, Air Force, Air National Guard, and Wing guidelines, policies, and regulations including Aviation Management regulations, the Aviation Career Incentive Act (ACIA) of 1989, The National Defense Authorization Act (NDAA) of 1996, Pilot Records Improvement Act of 1996, and the NDAA of 2000. Applies complex flight/jump pay rules and determines eligibility and entitlement to Aviation Incentive Pay (AvIP), Critical Skill Incentive Pay (CSIP), Special Warfare Airmen Skill incentive Pay (SWSIP), Hazardous Duty Incentive Pay (HDIP), and EARI (Aviation bonus Pay).

Analyze the flight pay control Document/jump pay control document to update monthly entitlements to receive provisional AvIP, CSIP, or HDIP.

Independently investigate and resolve pay discrepancies and perform analytical and in-depth daily pay verification audits against Defense Case Management System. Notify aircrew/parachutist member in conditional incentive pay status of grace period and collects pay upon failed grace period. Identify potential/emergent financial management issues and develop solutions.

Research and capture data to respond to higher headquarters, Inspector General, and congressional inquiries relating to flight pay-related matters.

Execute career field development responsibilities. Create and assign ARMS roles necessary to carry out 1C0X2 duty position requirements. Ensure deployment readiness for personnel. Self-inspections, rotation of positions (Training office, Stan/Eval, Current Ops, Scheduling). Periodically review position descriptions to ensure accuracy, and the most effective utilization of personnel resources.

Perform self-inspections on assigned programs and present detailed and comprehensive report with any corrective action.

Advise and provide counsel to employees regarding policies, procedures, and directives of management

Promote an environment in which employees are empowered to participate in and contribute to effective mission accomplishment. Recognize and take action to correct situations posing a threat to the health or safety of subordinates.

Perform other duties as assigned.

The primary purpose of this position is: As the Senior Enlisted Air Reserve Technician (ART), to administer and carry out all matters pertinent to military personnel programs, provide technical guidance and assistance to the Numbered Air Force (NAF) Commander and senior leadership, leadership staff at subordinate wings, groups, and squadrons and unit members within the NAF. Additionally, incumbent provides training to other reservists in the accomplishment of tasks set forth herein.

Duties:

1. Provides NAF CSS Director, NAF staff, and subordinate Wing/Unit personnel advice, assistance, and direction on all military personnel functions pertinent to specific responsibilities within the NAF.
2. Performs Military Personnel Functions for the NAF.
3. Manages the administrative support functions of the unit.
4. Manages the Military Personnel Relocation programs for NAF unit members.
5. Establishes, updates, and maintains office records of various types.
6. Performs supervisory personnel management responsibilities for the branch less than 25% of the time which consists of two or three subordinates.

• Provide military personnel management support within the area of operations.
• Coordinate various military personnel management programs for organization.
• Manage personnel actions in accordance with policies and regulations.
• Review requirements related to personnel management function to recommend courses of action.
• Analyze, validate and report unit readiness metrics to Command leadership.
• Utilize automated programs to analyze a variety of data for reports.
• Provide technical advice and assistance on personnel management activities to staff.

• Provide military personnel management support within the area of operations.
• Coordinate various military personnel management programs for organization.
• Manage personnel actions in accordance with policies and regulations.
• Review requirements related to personnel management function to recommend courses of action.
• Analyze, validate and report unit readiness metrics to Command leadership.
• Utilize automated programs to analyze a variety of data for reports.
• Provide technical advice and assistance on personnel management activities to staff.