Total 36 Human Resources job vacancies in Hampton, Virginia

• You will independently develop case files and maintain an active and computerized personnel file system for officer candidates.
• You will assist with the accounting and management of the officer selection team marketing budget.
• You will collect and maintain all required documents essential to maintain pay records.
• You will initiate and coordinate the security clearances of officer candidates.
• You will prepare request for appointments packages.
• You will develop and prepare all officer selection team official correspondence, lists, vouchers, medical documents, reports and memoranda.

• You will serve as a Labor and Employee Relations staff specialist with responsibility for assisting in planning and implementing of the Headquarters’ U.S. Marine Corps Employee and Labor Relations program.
• You will advise management officials on matters pertaining to disciplinary and adverse actions, leave, and performance management issues. Develop case strategy which takes into account relevant precedents from various forums.
• You will create case files and draft formal correspondence on disciplinary and adverse actions, and appeals.
• You will represent the Human Resources Branch in attempting to resolve employee grievances under the agency and/or negotiated grievance procedures.
• You will make assessments of the relevant facts in the grievance, identifying courses of action to resolve the matter and selling the solution to both management and grievant.
• You will analyze and resolve particularly complex and sensitive problems and issues. Assess the potential impact and precedent-setting implications of pending disputes before third-party authorities.
• You will assists parties in problem definition and assessment of alternative approaches to resolving problems.
• You will be responsible for components of the labor management relations activities, including contract administration; negotiations. Y
• You will assist and perform fact finding in connection with unfair labor practice charges and complaints of limited scope and complexity; and evaluate pertinent information and make recommendations for resolution.

• You will provide expert advice 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.

• As a Human Resources Specialist (Military), you will perform the following duties which is not an all-inclusive list:
• Advises on career management policies. Formulates and coordinates personnel replacement, policies, and procedures regarding replacements.
• Provides oversight for the officer and enlisted strength and assignments for CAC. Assists with the direction, coordination, and execution of a variety of military personnel programs.
• Develops, prepares, reports and continuously updates HR data. Maintains knowledge and expertise in the human resources arena.
• Reviews and analyzes the status report to identify current strength and MOS shortages. Collects and evaluates information and data and develops recommendations for timely decision making using statistical analyses regarding personnel readiness.
• Develops and maintains various automated unit readiness reporting systems, from HR data from installation and local data base systems and higher command systems.

• You will provide services in the areas of recruitment and staffing, compensation, and classification/workforce analysis.
• You will assists managers in developing staffing plans, generates statistical data to identify potential gaps (e.g., potential retirements, separations due to terminations of appointments, etc.)
• You will coordinate with EEO and other HR functional areas to provide seamless advisory services to managers.
• You will be a senior expert on recruitment and placement and classification for the entire NCIS organization, CONUS and OCONUS.
• You will provide expert advice and guidance to program managers, supervisors and HR Specialists on a variety of complex and controversial staffing issues.
• You will conduct formal position management studies, which involve reviewing organization and organizational structures.
• You will classify all levels of NCIS positions in accordance with the Office of Personnel Management (OPM) and/or Department of Defense (DoD) Position classification Standards, by conducting position analyses.

• Assist in the design, development, integration, test and fielding of devices, equipment or systems using established criteria or specifications.
• Assist in the inspection and evaluation of technical products, projects and resources.
• Identify technical problems and recommend corrective action.
• Review technical documents, product capabilities, vendor solutions, and contractor deliveries.
• Prepare technical reports, analyses and studies

Employee at this level is an expert within their functional area; heads of branches or divisions; or key program administrators. Conducts or directs activities or assists higher levels on challenging and innovative program development with only general guidance on policy, resources, and planning; develop solutions to highly complex problems requiring various disciplines; responsible for fulfilling program objectives. Results are authoritative and impact programs or the well-being of substantial numbers of people. Position involves 51% or more of time in direct support of acquisition positions.

Advises the Director, Military Policy and Management (S1P) and the Deputy Chief of Space Operations for Human Capital (CHCO) on the most efficient and effective force management policies and procedures for human capital management. Renders authoritative advice and conclusions regarding existing and proposed policies affecting the delivery of personnel force management policies for officer and enlisted personnel. The incumbent is responsible for providing Space Force policy, direction and oversight of $1.5 billion linked to military force management policies and programs, including Permanent Change of Station, Special Pays and Incentives.

Assists with development of the vision, doctrine, policies, procedures, and programs necessary to ensure technically accurate responses that conform to strategic guidance that ensures fiscal responsibility and the delivery of effective programs to provide and support all aspects of personnel force management program requirements. Management of the Space Force personnel policy portfolio presents unusual technical and oversight complexities and demands as well as managing substantial uncertainties and risks, involving a high-level of executive and independent analysis and interaction with political appointees and Congress. Provides policy guidance, interpretation, and waiver authority guidance to FLDCOMs, CCMDs, other Services, and outside government and private agencies to ensure proper human resource policies. Develops and implements short- and long-range strategic plans necessary to guide development and sustainment of the Space Force's force management programs.

Provides expert and independent analysis and recommendations to S1P and CHCO on legislation, OSD policy, and impacts to relations with other Services, government agencies, and private industry. Formulates and proposes policy or supporting legislation in concert with Space Force personnel and force management requirements. Provides independent and high-level justifications of Space Force and DoD needs and develops implementing programs for review/approval at Space Staff, Secretariat and OSD levels. Solicits inputs and develops legislative proposals on military personnel force management issues. Ensures military force management policies accomplish Space Force goals to have a "total force" integration. Authors, reviews, assesses, and develops Space Force response on legislative initiatives from other military components. Monitors authorization and appropriation acts and assesses impact on policy and program implementation for assigned program areas. Assists in developing and proposing legislative proposal initiatives where needed as they apply to evaluations, promotions, retirements, evaluations, and various force management initiatives.

Exercises and provides expert-level technical knowledge of personnel force management policies and procedures. Recommends courses of action, potential policy alternatives, as well as direct and indirect impacts to policies. Provides expertise of policy environment, to include (but not limited to) budgeting, programming, legislative initiatives, interactions with OSD, the Joint Staff, and Congress. Ensures understanding and appreciation of the need to coordinate policies, procedures, and recommendations with other Services, government agencies, or private industry. Maintains awareness of technical requirements for successful completion of items on the Task Management Tool, PPBES, ULB, and related programs. Ensures the requirements for these systems and programs are reflected in budget and systems requests as well as training for staff. Leads heavily matrixed teams from across the DAF, OSD, JCS, and interagency staff.

• Coordinate actions with other Army Civilian Personnel Advisory Centers who service subordinate organizations located throughout CONUS.
• Ensure determinations and decisions concerning major policy and courses of action are consistent with laws and regulations governing the administration of civilian personnel.
• Providing advice and guidance in a wide range of civilian personnel functions of labor relations; management employee relations; position management and classification; recruitment and placement; and workforce development and training.
• Supervise an immediate staff of Division Chiefs, Action Officers, and support personnel involved in the full range of human resources management functions.
• Provide overall management, leadership, direction, obtaining affirmative cooperation in meeting the basic objectives of the DoD Program for Stability of Civilian Employment, and is the Army principal point of contact in the region.

• You will serve as a senior advisor to ensure human capital requirements are met and in alignment with higher level policy.
• You will ensure staff initiate, monitor and track all requests for personnel actions (RPAs) for the command.
• You will gather information from higher headquarters and identify critical issues.
• You will develop implementation plans that consider personnel, budget, manpower and other management requirements.
• You will provide recommendations and propose plans to senior management.
• You will present formal and informal presentations pertaining to human capital issues.
• You will analyze mission, management objectives and organizational goal, projecting personnel needs and potential problems.
• You will perform on-going studies and analysis to access position structure trends and curtail problems.
• You will serve as the classifier for the command.

As a HUMAN RESOURCES SPECIALIST (CLASSIFICATION/RECRUITMENT) at the GS-0201-13 some of your typical work assignments may include:

• Providing the full range of classification/ position management assistance to DSCS Headquarters and satellite managers on classification and position management program administration.
• Analyzing and resolving broad, complex, controversial, and high priority recruitment and placement issues requiring extreme care in problem resolution. This includes providing guidance and advising management on long term recruitment, staffing, and placement strategies to hire and retain a skilled and diverse workforce.
• Identifying underrepresented skills in the workforce, and developing ways to emphasize this aspect in the recruitment process.
  
• Performing a variety of special projects, e.g., to include working on data calls, audit HR support, and quality control of position data in DCPDS.
• Regularly meeting with management officials to discuss work status, get feedback on recruitment programs, plan time phasing of placements, and to stay informed of functional issues, new workloads, long-range personnel needs, problems encountered, and other matters that would impact on recruitment and placement.

Serves as the manager of the Human Resource Office at a Bureau of Prisons (BOP) federal prison camp.

Responsible for planning immediate and long range staffing needs.

Develops a recruitment and staffing plan to identify management's needs.

Responsible for overseeing staffing functions that include requesting certificates of eligibles, scheduling and conducting interviews, BOP-HIRES issues, and preparation of security clearance requests.

Responsible for ensuring accurate guidance is provided on pay administration issues.

Along with all other correctional institution employees, incumbent is charged with responsibility for maintaining security of the institution. The staff correctional responsibilities precede all others required by this position and is performed on a regular and recurring basis.

What are the Major Duties of this Position?

Serves as a manager at a Bureau of Prisons (BOP) federal correctional institution.

Responsible for planning immediate and long range staffing needs.

Develops a recruitment and staffing plan to identify management's needs.

Responsible for overseeing staffing functions that include requesting certificates of eligibles, scheduling and conducting interviews, BOP-HIRES issues, and preparation of security clearance requests.

Responsible for ensuring accurate guidance is provided on pay administration issues.

Responsible for local labor management negotiations.

Responsible for administering the leave program in a fair and consistent manner in accordance with the law and other applicable rules/regulations. 

Along with all other correctional institution employees, incumbent is charged with responsibility for maintaining security of the institution. The staff correctional responsibilities precede all others required by this position and is performed on a regular and recurring basis.

• Provides recruitment and placement services to assigned organizations.
• Processes Request for Personnel Actions (RPAs) for serviced organizations.
• Serves as a liaison between employee/management officials and the AFPC for answering difficult and complex technical questions and resolving problems.
• Provides input on suspenses from higher headquarters regarding a variety of Affirmative Employment programs.
• Leads or participates in special initiatives, studies and projects, and affirmative employment activities.
• Performs external recruitment utilizing sources such as the Office of Personnel Management (OPM) or the Delegated Examining Unit (DEU). Ensures adherence to advertising requirements, veteran's preference, certification, etc., in accordance with established regulations and laws.

• You will advise managers on the use of position classification options (e.g., accretion of duties, position re-descriptions, position reviews, impact of the person on the job).
• You will classify position descriptions for an organization.
• You will conduct position classification reviews to ensure classification standards are interpreted uniformly throughout a workforce.
• You will write advisory evaluations on title, series, and grade for managers and supervisors with delegated position classification authority.
• You will draft position descriptions for career ladder, hard-to-fill positions.
• You will write plans of action to implement civilian human resources services, products, initiatives, and policies.
• You will advise customers on human resources regulations (e.g., Title 5, U.S. Code, Office of Personnel Management [OPM]).
• You will consult with customers on human resources issues (e.g., strategic workforce development, sustainment, compensation management, organizational design).
• You will coordinate with customers (e.g., Operations Center, Managers, human resources offices, other organizations) to resolve issues with recruitment actions.

Serves as the manager of the Human Resource Office at a Bureau of Prisons (BOP) federal prison camp.

Responsible for planning immediate and long-range staffing needs.

Develops a recruitment and staffing plan to identify management's needs.

Responsible for overseeing staffing functions that include requesting certificates of eligibles, scheduling and conducting interviews, BOP-HIRES issues, and preparation of security clearance requests.

Responsible for ensuring accurate guidance is provided on pay administration issues.

Along with all other correctional institution employees, incumbent is charged with responsibility for maintaining security of the institution. The staff correctional responsibilities precede all others required by this position and is performed on a regular and recurring basis.