Total 14 Human Resources job vacancies in Jena, Louisiana

Summary continued...

GS-12 - The primary purpose of this position is to serve as the senior labor relations specialist at an Air Force (AF) installation, establishing and maintaining effective relationships including the use of non-traditional collaborative approaches with labor organizations that represent federal employees, negotiating and administering labor agreements, and providing guidance and consultation to management on a variety of labor relations matters. Also performs work that involves providing advice and assistance to employees and managers, program administration, research, and case management in matters related to conduct, performance, attendance, and dispute resolution.

Duties:

• As the senior labor relations specialist at an AF installation, oversees, carries out, and advises management on the local labor relations program.
• Negotiates labor agreements between management and labor organizations.
• Serves as technical advisor and management representative involving third party proceedings.
• Performs the full range of employee relations management duties for an AF installation.

Duties & Responsibilities:
(1) Serves as an advisor to commanders on assigned unit human resources (HR) program. Interprets policy and provides procedural guidance to commanders, supervisors, staff members and individual military members. Provides training to supervisors and guidance and assistance to military members on program for which assigned. Participates in Soldier Readiness Processing (SRP) and unit mobilizations and de-mobilizations. Reviews, evaluates, and interprets regulatory guidance, policies, and procedures applicable to military personnel programs and provides guidance to all users. Drafts and implements State policy based on the aforementioned policies. Publishes guidance to enhance and simplify completion and submission of personnel actions. Conducts command inspections, staff visits and trains personnel within the unit in all programs for which responsible. Conducts periodic briefings for staff, commanders, and administrative personnel to promote full understanding of all aspects of the assigned program. Provides commanders, supervisors, and MILPO staff with a variety of statistical data or reports pertaining to military HR issues in order to assist in HR management decisions.

(2) Responsible for and oversees the direction of the EPM/OPM or Incentives program and functions as the technical expert. Determines the methods and procedures for conducting military career guidance and counseling to ensure officer or enlisted personnel have an optimal and established career pattern. Provides direction, information, and/or counseling to MILPO staff and commanders of Major Army Command (MACOMM) through unit commanders, supervisors, as well as individual military members as required. Provides information and ensures regulatory compliance regarding area of responsibility which may include, but is not limited to: accessions, appointments, assignments, reassignments, transfers, promotions, Selected Reserve Incentive Program (SRIP), discharges, separations, retirements, Officer Evaluation Reports (OER) Non-Commissioned Officer Evaluation Reports (NCOER), awarding of Area of Concentration (AOC), Functional Areas (FA), Additional Skill Identifiers (ASI), Special Qualification Identifiers (SQI), Military Occupational Specialty (MOS) identifiers (primary or secondary), Stop Loss programs, and National Guard Bureau (NGB) waivers, casualty assistance, and requests for retention beyond mandatory removal date. Reviews and determines eligibility upon accepting military technicians (dual status) or AGR positions. Assists other organizations and agencies/units in development of battle roster and personnel assignment. Convenes or participates in various boards which may include: Promotion, DA Boards, awards, selective/qualitative retention, MOS Medical Review Board (MMRB), Incapacitation Review Boards, etc.

(3) Responsible for and oversees the direction of Human Resources Systems and internal/external interfaces, and functions as the technical expert. Responsible for and ensures the timely and accurate processing of submitted military personnel actions. Manages a control log to maintain document control and an audit trail of all transactions received and dispersed in Human Resources Systems. Notifies units and higher echelons of rejected or incomplete transaction/documentation, necessary steps or processes required to resolve the problem, and maintains a database for tracking and suspension of submissions for identification of trends and problems. Identifies problem areas in the types of submissions (based on rejects/incomplete documentation), the locations where training is needed, and creates and provides training material.

(4) Responsible for and oversees the direction of the Personnel Services Section and functions as the technical expert. Oversees the performance of document handling, records maintenance, and the Integrated Personnel Electronic Records Management System (iPERMS). Directs staff in performance of periodic record reviews and inventories to ensure total record accountability. Establishes access control lists to restrict unauthorized personnel from gaining access to personnel files other than their own or for those they are responsible for. Selects staff members to accompany files on an as needed basis i.e., review boards, SRP's, mobilizations/de-mobilizations, etc.

(5) Accomplishes and oversees the technical support work in the program area assigned with the assistance of subordinate employees which may be Active Guard Reserve (AGR), full time Technician, or civilian. Performs limited supervisory duties which include assignment and review of work on a daily, weekly, or monthly basis; assure that production and accuracy requirements are met; approval of leave; effect minor disciplinary actions i.e., warnings or reprimands; identify training needs; and recommend performance standards and ratings.

(6) Performs other as duties as assigned.

Duties & Responsibilities:
(1) Participates in developing procedures and the administrative operations of the recruiting and retention program. This includes, but is not limited to: advertising; determining budget requirements; developing the awards and decorations program for recruiters and for those submitting referrals; reviewing portions of the recruiting program to analyze and determine effectiveness of individual recruiters or need for procedural changes within the program; maintaining files and records including military human resources (HR) files for AGR personnel; and preparing a variety of reports. Assists the RRM in developing, planning, and coordinating training for recruiters, contacting schools, determining availability, recruiting spaces, and preparing orders.

(2) Participates in the development of written guidelines pertaining to the recruiting and retention program such as local regulations, supplements to Department of Army (DA) or National Guard Bureau (NGB) regulations, circulars, and standard operating procedures (SOPs). Ensures dissemination of regulatory materials to recruiters in the field. Maintains copies and updates all applicable recruiting and retention guidelines.

(3) Submits proposed budget request to the RRM for review and approval. Budget requests include but are not limited to the following: general supplies, services (advertising, lease/rental of vehicles, etc.), man-day usage (determines need for Active Duty Special Work requirements), travel requirements, etc. Audits Federal telephone usage for appropriate use and advises RRM of suspected abuse. Coordinates personnel support activities with the Human Resources Office concerning the transfer or movement of Active Guard Reserve (AGR) members within the recruiter force, and resolves any pay problems AGR members may be experiencing (i.e. special pay, promotions, rations, quarters, etc.). Ensures coordination and distribution of all recruiter orders.

(4) Works with units to determine effectiveness of the recruiting and retention program and identifies trends and suggests corrective measures. Conducts informal studies and pinpoints program deficiencies. Recommends possible solutions to the recruitment manager.

(5) As required, the incumbent is assigned to portions of recruiting campaigns and fairs to assist in planning displays, open houses, etc. Monitors advertising activity, reviews write-ups, coordinates information activity with the state information office, and works with the AGR military advertising specialist assigned to the recruiting force.

(6) Performs other as duties as assigned.

Position is located in the Human Resources Office of a Bureau of Prisons (BOP) federal correctional facility.

Responsible for assisting in administering and implementing human resource programs at the facility.

Contributes to the staffing functions by developing recruitment sources and methods, participating in recruitment activities, advising prospective applicants, scheduling and conducting interviews, requesting certificates of eligible candidates, and preparing requests for security clearances.

Provides assistance in administering employee relations matters, including administration of the incentive awards program, performance evaluation program, and leave administration program.

Assists in administering the employee-management relations program to ensure stable and cooperative relations between management and line staff.

Provides advisory services to a wide range of employees.

Provides advice to timekeepers, employees, managers, and supervisors on leave 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 are performed on a regular and recurring basis.

• Responsible for accomplishing and directing military personnel management functions.
• Provide guidance and assistance on personnel matters to subordinate elements of the Command.
• Responsible for coordinating civilian personnel matters with the command.
• Initiate and recommend action to implement programs designed to provide optimum manning and personnel support to the command.
• Serve as a technical advisor to the Commander and staff on personnel programs.
• Provide assistance to subordinate units on military personnel matters and make periodic, special visits and inspections.
• Maintain liaison with higher headquarters on matters relating to administrative functions.
• Review personnel action requests submitted to insure compliance with policies and regulations.
• Coordinate civilian personnel matters, prepare statistical reports on civilian personnel.
• Assist subordinate units as necessary with the Civilian Personnel Office.
• Coordinate training requirements of civilian employees and acts as liaison for the employee, when needed.
• Review and interpret regulations, directives, and reports pertinent to military personnel functions.
• Review incoming regulations and prepares written instructions relating to administration of military personnel programs, functions, and procedures.
• Develop command budgetary input relative to military personnel administration operations.

• Assist in fieldwork and the collection of biological data for inclusion in various biological reports to include Environmental Assessments and Environmental Impact Statements as required by the National Environmental Policy Act (NEPA).
• Assist in the preparation of draft biological assessments as required by the Endangered Species Act.
• Assist in the preparation of correspondence to coordinate Corps civil works and water resources development studies and findings with various State and Federal resource agencies and other stakeholders.
• Assist in the review and analysis of correspondence and documents from agencies and other stakeholders regarding biological and ecological resources
• Participates in meetings with public and private interests.

Summary Continued
Planning, developing, and carrying out the full range of recruitment, placement, affirmative employment and related management advisory services for assigned organizations typified by complex organizational structures and dynamic, professional and/or scientific missions. Also responsible for advising management in the areas of position classification and position management.

DUTIES

1. Serves as the primary point of contact at the installation for a range of staffing, placement, and position management responsibilities.
2. Provides recruitment and placement, and affirmative employment advisory services.
3. Leads or participates in special initiatives, studies and projects and affirmative employment activities.
4. Provides advice, assistance and guidance on the status of civilian employment fall rates and civilian pay/work year execution rates of expenditure.
5. Performs team leader duties.
6. Prepares written correspondence and other documentation.

• Serve as the Easement Coordinator for the Conservation Easement Programs.
• Provide leadership and tracking of easement program applications, eligibility, deeds, monitoring, compatible use agreements, appraisals, obligations and fund integrity.
• Review survey plans, parcel boundary descriptions, maps, appraisals, title insurance policies, conservation plans, list of encumbrances, and baseline documentation to ensure all documents are in compliance with easement regulations.
• Manage contracts for outside services for the completion of market analyses and surveys to determine appropriate easement compensation rates and develops corresponding statewide geographical area rate caps.
• Provide statewide coordination of easement monitoring activities in accordance with established policy.
• Prepare and organize data needed for program related appeals including official administrative records.

Duties and Responsibilities:

1. Provides advice and support to managers, supervisors, and the Human Resources Officer on recruitment and placement matters for a variety of professional, administrative, technical and clerical occupations GS-09 and below and for wage grade occupations WG-10 and below. Assists in planning and administering the merit promotion and recruitment/placement program. Identifies appropriate qualification standard to be applied, validates hire authority, develops position announcements, locates position applicants, develops candidate evaluation criteria and evaluates candidate eligibility, and refers qualified candidates for selection consideration. Reviews and verifies information on requests for vacancy announcements to assure correctness. Notifies candidates of the results of their application. Maintains necessary documents associated with merit placement, applicant supply, Department of Defense (DoD) Priority Placement Lists, and Over-graded Technician Listings. Accumulates and analyzes statistics concerning recruitment and placement function such as turnover rates, quit rates, promotions, minority hire rates, hiring lag time, etc. Conducts exit interviews to identify potential program or management deficiencies. Uses information for analyzing trends, considering program adjustments, managerial/supervisory training needs, etc. Assist in conducting long-range planning for projected mission and/or organizational changes to formulate a placement plan.

2. Ensures required selection documentation and information contained thereon is correct including military compatibility; checks medical certificates and reports from references; checks security requirements; initiates select/non-select letters, etc. Counsels and registers employees in the DoD Priority Placement Program and/or OPM Interagency Placement Assistance Program as appropriate.Interprets and applies State pay setting tools such as highest previous rate rule and recruiting and retention incentives. Analyzes technician and payroll information to identify and resolve pay-setting errors or discrepancies. Sets rates of pay for General Schedule (GS) and Federal Wage System (FWS) technicians for appointments, transfers, promotions, changes to lower grade, and changes between GS and FWS pay systems.

3. Provides advice on military technician compatibility issues and delegated personnel authorities. Provides guidance to supervisors, managers and military commanders on assignment of technicians to compatible military assignments. Ensures excepted technicians maintain the Military Occupational Specialty (MOS)/Air Force Specialty Code (AFSC) commensurate with the technician position held and are militarily assigned to the unit in which they are employed. Ensures current employees in non-compatible status obtain the proper AFSC/MOS and/or correct military assignment. Assists supervisors and management in achieving compatibility. Initiates or recommends approval of appropriate waivers as required.--Assists technicians with permanent change of station moves. Initiates transportation agreements. Completes travel orders authorizing various entitlements. Obtains necessary funds from NGB or state Comptroller as appropriate. Provides counseling to employees on entitlements, rights, and obligations. Coordinates with travel offices and employees to facilitate movement of household goods. Reviews requests for extension of temporary quarters and makes recommendations for approval. Initiates transportation agreements. Completes travel orders authorizing various entitlements.

4. Assists in conducting reductions-in-force (RIF). Develops competitive levels and maintains retention registers. Evaluates qualifications and military assignment factors to reassign displaced employees. Assists in developing, coordinating, and maintaining state plans/guidance. Assists in educating commanders, managers, and supervisors on the various programs. Responds to inquiries on recruitment and placement related matters from the serviced workforce and coordinates with NGB-HR as required. Attends national recruitment and placement workshops.

This position is located within the Department of the Interior (DOI), Bureau of Safety and Environmental Enforcement (BSEE), Associate Director for Administration, Human Resources Division (HRD), HR Benefits and Support Branch, Benefits and Systems Unit.

This position is responsible for carrying out a variety of benefits functions and advises management and counsels employees on such programs as health and life insurance, leave, Thrift Saving Plan (TSP) and other related benefits.

At the full performance level (GS-13) the major duties of this position include but are not limited to the following:
1. Serves as the technical expert and provides guidance and assistance to managers, supervisors, and employees in executing a variety of employee benefits' programs, which may include workers' compensation, retirement, health and life benefits, Thrift Savings Program (TSP), and Long-Term Care Program.
2. Handles correspondence to employees/survivors on complex, delicate, or highly contested determinations of benefits eligibility and/or retirement coverage (e.g., FERCCA cases, VERA/VSIPs, employee death, re-employed annuitants, etc.).
3. Advises, interprets, designs, implements, and assesses benefits program policies and initiatives.
4. Responsible for carrying out benefits activities and providing advice to managers, supervisors, and employees concerning the Uniformed Services Employment and Reemployment Rights Act.
5. Serves as the workers' compensation program manager in formulating, implementing, and managing the full range of policies, programs, and procedures.
6. Provides advice on/calculates retirement determinations in complex cases, such as re-employed annuitants and disability retirements; provides advice and guidance on similarly complex entitlement determinations where the benefit program and/or requirements are vague or difficult to apply specific cases.
7. Responsible for conducting periodic data integrity audits and for trouble-shooting areas of non-compliance in order to identify fundamental causes of such errors and to propose corresponding solutions.

Salary Range Information (Per Annum): *First time hires to the federal government typically start at the beginning salary in the range for their respective grade level.

Sterling, VA
GS-12: $99,200 - $128,956
GS-13:$117,962 - $153,354

Jefferson, LA
GS-12: $86,962 - $113,047
GS-13: $103,409 - $134,435

BSEE has determined that the duties of this position are suitable for telework in accordance with agency policy.

This vacancy may be used to fill additional positions as vacancies become available.

• Provides strategic and technical guidance as a senior advisor for the command on all aspects of senior leader/executive assignment and management programs
• Represents the AFGSC leadership on a variety of high-level, highly complex, and often politically sensitive personnel actions
• Proposes plans and activities to meet the needs and requirements of the Senior Leader Management Division
• Prepares necessary correspondence, documentation, and reports related to assigned programs and duties

Duties & Responsibilities:
(1) Serves 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.

(2) Researches and obtains all necessary, relevant information regarding cases and issues and provides explanations and interpretations of rules, regulations, procedures, and requirements pertaining to actions taken or recommended. Drafts or prepares related correspondence for appropriate signature and enters data in automated systems, as needed. Retrieves data from information sources, both manual and electronic, for use in answering questions, responding to correspondence, or preparing reports or briefings. Prepares General Officer nomination packet. Ensures completeness and proper forwarding of records to appropriate board. Processes Officer over strength/additional Table of Distribution and Allowances (TDA) authorizations. Provides advice, guidance, and training to other personnel on actions in areas of expertise, as well as, advice, instructions, training, and interpretations, as needed, to lower echelons.

(3) If serving as the primary assistant to the Military Funeral Honors or Casualty Assistance programs then you serve as the primary point of contact, coordinator, and advisor for questions regarding Military Funeral Honors and/or Casualty Assistance. Provides advisory services to family members of deceased military members (current and former) and serves as a liaison between the family and funeral directors and their assistants, Veterans Services Organizations, Veterans Affairs Offices, National Guard Bureau (NGB), Regional Casualty Assistance Coordinator (CAC), and other military services and/or members. Provides assistance to the family members by advising them of the deceased member's entitlements and provides information or assistance with filling out any required forms. Maintains files and libraries of current funeral/casualty material including policies, procedures, and guidance from Department of Defense (DoD), NGB, Regional CAC, and the Veterans Administration. Coordinates with the Regional CAC, Funeral Home, Honor Guard, supporting military unit, and each Casualty Assistance Officer/Casualty Notification Officer (CAO/CNO) to ensure all requests for funerals and casualty assistance are supported. Collects data from various sources for statistical purposes regarding Funeral Honors and Casualty Assistance, which may also be used to project budgetary requirements. Coordinates with NGB and Regional CAC for assistance and support in the conduct of training in the program.

(4) Performs other as duties as assigned.

Deine Rolle

• Du übernimmst die Ablage von Personaldokumenten

• Du recherchierst zu personalspezifischen Themen

• Du bist verantwortlich für die Beratung und Betreuung von neuen Werkstudenten im Team

• Du bist in einem sehr kommunikativen Umfeld tätig und stehst täglich im engen Austausch mit unserem Team

Dein Profil

• einen Studienplatz im Bereich Wirtschaftswissenschaften, Rechtswissenschaften oder Wirtschaftspädagogik

• einen sicheren und professionellen Umgang mit MS Office

• ein hohes Maß an Zuverlässigkeit, Eigeninitiative und Empathie

• eine teamorientierte, selbständige und proaktive Arbeitsweise

Your ZEISS Recruiting Team:

Ihre Rolle

• Beratung von Führungskräften hinsichtlich aller HR-Themenfelder insb. in komplexen, nicht standardisierten, Fragestellungen, für die eine situative Interpretation und die Anwendung komplexer Richtlinien notwendig sind.

• Koordination von Anfragen, die nicht durch bestehende Richtlinien, Verfahren und der routinierten Handhabung wiederkehrender Fälle abgedeckt sind in Zusammenarbeit mit HRBS, GFT o.Ä.

• Projektmanagement - Planung, Durchführung, Koordination und Leitung von business-spezifischen HR-Projekten sowie Mitarbeit an segmentübergreifenden Projekten (z.B.: Standortthematiken)

• fachliche Leitung von standortübergreifenden HR-Themen (z.B. Fachlaufbahn)

• Mitarbeit an Betriebsvereinbarungen

• Beratung und Austausch mit Arbeitnehmervertretungen

• Verantwortung der Durchführung Paritätischer Kommissionen bzgl. aller Tätigkeitsbeschreibungen

• Sicherstellung und Aufrechterhaltung einer aktuellen Knowledge Base (ZEISS weit) i.S.v. Best Practice Austausch

Ihr Profil

• abgeschlossene mind. 4-jährige Hochschulausbildung z. B. in Betriebswirtschaftslehre, Psychologie oder eine personalbezogene Spezialisierung

• langjährige einschlägige Berufserfahrung

• tiefgehende Kenntnisse und Erfahrungen im Bereich HR, Prozesse und Abläufe, die eine effektive und effiziente Lösung auch komplexer Kundenanfragen erlauben

• sehr gute Projektmanagementkompetenz sowie erste fundierte Erfahrung im Rahmen von HR Projekten (idealerweise global)

• fundierte Kenntnisse von gesetzlichen Grundlagen und Unternehmensrichtlinien

• hohe Problemlösungsfähigkeit und eine professionelle Beratungsmentalität

• sehr gute Englischkenntnisse in Wort und Schrift

Your ZEISS Recruiting Team: