Total 16 Human Resources job vacancies in Marion, Illinois

ABOUT THE POSITION

The Chief Counsel advises the heads of regional operating and staff divisions on Department programs administered in the region and is the Regional Director's chief legal advisor. Provides legal advice to the General Counsel on formulation, coordination, revision and execution of administrative policy and programs at the regional and national levels. Drafts, reviews, and clears important letters, policy statements, and similar communications by the Regional Director and other region officials on significant program and policy matters which require sensitivity to legal, public relations, or State relations implications.

Serves as a member of the top management team in the region and collaborates with the Regional Director, the General Counsel, and other high level OGC and region managers to establish and articulate legal positions, organizational priorities, and operating principles. Provides leadership and executive management of an office of 31 attorneys and additional support staff to ensure that the office produces timely and quality legal work that meets the agency's needs, that staff have opportunities for career development and advancement, and that office is managed in conformance with all personnel, fiscal, and other administrative requirements. Manages organizational resources consistent with long and short-term plans and operational requirements. Provides executive leadership for identifying and implementing ways to improve the quality and efficiency of the region's business processes and enhance the quality and timeliness of the region's legal products and services.

Consults with U.S. Attorneys and provides professional leadership for legal staff's activities involving investigating, preparing, presenting, and conducting criminal and civil litigation growing out of Departmental activities in the region. Activities include developing litigation strategies and negotiating settlements of claims against the United States. Consultation and assistance involve preparation of complaints, briefs, motions, stipulations, judgments, findings, and all other instruments and documents required for litigation; interviewing witnesses; and advising clients of the legality of State, local, and private claims against the United States. Provides authoritative advice on legal matters to representatives of U.S. Attorneys' Offices, the Department of Justice, the Solicitor General, and others. Directs staff activities involving assistance to State and local law offices in litigation in State courts affecting Federally aided programs.

The primary purpose of this position is: an Air Reserve Technician (ART) enlisted position. To providing planning, directing, and organizing the Human Resources Military Personnel Section (MPS). Accomplishes a variety of tasks which ultimately results in the MPS's capability to perform its wartime mission and ensures that reservists are properly trained and equipped to provide wartime combat and peacetime Human Resources (Military) support. Incumbent must train reservists in the duties and responsibilities set forth herein.

Duties:
1: Plans, organizes, and directs the activities of Military Personnel Programs, ensuring that Military Personnel Section complies with legal and regulatory requirements and meets customer needs.

2: Establishes, defines, and implements requirements for the military personnel section to ensure operations are in line with regulatory requirements, supports goals, and mission requirements.

3: Participates in special studies and projects related to military personnel programs.

4: Exercises supervisory personnel management responsibilities less than 25% of the time (for positions with less than 5 full-time subordinates).

• Maintains records and documentation.
• Authorizes and audits travel vouchers.
• Coordinates travel advances.
• Maintains liaison with Fleet Services Representatives.
• Functions as a liaison with OHR to initiate recruitment for new or vacant positions.
• Compiles staffing projections for use by the Resource Manager.
• Provides staffing reports for higher management.
• Monitors time and attendance reports.

What will I do in this position if hired?

In this position, you will serve as a liaison and/or advisor to the Administrative Services Branch Chief on a variety of issues relating to resource management, human capital administration, deployment policy and other administrative policy and procedures. Typical assignments include:

• Serving as a liaison between FEMA Region 5 Management and the Office of the Chief Component Human Capital Officer (OCCHCO) Human Resources Specialist and coordinating all aspects of the Regions personnel actions.
• Providing advice and assistance to managers and supervisors on complex personnel management matters involving staffing, recruitment and placement actions.
• Initiating, monitoring, and tracking requests for personnel actions, and reviewing for conformity to appropriate laws and regulations.
• Serving as the Regions source of expertise on various human resources management automation programs.
• Providing briefings, data analysis, and recommendations on a wide variety of personnel action issues and problems.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation. At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

Promotion Potential: Future promotions will be dependent on your ability to perform the duties at a higher level, the continuing need for an employee assigned to the higher level, and administrative approval.

What will I do in this position if hired?

In this position, you will serve as a liaison and/or advisor to the Administrative Services Branch Chief on a variety of issues relating to resource management, human capital administration, deployment policy and other administrative policy and procedures. Typical assignments include:

• Serving as a liaison between FEMA Region 5 Management and the Office of the Chief Component Human Capital Officer (OCCHCO) Human Resources Specialist and coordinating all aspects of the Regions personnel actions.
• Providing advice and assistance to managers and supervisors on complex personnel management matters involving staffing, recruitment and placement actions.
• Initiating, monitoring, and tracking requests for personnel actions, and reviewing for conformity to appropriate laws and regulations.
• Serving as the Regions source of expertise on various human resources management automation programs.
• Providing briefings, data analysis, and recommendations on a wide variety of personnel action issues and problems.

What else do I need to know?

At FEMA, our mission is to help people before, during and after disasters, and every employee at FEMA has a role in emergency management. Every FEMA employee has regular and recurring emergency management responsibilities, though not every position requires routine deployment to disaster sites. All positions are subject to recall around the clock for emergency management operations, which may require irregular work hours, work at locations other than the official duty station, and may include duties other than those specified in the employee's official position description. Travel requirements in support of emergency operations may be extensive in nature (weeks to months), with little advance notice, and may require employees to relocate to emergency sites with physically austere and operationally challenging conditions.

FEMA is committed to ensuring that its workforce reflects the diversity of the nation. At FEMA, our workforce includes the many identities, races, ethnicities, backgrounds, abilities, ages, cultures, and beliefs of the people we serve. To learn about FEMA's ongoing diversity and inclusion efforts, reasonable accommodation process, and the FEMA Core Values, please visit www.fema.gov.

Promotion Potential: Future promotions will be dependent on your ability to perform the duties at a higher level, the continuing need for an employee assigned to the higher level, and administrative approval.

• Utilize a wide range of HR practices, laws, regulations, policies, and precedents.
• Ensure that the organizations strategic plan, mission, vision and values are communicated to the team and integrated into the team's strategies, goals, objectives, work plans and work products and services.
• Articulate and communicates to the team the assignment, project, problem to be solved, actionable events, milestones, and/or program issues under review, and deadlines and time frames for completion.
• Monitor and report on the status and progress of work, check on work in progress, and review completed work to see that the supervisor's instructions on work priorities, methods, deadlines and quality have been met.
• Serve as coach, facilitator and/or negotiator in coordinating team initiatives and in consensus building activities among team members.
• Research and advise managers and supervisors on staffing requirements, resources, and problems in assigned offices involving a high degree of complexity.
• Evaluate position management in assigned organizations and provide assistance to supervisors and operating officials on ways to improve structure, work distribution, and the use of employee skills.

• Develops plans to meet personnel requirements (e.g., recruitment, organizational design, position management, reshape, reorganization, classification/pay impacts, regulatory changes, etc).
• Uses a high degree of technical competence/insight in developing courses of action on policy/program reform.
• Conducts studies/projects to develop solutions to problems with potential impact on the Command's personnel program.
• Mentors team members to provide career development of technical, organizational, and communication skills.

• Serve as the technical authority providing technical support, advice and guidance to the HHD Commander on all facets of military life cycle management which includes various phases of personnel management/actions.
• Provide specialized knowledge and expertise of all military personnel practices and programs in support of the Command's worldwide personnel management and mission requirement for Active Duty and Reserve Component.
• Provide advice and assistance in the preparation of endorsements, short note replies, and memorandums in response to requests for personnel actions.
• Provide advisory services, action officer support and customer service to Soldiers, Sailors, and Airmen.
• Provide on-site assistance and recommendations in the areas of program and processes improvements.
• Identify and examine problems or operating issues that may impact staff sections.

• Assist in providing recruitment and placement support services to Human Resources Specialists and managers/supervisors.
• Coordinate with customers regarding status of recruitment, selection, credentialing, and security.
• Ensure all essential personnel data recorded in Defense Civilian Personnel Data System (DCPDS) is submitted properly and on a timely basis.
• Utilize automation equipment and various software programs to create, copy, edit, store, retrieve, and print a variety of documents for the organization.
• Input data into automated personnel systems to code and/or review documentation for completion of recruitment and placement processes.
• Arrange pre-employment physical examinations and drug tests, issue job offers, and coordinate entrance on duty (EOD) and release dates.
• Screen documents, requests, and reports for completeness and accuracy.

• Works in a training developmental capacity to perform the following duties:
• Coordinate with customers regarding status of recruitment, selection, credentialing, and security.
• Ensure all essential personnel data recorded in Defense Civilian Personnel Data System (DCPDS) is submitted properly and on a timely basis.
• Utilize automation equipment and various software programs to create, copy, edit, store, retrieve, and print a variety of documents for the organization.
• Input data into automated personnel systems to code and/or review documentation for completion of recruitment and placement processes.
• Screen documents, requests, and reports for completeness and accuracy.
• Arrange pre-employment physical examinations and drug tests, issues job offers, and coordinates entrance on duty (EOD) start dates and release dates.
• Assist in providing recruitment and placement support services to Human Resources Specialists and managers/supervisors.

• 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.

• Plans, organizes, and directs the activities of the 375 MSS/DPCE, ensuring that the employee management/labor relations section complies with legal and regulatory requirements and meets customer needs.
• Exercises supervisory personnel management responsibilities.
• Represents the Civilian Personnel Flight EMR/LMR Section with a variety of installation and functional area organizations.
• Administers, publicizes, maintains and/or evaluates the labor and employee management relations program
• Participates in special projects and initiatives, performs special assignments and functions as a member of the Civilian Personnel Flight team.

• Administers assigned military personnel programs across the command
• Plans, organizes, and directs activities of the Military Personnel and Awards Programs
• Provides substantive management support services in the areas of program cost analysis, annual and multiyear fiscal planning, development of annual and multi-year fiscal planning (e.g. Planning, Programming, Budgeting System cycles (PPBS) etc.)
• Prepares and delivers written reports, makes oral presentations, and attends meetings and conferences as a representative of the command in the assigned area

• Provide management with options and recommendations for effective program operations.
• Advise senior staff members and key operating officials on functions such as recruitment and placement, performance management, compensation, employee benefits, employee relations, HR development, and classification.
• Review, analyze, and assess proposed changes in programs, operations, and procedures for potential impact on human resources program requirements and recommends the most effective program operations.
• Analyze, coordinate, and recommend courses of action to respond to plans, initiatives, policies, and recommendations for criminal investigators.
• Supervise a staff engaged in policy development, implementation, evaluation, and technical guidance in all areas of HR management.
• Maintain liaison with servicing Civilian Personnel Advisory Center’s (CPACs) and managers to facilitate timely processing of HR actions.

• Write instructions for procedures on complex military personnel management programs.
• Analyze military human resources programs to address problems and deficiencies.
• Give advice, counsel, and instruction to employees on both work and administrative matters.
• Prepare responses within supported units to congressional special inquiries.
• Conduct staff assistance visits and inspections to ensure compliance with policies and regulations.
• Disseminate regulations, directives, and reports pertinent to military personnel.