Total 17 Human Resources job vacancies in Silver Spring, Maryland

• Serves as a supervisor, expert advisor, and consultant to the highest level of officials and management, in the organizational segments serviced, covering all areas of civilian and military human resources management.
• Advises on recruitment, staffing, classification, benefits, labor-management employee issues and all aspects of military personnel matters.
• Interprets and clarifies civilian and military human resource policies, standards and procedures; developing and implementing processes or policies as required.
• Prepares and presents reports and briefings on program status and planned improvement actions to key officials and management.
• Plans, coordinates, and monitors work assignments of others; evaluates work performance and provides feedback to others on their performance.

• Serves as human capital strategist and senior level member of the Headquarters workforce reporting to the Director of Human Resources Program Executive Office Command, Control, Communications, and Network (PEO C3N).
• Leads human capital initiatives such as , strategic workforce planning, workforce development, , and talent management.
• Develops, manages, and implements coaching and mentoring program objectives aimed at increasing skills and competencies.
• Leads supervisors’ training and certification requirements and coordinates labor and employee relations activities as required.

The Recruitment Co are currently recruiting a CNC Milling Machine Operator for a client based in Hetton Le Hole.

Experience as a CNC Milling Operative is essential, with knowledge of programme editing.

Duties include but no limited to
Set, operative and supervise CNC Milling Machines
Check and maintain machinery daily to ensure functionality
Carry out daily TPM checks of machinery and fill in daily check sheets
Complete all paperwork accurately and on time

Requirements
Proven experience as Machine Operator
Experience of working within a heavy industrial environment is preferred.
Experience with Fagor or Heidenhain would be an advantage but training would be given
Willing to learn all aspects of setting, machining and inspection of product
A keen eye for detail and good working standard/ethic
Ensure good communication and be a good team player

Looking for someone to start immediately. This is a temp to perm position for the right candidate

£13.77ph 38 hours per week. Monday to Thursday 8-5, Friday 8-12 with 30 minutes unpaid lunch break.

20 days paid holidays

The Recruitment Co is an equal opportunities employer

CPDurham

• The duties may include, but are not limited to:
• Responsible for developing and implementing administrative procedures and practices.
• Assists the FMD Management Team in analyzing administrative problem areas and makes recommendations for improvements.
• Serves as a liaison for FMD with the other MRPBS Divisions, administrative staffs within the Agency and the Department, and with representatives from the private sector.
• Prepares budget and fiscal documentation and reports (including monthly Status of Funds Reports) and makes adjustments and modifications, as necessary.
• Determines the legitimacy of expenditures and ensures funding is available.

As a Lead Human Resources Specialist in the Operations Branch, incumbent assists the Branch Chief and the Associate Director for Human Resources Operations and Policy (HROP) in the implementation of Human Resources (HR) policy and operations specifically with regard to staffing, classification, placement and pay programs for GG, senior level, and/or executive positions. Provides supervision, technical direction, and guidance to team members engaged in HR operational work.

You will utilize your expertise and leadership skills to administer a full range of operational human capital policies, programs, and services with specific emphasis in the areas of Position Management, Classification, Workforce Restructuring and Reshaping, Workforce Analysis, Recruitment, Staffing, and Personnel Processing. 

• Providing supervision, technical direction, and guidance to a small team engaged in a wide range of HR operational processes and programs, primarily staffing, classification, position management, and special programs, among others. Ensuring quality, accuracy and integrity of HR processes and data to enhance and improve HR operations.
• Providing the full range of direct hands-on human resources operations for assigned customer accounts. Utilizing knowledge of position management, classification, strategic workforce planning, workforce restructuring and reshaping, workforce analysis and data analytics, recruitment, staffing, placement, pay and leave, benefits, retirement, labor and employee relations, performance management, awards and recognition, policy, human resources information systems, personnel processing, and personnel record keeping.
• Serving as a strategic business partner by regularly meeting with senior leadership, managers, and employees and providing expert advice and guidance. 
• Performing research and problem solving on a wide variety of complex and unusual problems, questions, and issues. The research may require extensive review of relevant U.S. NRC and Federal policies, other written issuances, and outreach to personal contacts with other offices, agencies, or organizations to obtain additional information (e.g., benchmarking studies). Keeping abreast of current developments in the human resources area and advises staff regarding new trends. Recommending development of new or revised human resources procedures, practices, and policies.
• Leading or participating in large interdisciplinary teams to accomplish agency-wide special projects to solve agency challenges or implement human capital change initiatives. Utilizing leadership, problem solving, project management, and organizational skills to develop written project and communication plans; monitor progress towards meeting established deadlines and objectives; and ensuring high quality final oral and written work products.
• Facilitating knowledge management (KM) and transfer by developing operations related standard operating procedures, guides and instructions, policies, training information or presentations, and by serving as a mentor to other Human Resources staff in the agency to assist in the analysis and resolution of complex questions and issues.

As a Human Resources Benefits Specialist, GG-0201-07, you will be responsible for:

• Assisting with processing benefits request, and forms.
• Assisting with managing the Benefits Resource Mailbox.
• Assisting with preparing sensitive correspondence on complex, and/or delicate case matters.
• Assisting with providing information necessary to help employees obtain maximum gains from available benefits.
• Assisting with facilitating training to supervisors and employees on benefits programs.
• Utilizing automated human resources systems to prepare and process basic personnel/benefits actions
• Assisting with coordinating personnel actions and notifying the Team Leader and/or Senior HR Specialist of discrepancies requiring corrections to personnel actions.

• Identifies workforce trends, problem areas, deficiencies, imbalances, or other similar factors in order to develop short and long-range programs, processes, strategies, and plans
• Analyzes data from multiple sources to determine current improvements and establish new programs and processes
• Evaluates the costs of various programs and projects and briefs proposed expenditures to Leadership
• Serves as team leader in assigning work to employees on the team based on priorities
• Develops and coordinates Talent Management programs such as: Recruitment, Outreach, Hiring, Wellness, Events Planning, Workforce Development, and Training

• 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.

Provides administrative and technical direction needed to accomplish the work of the team.

Participates in establishing guidelines and performance expectations for staff members.

Represents the center in the agency's working groups and councils regarding Human Capital matters, guidelines and policies.

Advises the Branch Chief of potential policy issues and the need to be formulated with respect to human capital program reporting and responses in support of new initiatives.

Provides advice on work methods, practices and procedures, and assists leadership and/or individual members to identify the parameters of a viable solution.

Communicates to the team assignments, projects and deadlines and time frames for completion to a group of employees performing work at the GS-13 level and below.

As a Training Specialist, you will provide expertise in planning, development, presentation, and evaluation of adult training, education and professional development programs for HRSA.

Your major duties and responsibilities include:

• Designing and delivering instructor-led, in-person training and instructor-led virtual classroom training using computer-based training (CBT) and interactive courseware solutions to meet training requirements.
• Designing, developing, implementing, and evaluating training and development programs using adult learning principles, identifying learning goals and objectives.
• Evaluating effectiveness of instructional materials and compiled data for a variety of training programs and presenting findings to stakeholders to assist in improving training strategies.
• Facilitating focus groups and interviews for the purpose of designing individual and organizational interventions.

Specific duties include:

• Leads a unit or team of employees performing work at the GS-5/6/7 level.
• Provides guidance and technical direction for accomplishing the work of the unit or team.
• Ensures the work assignments of employees in the unit or team are carried out.
• Works with the supervisor in the assignment of functions to team members in order to meet routine and unusual deadlines and priorities.
• Serves as work leader, ensuring the work assignments of employees in the unit are carried out.
• Distributes and balances workload and tasks among employees in accordance with established workflow and/or job specialization. In case of a shortage of personnel due to scheduled or unscheduled leave, responsible for filing in and for distributing the workload to other team members to ensure smooth workflow.
• Ensures the timely accomplishment of assigned tasks, and ensures that each employee has enough work to keep busy. Monitors the status and progress of work and makes day-to-day adjustments in accordance with established priorities.
• Maintains current knowledge and answers questions about other employee's procedures, policies and directives.
• Trains or arranges for the training of team members in the accomplishment of tasks or projects. Gives on-the-job training to new employees in accordance with established procedures and practices.
• Monitors and reports on the status and progress of work, checks on work in progress, and reviews completed work to see that the supervisor's instructions on work priorities, methods, deadlines, and quality have been met.
• Obtains assistance and/or need information from the supervisor on problems that may arise or backlogs that cannot be disposed of promptly.
• Checks work in progress or spot checks work not requiring review, and reviews completed work to see that the supervisor's instruction on work sequence, procedures, methods, and deadlines have been met.
• Amends or rejects work not meeting established standards; refers to questions or matters not covered by standards and problems in meeting performance standards to the supervisor.
• Performs the following limited administrative personnel management functions:

1. Approves emergency leave for a few hours or for emergencies.
2. Provides information to the supervisor concerning promotions, reassignment, recognition of outstanding performance, and personnel needs.
3. Informs employees of available employee benefits, services, and work-related activities.
4. Reports to the supervisor on performance, progress, and training needs of employees, and on behavior problems.
5. Resolves simple, informal complaints of employees and refers others, such as formal grievances and appeals, to the supervisor or an appropriate management official.

• Monitor suspense items and prepare correspondence.
• Review, examine, evaluate and analyze Department of the Army publications and Military Personnel (MILPER) messages associated with Military Personnel Management to determine their applicability and impact on personnel services.
• Keep track of current publications on military personnel operations and ensure the publications for Officer/NCO Evaluations, Officer/Enlisted Promotions are current.
• Provide technical guidance to subordinate units in the area of military personnel actions and the maintenance of personnel records.
• Draft correspondence concerning aspects of officer and enlisted military personnel activities.
• Within established guidelines and procedures, execute officer and enlisted military functions.

• You will provide classification and position management advisory services in a college/university environment.
• You will advise on recruitment strategies (e.g. Merit, Delegated Examining, Direct Hire) and incentives; advertising, resume review, interview techniques, etc.
• You will advise management concerning appropriate solutions for workplace issues (employee and labor relations issues). Defers more complex matters to the ER/LR specialist.
• You will develop marketing strategies appropriate for non-competitive recruiting (e.g. recent college graduates, individuals with disabilities, Mil Spouse, Vets, Interchange eligible).

• Guide and direct overall policy development and operations with other program managers across multiple enterprises within DISA.
• Determines applicability, of established law, directives and issuances to individual situations and agency wide conditions peculiar to the Defense Information Systems Agency.
• Drafts and develops program guidance in conjunction with the Subject Matter Expert (SME), to include manuals and training course units on technical services programs and processes.
• Manages Civilian Personnel publications program with extensive regulations, forms, etc. Works with the Agency Editor, publications team and Chief of Staff office to ensure proper routing and issuance of publications.
• Serves as the Agency's Remote Work Program Manager charged with full spectrum of program operations. Responsible for program development, modifications, advisory services, execution, and sustainment.
• Develop and establish policies, laws, guidance, and regulations directly related to the program.

• Perform a wide range of military HR actions in support of BDE HQs military personnel.
• Maintain a control log whereby leave and passes are tracked.
• Advise BDE on status of assigned HR actions, issues encountered, and recommends solutions, when appropriate.
• Performs mailroom duties to include receiving, sorting, and distributing mail.