Total 28 Human Resources job vacancies in Vandenberg AFB, California

1. Manages, develops and serves as the subject matter expert for manpower and personnel IT business strategies and transformation initiatives.
2. Develops strategies, plans, programs, and processes to collaborate across Manpower and Personnel Services enterprise.
3. In coordination with stakeholders both inside and outside the AETC/A1 organization, develops and continually improves IT utilization and processes to ensure effective and efficient improvements and return on investments.
4. Represents AETC/A1 with a variety of Command, installations and functional area organizations for personnel information systems and IT management.

• Responsible for Flight Services, obtaining flight clearances, and validating required Flight Crew Information File (FCIF) and other Go-no-Go pre-flight data.
• Provides technical guidance and expertise in the scheduling of the flying unit Special Use Airspace (SUA).
• Monitors substantiating personnel listings, independently determines the status of incoming/outgoing Personnel in Change of Station (PCS), Separation/Retirement, and Temporary Duty (TDY) status, and performs a wide-range of aviation management duties.
• Manages aviation resource programs, utilizing Ad-Hoc reports and the Centralized AF ARMS systems; monitors the resources and training requirements for mission accomplishment and safety of flight.

• Performs the full range of tasks in filling positions. Exercises considerable independence in performing recruitment and placement tasks involved in filling a variety of lower-grade clerical, administrative, technician, and semi-skilled wage grade positions.
• Performs functions involved with the DOD Priority Placement Program (PPP) and other special hiring programs.
• Initiates and Monitors the suitability and security automated systems.
• Performs a variety of recruitment and placement support duties. Based upon data gleaned from official files and automated records, prepares correspondence, memoranda, and one-time reports on a variety of recruitment placement activities such as strength figures, vacancy reports, and status reports.
• Uses multiple office automation software with varied functions to produce a wide range of documents, formats, etc.

Provides general information regarding position vacancies, application procedures, status on vacancies and requests, etc. Receives requests for personnel actions. Checks request for completion and accuracy. Routes/prints requests for personnel action. Creates recruitment file/folders. Initiates and tracks local/installation records checks. Schedules and prepares in-processing and out-processing of employees. Reviews and verifies completion of personnel documents. Obtains missing information for personnel documents/records. Enters data into automated personnel systems. Assists in providing recruitment and placement service to Nonappropriated Fund (NAF) activities. Assist applicants in applying for vacancies. Coordinates onboarding tasks for new hires. Refers inquiries about specific issues or actions to the appropriate assistant/specialist.
Performs a variety of general office duties such as receiving telephone calls and visitors, routing and filing correspondence, sorting and distributing the mail, and providing routine support tasks within the HR office. Performs records management tasks/responsibilities. Creates and maintains Official Personnel Folders (OPFs). Drafts outgoing correspondence. Operates a personal computer and office software programs to enter data, complete forms, and correct errors and omissions in documents, files, and records, as needed. Utilizes automated office equipment (i.e., copier, fax machine, or equivalent) in accomplishment of tasks. Makes copies, scans documents, uploads and files documents for casefile or recordkeeping purposes. Distributes copies of personnel actions. Performs other related duties as assigned.

If interested in applying for this position you may preview the online application: https://apply.usastaffing.gov/ViewQuestionnaire/12627715

THIS IS A T5 EXCEPTED SERVICE, TEMPORARY POSITION NOT TO EXCEED ONE YEAR

Selectee may be non-competitively extended up to 4 years if/when funding becomes available.

The primary purpose of the HUMAN RESOURCES ASSISTANT (MILITARY), GS-0203-7, is to is to assist a higher graded specialist in researching/studying/analyzing and administering all aspects of the assigned function(s). Performs duties in one or more program areas as described below. Incumbent identifies the scope or nature of a situation and determines the need for and obtains additional information through research of pertinent records, identifying trends and patterns, and/or review of technical reference material in order to resolve problems or controversies pertaining to human resources matters.

• Provides assistance in administering and managing the enlisted retention program. Provides procedural guidance to commanders, supervisors, and staff members on the Weight Management Program (WMP). Provides advice and assistance to commander and staff on various Career Enhancement programs.
• Participates in development of procedures and establishment of policy for building, updating, auditing, and for accountability and disposition of automated and manual records. Ensures records are accurately maintained and updated. Compiles reports and statistical information regarding various programs.
• Prepares reports on strength accountability and provides statistics to senior staff on projected and actual losses. Provides manpower data to commanders and assists them with problem areas. Maintains suspense and updates duty status and deployment availability codes.
• Participates in analysis and subsequent determinations regarding personnel matters that may affect Active Guard Reserve (AGRs), traditional reservists, and/or family members. Participates in staff visits and trains personnel within the unit on Personnel Readiness programs for which they are responsible. Participates in preparation of and presents periodic briefings/orientations on mobilization procedures to commanders required to support deployments.

The position resides within the infrastructure and support functions of the state National Guard; the incumbent is not subject to mobilization, nor is the work described part of the military mission; and the incumbent does not perform a key advisory or essential administrative role that is inherently military. In addition, the position must meet one of the following: It does not have a comparable military function; the position is required in full-time (civilian) role when the organization, or similar military position, is mobilized to perform continuing post-mobilization functions; or the position requires a skill or competency that necessitates technical expertise or professional qualifications that cannot be readily found in the military structure of the state military force.

May make additional selections within 90 days of eligible(s) issuance.

1. Responsible for Flight Services, obtaining flight clearances, and validating required Flight Crew Information File (FCIF) and other Go-no-Go pre-flight data.
2. Provides technical guidance and expertise in the scheduling of the flying unit Special Use Airspace (SUA).
3. Monitors substantiating personnel listings, independently determines the status of incoming/outgoing Personnel in Change of Station (PCS), Separation/Retirement, and Temporary Duty (TDY) status, and performs a wide-range of aviation management duties.
4. Manages aviation resource programs, utilizing Ad-Hoc reports and the Centralized AF ARMS systems; monitors the resources and training requirements for mission accomplishment and safety of flight.

• You will serve as the Force Human Capital Programs Manager for Commander, Naval Special Warfare Command (CNSWC) in Naval Amphibious Base, Coronado, San Diego, CA
• You will serve in support of the U.S. Navy's overall Human Capital strategies to develop long term, strategic plans for Human Capital Enterprise (HCE) and Advancing Culture Integration for NSW.
• You will Serve as the HCE Council Facilitator, assisting the Chair (WARCOM Chief of Staff) supported by five standing NSW HCE Working Groups representing the critical components of the NSW HCE lifecycle and landscape.
• You will act as the SME for Advancing NSW culture integration, a structure intended to stimulate collaboration and facilitation on Enterprise-Wide topics that impact diversity across the force.
• You will advise NSWC leadership, as well as NSWAC on the execution of comprehensive NSW awareness campaigns among high potential diverse and minority candidates.
• You will be responsible for the management, assignment, tracking, preparation, and routing of N1 routine and administrative correspondence via the command’s Correspondence Task Management Tool (TMT) System.

• Receives, reviews, and analyzes recruitment requests and supporting documentation from serviced organizations.
• Codes and reviews all types of complex personnel actions.
• Participates in special initiatives, studies and projects, and affirmative employment activities.
• Performs a full range of staffing advisory services to organizations serviced.

WHAT IS THE HUMAN CAPITAL OFFICE DIVISION?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Vacancies will be filled in the following specialty areas:
Human Capital Office of Human Resource Operations Labor/Employee Relations and Negotiation

The following are the duties of this position at the full working level.

• Provides authoritative advice and assistance and performs a variety of services to management officials at all levels within the organization on the full range of assigned specialized fields of personnel management.
• Maintains complete knowledge of assigned personnel management function(s) and provides authoritative technical assistance on complex problems referred from other human resources specialists and assistants. Serves as technical consultant to other human resources specialists.
• Meets with management officials at all levels regarding controversial personnel management problems. Provides alternative problem solutions to meet management's needs.
• Participates on national, regional, or local task groups as required.
• Serves as team leader for a team of human resources specialists and assistants when required. Distributes and balances work among team members in accordance with established work flow or job specialization; amends or rejects work not meeting established standards; approves leave for a few hours or for emergencies; resolves simple or informal team member complaints and refers other complaints to supervisor; reports to supervisor on team performance, progress, training needs, and disciplinary problems; and makes suggestions to supervisor concerning promotions, reassignments, recognition of outstanding performance, and personnel needs.

As a HR SPEC (MIL), GS-0201-09, you will perform the below duties:

1. Serves as advisor to commanders on assigned unit human resources (HR) programs. Interprets policy and provides procedural guidance to commanders, supervisors, and staff members. Provides guidance and assistance on unit program(s) for which responsible. Provides training to supervisors on all military human resources issues. Analyzes data and subsequent determinations regarding any number of human resources matters that may involve or affect AGRs, drill status guardsmen, and/or family members. Advises supervisors or managers within unit when actions may affect productivity or mission. Conducts staff visits and trains personnel (AGRs), traditional drill status guardsmen, supervisors, managers, etc.) within the unit in all programs for which responsible. Conducts periodic briefings for staff, commanders, and administrative personnel to promote a full understanding of all aspects of the assigned program(s). Provides commanders, supervisors, and the MPF staff with a variety statistical data report pertaining to military HR issues to assist in HR management decisions. Accomplishes/oversees the accomplishment of technical support work in each of the functional areas within this program area. Incumbent has responsibility/accountability for assigned program accomplishment personally and through subordinate full-time technicians and/or drill status guardsmen when assigned.
2. Plans, directs, controls and provides advisory services on all aspects of the Career Enhancement program for both Active Guard Reserve (AGR), unit drill status guardsmen, full time technicians and potential members. Develops internal policies and procedures governing administration of the following programs: Officer Performance Report/Enlisted Performance Report (OPR/EPR), and officer, enlisted promotions and enlisted demotions. Monitors monthly reports on performance raters and changes of raters to maintain an accurate record. Provides administrative control, management, development and advisory service for military awards and decorations. Reviews Line of Duty (LOD) determinations for administrative accuracy, tracks progress and initiates incapacitation pay requests (if applicable). Manages and provides guidance and technical expertise of various special programs to include Deserving Airman Promotion Program, Reserve Officers Personnel Management Program, Exceptional Promotion Program, and Extensions/Reenlistment Program. Administers the test program, which includes the Air Force Officer Qualifying Test (AFOQT), Defense Language Aptitude Battery Test (DLAB), Defense Language Proficiency Test (DLPT), and Air Force Classification Test (AFCT). Monitors the Weight and Body Fat Management Program to ensure compliance with regulatory and legal requirements and conducts staff assistant visits.
3. Plans, directs, and controls all aspects of the Customer Service Program. Manages the Air Force Personnel Records System. Develops procedures and establishes policy for building, updating, auditing, and accountability of and disposition of automated and manual records. Monitors the maintenance and security of the Unit Personnel Record Group (UPRG) ensuring content meets regulatory requirements and are safeguarded. Manages the Point Credit Accounting and Reporting System (PCARS) program. Is the focal point within the MPF for various entitlement programs (i.e., TRICARE medical/dental, Survivors Benefit Plan, Thrift Savings Plan (TSP), Family Care Program, etc). Provides assistance and information on active duty benefits for AGR members. Monitors and provides technical guidance to workers performing counseling regarding the Servicemen Group Life Insurance (SGLI) benefits. Responsible for oversight, verification, authorization of identification (ID) cards for all branch service members, retired members, and enrollment of eligible family members in Defense Enrollment Eligibility Reporting System (DEERS). Administers the Casualty Service Program and serves as technical advisor, and as the Casualty Assistance Representative (CAR). Provides casualty assistance (at locations without established Casualty Service work centers) according to governing directives. Serves as focal point for entire organization concerning Privacy Act matters, military dress and appearance policy and procedures. Maintains and ensures Records of Emergency Data forms are accomplished.
4. Plans, directs, and controls all aspects of the human resources employment program. Responsible for the development of internal policies and procedures governing administration of Personnel Employment programs to include inbound assignment for officer and airmen personnel; certification of military qualifications and assignment eligibility for AGRs, traditional drill status guardsmen applicants; and in-processing of personnel.
5. Performs other duties as assigned.

• Administers and manages the NAF HR programs.
• Provides expert advice, guidance, and recommendations on labor relations and employee relations issues.
• Plans and administers the NAF Position Classification and Wage Administration programs.
• Oversees and performs work involving the administration of the NAF Affirmative Employment Program and assures the integrity of NAF Personnel Systems.
• Conducts and oversees NAF employee training and development requirements.
• Performs first level supervisory personnel management responsibilities.

• Collect, interpret, and analyze data (i.e., vegetation, watershed, rangeland, invasive plants, conditions, and natural processes) to evaluate implemented management practices and prescriptions.
• Performs resource inventory, monitoring and surveys.
• Assist in preparing biological assessments and consultations for proposed projects and any other activity on public land.
• Performs resource inventory and assessments of major and minor land use projects.
• Develops and maintains a restoration resource information database.
• Aid with weeds and weed related treatments; review and prepare proposals for pesticide use to ensure proper methods and procedures are followed.
• Develops rangeland, riparian and other restoration, and improvement projects.
• Participates in the planning and preparing of multiple-use resource management plans and environmental impact documents.
• Establishes and maintains working relationships with outside agencies, livestock operators, partner organizations and the public.
• Assist in the conservation and protection of listed and proposed threatened and endangered plant species in coordination with other programs.

• The duties described are for the full-performance level. At developmental grade levels, assignments will be of more limited scope, performed with less independence and limited complexity.
• The duties may include, but are not limited to:
• Performs fact-finding and research to develop background information for formulating or revising segments of personnel policies, programs, and procedures
• Assesses need for, recommends, and writes Agency regulations, instructions, notices, policies, programmatic and procedural guides, and memorandum on various personnel subjects
• Represents Programs in external staff meetings, conferences, consultations and coordination with OPM, USDA, other Federal Agencies, and non-Federal organizations.
• Develops and delivers presentations and briefings to managers, supervisors, or employees.
• Development of visual aids, handouts, charts, and reference on various personnel subjects.
• Assesses need for and recommends subject-matter training for MMA officials. Researches, analyzes, and develops material training sessions.
• Provides technical advice and assistance to management on the interpretation and implementation of new and/or substantially revised personnel laws, regulations, policies

• The duties described are for the full-performance level. At developmental grade levels, assignments will be of more limited scope, performed with less independence and limited complexity.
• The duties may include, but are not limited to:
• Performs fact-finding and research to develop background information for formulating or revising segments of personnel policies, programs, and procedures
• Assesses need for, recommends, and writes Agency regulations, instructions, notices, policies, programmatic and procedural guides, and memorandum on various personnel subjects
• Represents Programs in external staff meetings, conferences, consultations and coordination with OPM, USDA, other Federal Agencies, and non-Federal organizations.
• Develops and delivers presentations and briefings to managers, supervisors, or employees.
• Development of visual aids, handouts, charts, and reference on various personnel subjects.
• Assesses need for and recommends subject-matter training for MMA officials. Researches, analyzes, and develops material training sessions.
• Provides technical advice and assistance to management on the interpretation and implementation of new and/or substantially revised personnel laws, regulations, policies

• Conduct studies and surveys for the command to provide recommendations on workforce planning.
• Utilize manpower standards to determine staffing levels.
• Analyze workload statistics to make recommendations to improve the efficiency and effectiveness of program operations.
• Conduct manpower studies and surveys to analyze various Human Resources Management and manpower related functions.
• Provide justification to supervisor on acceptance or denial of requests to include recommendation on amount of special salary to be granted.
• Provide advice and guidance to managers and supervisors on issues relevant to human resources and workforce planning, surveys, and results.
• Correspond with candidates regarding interviews, openings, and various other questions about positions.