Total 63 human resources job vacancies in district 1 ho chi minh

The incumbent oversees quarterly SES orientation program, HR liaison training, training to stakeholder members (at headquarters and in the field) regarding newly implemented transformational policy, processes and procedures, attends executive meetings with the Office of Personnel Management and other federal agency roundtable and ad hoc groups; assist in the design and development of learning opportunities (in coordination and cooperation with VALU and the Office of Human Capital Planning, Development and Outreach) for VA's SES population.

Assist in the development, recommendations and the coordination department-wide SES training and development policies and procedures. Responsibilities include developing and improving the policies and procedures for these functions, establishing a communications network between VACO and the field advising top management and key staff on policy and process issues.

Provide direct advice and guidance on all aspects of these programs. Given the significant, complex, and sensitive nature of these programs, the incumbent must function with wide independence of operation within framework of general policy and guidance from supervisory management.

Promotion Potential: The selectee may be promoted to the full performance level without further competition when all regulatory, qualification, and performance requirements are met. Selection at a lower grade level does not guarantee promotion to the full performance level.

Work Schedule: Monday - Friday; 8am-4:30pm
Compressed/Flexible: Available
Telework: Available
Virtual: This is not a virtual position.
Position Description/PD#: Relocation/Recruitment Incentives: Not Authorized
Financial Disclosure Report: Not required

As the federal agency whose mission is to ensure the fair and impartial administration of justice for all Americans, the Department of Justice is committed to fostering a diverse and inclusive work environment. To build and retain a workforce that reflects the diverse experiences and perspectives of the American people, we welcome applicants from the many communities, identities, races, ethnicities, backgrounds, abilities, religions, and cultures of the United States who share our commitment to public service.

The Human Resources Specialist position is located in the Civil Rights Division's (Division) Administrative Management Section, Office of Human Resources and Security. If selected, your typical duties may include:

• Providing technical support and training to timekeepers and employees on the use of the Department's timekeeping system (currently, webTA).
• Serving as the supervisors' and timekeepers' POC and authority for resolving procedural problems related to the completion and submission of time and attendance.
• Serving as the primary POC for payroll related matters, researching and analyzing individual cases to determine the appropriate solution to pay problems, and providing information and initiating corrective actions with the National Finance Center (NFC).
• Reviewing, verifying, and processing a variety of payroll documents impacting pay, electronic funds transfer (EFT) payroll deposits, leave, taxes, benefits and other deductions.
• Serving as the liaison with NFC and the Department's Financial Systems Payroll Systems Group in dealing with issues associated with NFC's payroll/personnel systems interface and departmental processing procedures.
• Serving as the NFC Agency Security Officer and system administrator for other payroll/personnel systems including WebTA, eOPF, and USA Staffing.
• Preparing correspondence on sensitive, complex, or highly contested case matters and retirement determinations.
• Counseling and advising Division employees on benefit entitlements.
• Advising managers and employees on leave-related policies and work life programs.
• Managing the Division's performance management program and serving as the Division's Performance Management Program's super-user and trainer.
• Performing other duties as assigned.

The United States Holocaust Memorial Museum is a federally chartered, nonpartisan institution that was created by the US Congress to serve as America’s national memorial to the victims of the Holocaust and an educational institution dedicated to the history and lessons of the Holocaust. The Museum seeks to educate Americans from all 50 states and all walks of life as well as international audiences. The Museum has three areas of expertise: Holocaust remembrance, Holocaust scholarship and education, and genocide prevention.

In carrying out its important memorial and educational mission, the Museum is guided by its institutional values for our workplace: Honor the memory of the victims; carry out our work with dignity, humility, integrity and respect for others; and strive for excellence through teamwork, rigor, and a culture of continuous learning. Consistent respect for others is the foundation for trust, collegiality and inclusion.

Duties include:

Processing personnel actions per the OPM Guide to Processing Personnel Actions including, but not limited to, appointments, separations, promotions, reassignments, transfers, etc. The personnel actions are reviewed for accuracy, adequacy of supporting documentation, and existence of administrative approvals. Working with Human Resource Specialists and team members to acquire and/or complete missing items and resolve discrepancies.

Using FPPS to process personnel actions and generate reports. This includes capturing, reviewing, and recording essential employee data elements needed for employee entitlement and pay determinations, aggregate analysis, reporting, and personnel action processing (i.e., service computation date, veteran’s preference, tenure code, etc.), and resolving any questionable data by conferring with HR Specialists after researching OPM guidelines (i.e., Guide to Personnel Data Standards, Guide to Processing Personnel Actions, etc.) and automated systems guidelines (i.e., the FPPS Data Dictionary, FPPS Relational Data Tables, etc.).

Conducting new employee orientation, reviewing and processing a wide variety of payroll and personnel forms such as tax forms, payroll allotments, bond deductions, Thrift Savings Plan (TSP) elections, Federal Employees Health Benefits (FEHB) elections, Federal Employees Group Life Insurance (FEGLI) elections, etc.

Managing Official Personnel Folders (OPFs), electronic as well as hard copy. Using the OPM Guide to Personnel Recordkeeping to acquire and establish employee records for new hires (transfers from other agencies, new to government, and reinstatement employees). Auditing records, merging records as necessary, and retiring records when required.

Troubleshooting and correcting errors in pay related matters and providing technical advice and assistance to employees, HR Specialists and team members regarding pay problems and procedures necessary for the correction, back-pay entitlements, or money owed based on the error.

The Supervisory Human Resources Specialist performs the following major duties:

• Supervisory and/or Managerial Responsibilities
• Employee Relations Program Planning and Management
• Labor Relations Program Planning and Management
• Performance Management
• Agency Awards Program

• Serves as a technical expert and provides authoritative advisory services throughout the Department pertaining to position classification and position management to Civil Service and Domestic Foreign Service managers, supervisors, and employees.
• Interprets and influences the development of departmental guidance for position classification and position management; evaluates and re-engineers classification applications and processes to improve the effectiveness of program delivery.
• Assists managers, supervisors, and HR staff with developing position descriptions. Provides technical advice to staff so they may gain a thorough and comprehensive understanding of classification principles and concepts.
• Receives delegation of authority to classify General Schedule positions description using the Automated Classification and Recruitment System (ACRS) in conjunction with the Global Employment Management System (GEMS).
• Coordinates with bureaus to research position structures, conduct on-site or Video Teleconference audits requested by managers, supervisors, or employees, completes studies for reorganizations, and executes applications of classification standards.

As a Human Resources Specialist, you will:

- Serve as a technical authority in establishing, maintaining, and monitoring effective staffing, placement, and recruitment programs, to include delegated examining, merit promotion, and special appointing authorities in both the competitive and excepted Federal service.
- Serve as a technical expert on reduction in force, and priority placement programs such as the Re-employed Priority List Program, Career Transition Assistance Program, and the Interagency Career Transition Assistance program, etc.
- Provide leadership and expert advice to both Headquarters and field facilities as well as other agencies through collaborative networks.
- Lead or participate in the development and maintenance of Treasury policy and other issuances, operating guidance, training materials, marketing strategy, etc., in connection with assigned program areas and/or projects.
- Identify need for data and, independently or in collaboration with others, design reports that pull data from various IT sources to create meaningful data analysis to drive decision making.

The selectee will serve as a Human Resources Specialist (Compensation) in the Office of Human Resources, Benefits and Payroll Division. Typical work assignments include:

• Evaluating, and processing a variety of complex pay-related (process pay, applying tax
  deductions, TSP, health/life insurance premiums, garnishments, child support/alimony, leave, premium pay, locality pay) and non- pay- related actions.
• Providing advice and assistance to supervisors, managers, and employees on the use of systems related to personnel and payroll processing and payroll-related administration issues.
• Explaining controversial, complex, and often sensitive pay-related issues, reconciling conflicting viewpoints with employees, supervisors, and in limited circumstances, members of the public on payroll-related inquiries.
• Conducting special projects requiring complex research of historical records, often with missing or incomplete
  information.

The Office of the Clerk for the U.S. House of Representatives is seeking a dynamic and customer focused Human Resources Generalist to join our team. This position is located in the Human Resources Immediate Office, Office of Human Resources (HR), Office of the Clerk (Clerk), U.S. House of Representatives (House). The HR Immediate Office is responsible for providing strategic human capital guidance, and an array of human resource programs to Clerk employees and applicants.

As a Human Resources Specialist, GS-0201-11/12, you will be responsible for:

• Provides oversight of staffing and recruitment activities to ensure Delegated Examining and Human Resource Operations are conducted in a manner consistent with SBA strategic goals and policies, and governmentwide laws, rules, and regulations.
• Provides advice and guidance to the servicing HR offices and OHRS divisions in development of their corrective action plan to address the required and recommended actions.
• Collaborates with other staff in the development of new or revised policy guidance for review by the Strategy Director and other HR managers, staff and serves as the point-of-contact for the division during the review and concurrence process, prior to finalizing the policy.
• Develops written training materials and reference guides for complex training programs. Assists in the development of training plans for other facets of HR training, as appropriate to ensure the content is compliant with laws, regulation, and policies.

• Serves as a Human Resources Specialist (Compensation) in the U.S. Department of Justice (DOJ), Office of Justice Programs (OJP), Office of Administration (OA), Human Resources Division (HRD), Talent Management and Employee Services Branch (TMESB).
• Provides the full range of professional and technical duties in connection with the research and resolution of payroll and human resource problems and time and attendance processing.
• Administers and manages compensation programs for OJP.
• Handles special projects and assignments related to inquiries about the payroll/human resources processing system.
• Monitors payroll-related benefits, including health insurance, retirement plans and other voluntary deductions.
• Oversees and serves as the agency's program manager for programs such as the Voluntary Leave Bank and Voluntary Leave Transfer Program Coordinator.
• Independently handles human resources management liaison and advisory services for OJP.
• Acts as a backup to the Human Resources Specialist (Information Systems), responsible for generating NFC reports.

THIS JOB ANNOUNCEMENT has an applicant limit of 50. Therefore, the announcement will close the day 50 applicants have been received, which may be before the date listed above.

The major duties of this position are:

• Provides a wide variety of personnel programs and services for the entire Board, including but not limited to: recruitment and staffing, classification, compensation, performance management, human capital initiatives, training and development, benefits and retirement programs, security/suitability , work-life programs, employee relations, time and attendance.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; adheres to Merit System Principles and Prohibited Personnel Practices.
• Creates and reviews policies and practices to maintain compliance, as well as develops standard operating procedures and job aids.
• Applies written and oral communication techniques sufficient to develop and deliver human resource initiatives, issuances, status/staff reports, and correspondence to managers to foster understanding and acceptance of findings and recommendations.

The Human Resources Specialist (LER):

• Serves as an authoritative expert on all aspects of OST labor and employee relations (LER) programs to include adverse action proceedings, bargaining and contract management, and performance management, among others. Also provides consultation and guidance on other related programs such as reasonable accommodations, the prevention of harassment in the workplace, and suitability.
• Works in a confidential capacity and provides authoritative advice and guidance to top level political and career officials on a wide variety of sensitive and highly complex LER issues.
• Develops policy through research and analysis of law and regulations, evaluates proposed legislation and regulations, and formulates OST position and drafts policy and guidance on issues relating to program responsibilities such as LER, reasonable accommodations, and prevention of harassment.
• Serves as the OST representative in agency negotiations, discussions, working groups, and both formal and informal advisory forums to present, defend, and negotiate positions as a recognized representative of senior administrative management.
• Conducts administrative investigations which may include investigations conducted under the agency’s prevention of harassment policy framework. Drafts in-depth and analytical reports of investigation which will serve as the basis for management officials to make informed and effective decisions on administrative actions needed to resolve issues as they arise.

The ideal candidate for this position is a human resources professional with experience advising managers and senior leaders on complex labor and employee relations matters and who possesses strong research and analytical skills that can be applied when encountering non-routine issues/matters. The candidate must possess excellent communications skills (both verbally and in writing), which are leveraged to resolve conflicts, facilitate negotiations, and build relationships with internal and external stakeholders.

This vacancy is limited to the first 150 applications received and will close at midnight Eastern Time on the day this application limit is reached regardless of the closing date specified in this vacancy announcement. Any application received prior to midnight Eastern Time of the day the application limit is reached will be accepted and considered. You are strongly encouraged to submit all required supporting documents at the time of application should the vacancy close earlier than stated in this announcement due to the applicant limit being reached. Supporting documents will not be accepted once the vacancy announcement closes.

This position is located within the U.S. Department of the Interior, Office of the Secretary, Assistant Secretary-Policy, Management, and Budget, Deputy Assistant Secretary - Chief Human Capital Officer, Office of Human Capital (OHC), Workforce Relations Division (WRD) in Washington DC.

This position is being advertised as both location negotiable after selection and with a duty station(s) of Washington, DC with the option of telework. If applying to "negotiable after selection", this means that your duty station will be based off your home address and you will be a full-time remote worker. If selectee lives in the local commute area (LCA) of Washington, D.C., selectee may not be remote, but eligible for telework only.

The major duties of this position include, but are not limited to the following:

1. Serves as the technical expert on all Labor Relations matters and is responsible for developing and implementing Department-wide policies and/or initiatives. Represents the Department on various interagency workgroups.

2. Provides advice, guidance, training, and development of policy/resources on the full scope of labor relations matters including coordination of statutory agency head review, negotiability issues, bargaining and contract matters, grievances, unfair labor practices, representation proceedings and other third-party matters.

3. Manages and advises a community of practice comprised of labor relations practitioners across the Department.

4. Identifies conditions of employment changes and consults with the headquarters office of national labor organizations holding national consultation rights with the Department as well as with Labor Relations community of practice to fulfill labor management obligations, as necessary and appropriate. Establishes and maintains effective relationships with all stakeholders, including labor organizations representing Federal employees.

5. Analyzes legislation to determine impact on the Labor Relations program and prepares agency response to labor relations data calls and other requests for information. Reviews and develops recommendations on necessary changes to Agency/Federal policy and guidance.

Washington, DC Salary Information:GS-14: $139,395 - $181,216 per annum

Remote Duty Location Salary Information: Pay will be set according to selectee's geographic area.For more information on locality pay tables: 2024 General Schedule (GS) Pay Tables

First time hires to the federal government typically start at the beginning salary in the range for their respective grade level.

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

The primary purpose of this position is to serve as Special Assistant to the Policy and Programs Division Chief.

Major Duties Include:

• Performs work on a variety of personnel projects, either on a start-to-finish basis or on projects already underway.
• Provides direct advice and guidance on all aspects of assigned program/project areas, including senior executive performance management planning and execution; pay and compensation; employee relations and conduct issues; policy development; benefits and entitlement programs; employee awards and special recognition programs; data applications; and succession planning.
• Provides high level of customer service to support CSEMO strategic goals and objectives.
• Interpreting and applying laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees.
• Interpreting and applying laws, regulations, policies, and practices to provide advice and guidance to officials, supervisors, and employees.
• Serve as a primary Freedom of Information Act (FOIA) Officer. Independently reviews and analyzes Freedom of Information
  Act/Privacy Act requests and the records responsive to such requests and consults with program officials about concerns they may have about release of those records.
• Resolves technical questions relating to FOIA requests and evaluates requests in terms of relevant legislation and content to determine legislative applicability.
• Provide personal assistance services as the primary or alternate Reasonable Accommodation (RA) Coordinator.
• Assists applicant or employee with RA related questions or requests following existing policies and procedures.
• Assists management officials at all levels within the VA with: processing requests for RA; interpreting regulations and statutes; reviewing existing policies and procedures; and recommending appropriate changes in policy and procedures when necessary to be consistent with this guidance.

What will I do in this position if hired?

In this position, you will serve as a Human Resource (HR) Specialist, responsible for providing advice, assistance and guidance to customers, supervisors & managers on human resources problems & issues of a conventional or non-conventional nature.

Typical assignments include:

• Advising management on recruitment strategies, sources, and special programs that emphasize affirmative.
• Providing continuing technical services involving the identification and cultivation of recruitment avenues and strategies, determining rating and ranking factors, developing crediting plans and assessing applicants' qualifications.
• Processing recruitment actions including rating and ranking applicants and preparing and issuing referral lists.
• Providing advice, assistance & guidance to customers, supervisors & managers on a wide range of HR 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.