Total 110 human resources job vacancies in remote india gurugram

• The responsibilities 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 incumbent will be assigned to one of the following branches within the Human Resources Operations Center: Recruitment and Placement, Benefits and Retirement, Processing/Records, and/or Classification.
• Responsible for the pre-employment process to include extending tentative job offers, initiating and tracking drug testing and medical reviews, establishing start dates, and responding accordingly to inquiries while providing continual HR support.
• Researches and applies laws, regulations, policies, and precedents of Federal employee retirement, group life insurance, health benefits, and Thrift Savings Plan programs to provide advice and guidance to management, employees, and beneficiaries.
• Responsible for processing personnel and payroll actions to include coding, calculation of service computation dates, within-grade increases, pay adjustments, system errors, and accessions and separations into the National Finance Center (NFC).
• Reviews requests for personnel actions for accurate information and data integrity; responsible for periodic quality reviews and ensures personnel actions are processed within established timelines.

• Provides technical support to HR Specialist performing centralized work in HR information systems.
• Performs information system related functions such as: resetting passwords; granting or removing system access; assigning roles; locating missing information; entering data into information systems; collecting information from the field.
• Updates and/or maintains HR information systems guidance and material maintained on internal and external websites.
• Conducts audits of existing files and data bases.
• Serves as point of contact and provide technical assistance to the field in resolving system problems as they relate to the operation of the automated HR systems, such as those pertaining to system access, account creation, activation, coding.

VA offers a comprehensive total rewards package: HR Specialist Total Rewards

This announcement is for a Temporary promotion or Detail NTE 120 days. Open WMC wide only.

This announcement will close on 11/21/2024, the first 75 applications received will receive first consideration. Applications that are submitted after 11:59 p.m. Eastern Time on the date in which the initial cut-off number has been reached will not receive consideration unless otherwise requested by management.

The Program Manager is responsible for providing overall leadership and direction for the program as well as overseeing the planning, implementation, and management of the program within the Veterans Health Administration. The incumbent provides overall management and support of Scholarship and Clinical Education programs including daily communication with various customers and stakeholders at all levels of the organization, charter groups and arrange meetings, collect and analyze data, formulate and implement program development and improvement activities, assist in survey administration and the management of funds.

Major Duties Include:

• Performing application evaluation and explaining eligibility criteria to candidates.
• Identifying current and future program needs and establishing priorities.
• Preparing responses at the request of Congressional staff offices related to program area.
• Collaborating with other agencies for application selection.
• Preparing annual and supplemental requests for funding and decision documents.
• Collecting and analyzing data for purposes of determining funding needs for program support, identifying additional disciplines to include in legislative proposals and determining cost-effectiveness of educational assistance opportunities.
• Serving as a national technical expert on the laws, regulations and policy that govern the operation of Scholarship and Clinical Education programs.
• Creating and justifying the annual budget of programs along with management of received funds.
• Developing budget reports and assisting in budget allocation and execution for the program and monitoring the use and rate of expenditure of budgeted funds.
• Collecting, inputting, managing, and maintaining data, record keeping, and creating and generating budget and financial reports.
• Developing comprehensive plans and processes to attract program candidates based on projected
  occupational needs.
• Developing policy/guidelines, instructional methods, materials, etc. to support program participation to meet Administration recruitment needs.
• Providing subject matter expert analysis and advice on agency-wide student loan financial recruitment &
  retention programs.
• Collaborating with Third Part Vendors for processing of payments.

• You will be expected to remotely supervise HR Specialists and HR Assistants.
• As a working supervisor, you will be expected to train, coach, and develop HR Staff to draft, post, evaluate applicants, issue certificates, and onboard new hires for both delegated examining and merit promotion.
• This position plans and tracks high volume of work to be accomplished, sets workload priorities and deadlines, and makes assignments based on capability and expertise.
• You will carry out first-level supervisory duties in accordance with all regulatory requirements in areas such as diversity; equal employment opportunity (EEO); merit systems principles; safety and occupational health; performance management; ethics, conduct and discipline; and hiring reform.

• The responsibilities 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.
• Develop, implement, and manage recruitment strategies that encourage partnering with USCIS customers providing expert guidance on various hiring and retention programs.
• Provide expert advice and guidance to hiring offices, high level management, executives, and employees on complex administrative and recruitment and placement issues.
• Advise management on a wide range of staffing matters (e.g. recruitment strategies, recruitment methods, special hiring authorities, etc.).
• Conduct training with customers on the principles of staffing, recruitment, and placement.

• Identifies a need for classification
• Gathers, organizes, and maintains information.
• Determines its importance and accuracy and communicates it by a variety of methods.
• Evaluate, establish, and maintain position classification program/standards to determine appropriate pay system, occupational grouping, grade and title of positions, and advise on position and organizational design.
• Conducts audits of Position Management and Classification operations and actions to ensure compliance and data accuracy with Federal and agency law, policy, procedure and practice.
• Applies knowledge of the Fair Labor Standards Act (FLSA) and researches related law, guidance and precedent setting cases to support FLSA decisions
• Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one's job.
• Works with, understands, and evaluates technical information related to the job; advises others on technical issues.
• Recognizes or uses correct English grammar, punctuation, and spelling.
• Explains grade level characteristics and other classification information for understanding and correct application to managers, supervisors and employees.
• Produces written information, which may include technical material that is appropriate for the intended audience.
• Communicates information (for example, facts, ideas, or messages) in a succinct and organized manner.

• Serve as a senior level HR Specialist performing a full range of tasks and/or providing technical guidance to other human resource professionals in recruitment and placement and compensation.
• Develop recruitment strategies to address specific resource or program needs. Analyze, interpret, and evaluate basic HR policies, procedures, regulations, and a wide variety of pertinent subject-matter related to recruitment and placement.
• Train managers and HR staff on availability and use of a full range of recruitment flexibilities such as veteran's authorities, direct hire, and agency or bureau specific authorities.
• Verify applicant eligibility, qualifications, and ratings for complex technical, professional and scientific positions. Perform the full range of recruitment under Delegated Examining and merit promotion.
• Interpret regulations, policies, and directives, and uses good judgment to provide accurate pay setting guidance.

• Provide advice to management on their use of Delegation of Classification Authority override.
• Conduct a special review to identify problems and recognize best practices in position management.
• Ensure command-wide position classification accuracy and consistency in interpreting and applying position classification standards.
• Audit classification actions in accordance with applicable regulations, policies and guidance.
• Explain results of classification findings and the evaluation conclusion to supervisory personnel as requested.

Major Duties:

• Review and audit Personnel Action Requests (PARs) to ensure the accuracy of the nature of action, authority code, PD number, position descriptions, remarks, promotions, transfers, special salary determinations, and corrections to employee records.
• Perform administrative, audit and analytical oversight functions for human resources programs and functions related to recruitment and placement, personnel security, position management, performance management, and HR automation systems.
• Develop training tools and plans and assist in implementing approved recommendations to correct deficiencies, establish and modify processes to meet organizational goals, objectives and changing needs.
• Establish and maintain cooperative working relationships with leadership, management, and staff to further issue guidance to clarify conflicting guidance or alleviate other potential or existing problems.
• Apply Human Resources concepts, principles, and practices related to identifying, altering, and selecting individuals and placing them into positions to address changing organizational needs.
• Analyze and prepare occupational information to facilitate personnel, administration, and management HR functions of the organization.

• At the full performance level, duties include, but are not limited to, the following:
• Advising management on the use of various types of internal and external recruitment sources and authorities to place qualified applicants;
• Analyzing the knowledge, skills, and abilities required by the position to create and assist with preparing job analyses and crediting plans with Selecting Official;
• Applying appropriate fact-finding and problem-solving methods and skills to gather information from various sources and determine applicable statues, regulations, or guidelines;
• Integrating and adapting complex, technical personnel policies, regulations, and procedures to the individual situation; and
• Composing written correspondences to accurately respond to management questions or concerns, fostering an understanding and acceptance of HR recommendations and/or decisions.

• The responsibilities 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.
• Provide support, counsel, and advice to employees and managers regarding employee benefits.
• Maintain awareness of existing and new program requirements impacting employee benefits.
• Analyze the operational effectiveness of new or existing regulations on benefits programs and develop or revise policies and procedures as necessary.
• Conduct in-house retirement planning programs, one-on-one retirement counseling, retirement calculations, evaluate employee's retirement options, and advise accordingly.
• Process Civil Service Retirement System (CSRS), and Federal Employees Retirement System (FERS) applications.
• Conduct audits of official personnel records, resolve discrepancies, and determine creditability of verified service for Service Computation Dates (Retirement and Thrift Savings Plan (TSP)).
• Research and stay current on applicable Office of Personnel Management (OPM) regulations and organizational policies and procedures.

VA offers a comprehensive total rewards package: HR Specialist Total Rewards

These are remote positions in support of VISN 1 VA New England Health Care System. Salary will be determined by the selectees duty location.

Major duties include, but are not limited to:

• Maintain position management in HR Smart to ensure positions are not over allocated or miscoded.
• Use evaluative and analytical techniques to identify, analyze, and resolve problems within the position management and staffing arena through use of information systems.
• Create, update, and maintain information for all VA positions, whether incumbered or vacant.
• Conduct periodic data cleanses to ensure accuracy and currency (i.e., auditing HR·Smart positions against approved organizational strength).
• Advise HR staff and stakeholders regarding organizational Position Management and the efficient use of positions.
• Verify authorized Position Description (PD) numbers on organizational charts and performs position builds, as needed.
• Serve as a SME for position changes involving organizational reorganizations and/or realignments;
• Monitor and update vacancies for recruitment and strategic planning purposes.
• Independently correct completed actions on a routine basis.
• Troubleshoot errors independently and complete a thorough analysis of records.
• Correct any discrepancies prior to data entry for updating.
• Answer requests for retroactive HR actions that require tracing position history.
• Examine and processes position changes related to a variety of personnel action requests including but not limited to accessions, reassignments, and promotions.
• Route errors to the appropriate staff when discrepancies are found, and provide information to assist in correcting the discrepancy.
• Audit position data in various modules of the system.

• This is a Non-Bargaining Unit position.
• This position is covered by locality-based comparability pay.
• Travel and relocation expenses are not authorized.
• This position is in the Competitive Service.
• Time-in-Grade Restriction: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements. The grade may have been in any occupation but must have been held in the Federal service.
• Employee must meet requirements by the closing date of this posting.
• Current VA Federal employees must submit copies of their most recent SF-50, (Notice of Personnel Action). The SF-50 must identify the position title, series, grade, step, tenure and type of service (Competitive or Excepted). In some cases, more than one SF-50 may be required to show a higher grade previously held.
• Incomplete applications will not be considered.

This announcement is open to ICTAP/CTAP, VEOA and Military Spouses ONLY. 

As a Human Resources Specialist, you will perform the following duties:

Duties at the GS-07 Grade Level

• Resolve technical problems related to processing a wide variety of personnel and payroll actions through a variety of Human Resources Information Systems. Process personnel actions and benefit documents to ensure that processing is in conformance with Office of Personnel Management and GSA regulations and procedures.
• Facilitate, track and monitor requests for future system requirements and enhancements for modules within the system. Maintain current on the development status and functional capabilities of HR Links and other systems to eliminate or minimize duplication of functions. Coordinate with respective functional subject matter expert to analyze and interpret the request and impact on current processes and procedures.
• Routinely monitor system entries to assess operational status. Coordinate with respective facilities to provide additional training and/or instruction when concerns are identified.
• Maintain a log utilizing Google Docs which includes information on the date, the nature and origin of end user request and the date and nature of resolution.
• Provide technical advice to staff and serviced organization officials to ensure timely implementation of new subsystems and/or enhancements to existing system. Respond to customer inquiries via telephone, email, and personal contact.

Duties at the GS-09 Grade Level

• Process personnel actions and benefit documents to ensure that processing is in conformance with Office of Personnel Management and GSA regulations and procedures. Resolve technical problems related to processing a wide variety of personnel and payroll actions through a variety of Human Resources Information Systems.
• Facilitate, track and monitor requests for future system requirements and enhancements for a modules within the system. Maintain current on the development status and functional capabilities of HR Links and other systems to eliminate or minimize duplication of functions. Coordinate with respective functional subject matter expert to analyze and interpret the request and impact on current processes and procedures. Conduct extensive research including reviewing personnel action history, error messages, system requirements and capabilities, interface between HR Links, PAR systems, and other Human Resources Information Systems (HRIS) relevant factors to identify the cause of problems and to develop workable solutions. Provide information and coordinates with Payroll, information technology staffs, and users to resolve problems. Take appropriate corrective actions and explains to users the source of problems and the steps required to resolve the problem.
• Provide nationwide help desk services for GSA Nationwide employees. Provide technical advice to staff and serviced organization officials to ensure timely implementation of new subsystems and/or enhancements to existing system. Evaluate problems, trends, and patterns and determines the need for user training, application modifications, or other solutions to resolve wide-spread problems. Provide feedback to management along with recommendations for improvements. Provide customer training and on-site assistance as needed.
• Respond to customer inquiries via telephone, email, and personal contact. Maintain a log utilizing Google Docs which includes information on the date, the nature and origin of end user request and the date and nature of resolution.

This position has job functions that must be executed within specific geographic locations. The official duty station is a federal facility, leased space, or an alternative worksite (typically the employee’s home) within the specified geographic area. Although you must reside and perform the job functions in the specific geographic location, it will not require you to report to the agency worksite on a regular and recurring basis.

• Utilizes an expert level of knowledge and skill in applying the full range of HR methods, principles, practices and evaluative methods to advise on or resolve the full range of operational problems which range from recurring through unprecedented.
• Studies and advises managers and supervisors on staffing requirements, resources, and problems in assigned offices involving a high degree of complexity.
• Explains regulations, procedures, and determinations to inquiring employees, candidates, and supervisors.
• Providing written communication techniques sufficient to develop and deliver briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of CHRSC findings and recommendations.

The Workforce Lifecycle Systems Branch (WLSB) delivers operational support and provides oversight to critical HR systems. The branch has two sections, each managing an array of HR systems and initiatives that empower the employee journey at the NIH.

• The Talent Management Systems Section (TMSS), works with OPM, NIH administrative communities and OHR partners to provide project management, support product improvement, and training for HRIT systems and tools used for: recruiting, evaluating, assessing, certifying, selecting, hiring, and onboarding the unique talents that support the NIH mission.
• The Core Systems Section (CS) works with CIT, NIH administrative communities and OHR partners to
  provide project management, product improvement, and training for Enterprise HRIT systems and
  tools.

• Participate in the planning, development of policy, evaluation and coordination of NIH human resources programs through project assignments and membership on task forces and committees.
• Provide technical support for existing systems.
• Development and implementation of New Systems.
• Management of Corporate HR websites.
• Serve as project manager for smaller projects or for business case studies or analysis studies.

• Support development and maintenance of Enterprise IT systems to support HR business processes.
• Participate in the planning, development of policy, evaluation and coordination of NIH human resources programs through project assignments and membership on task forces and committees.
• Provide technical support and assistance for existing systems to customers and other team members.
• Development and implementation of New Systems. Management of Corporate HR websites.
• Serve as project manager for projects or for business case studies or analysis studies.
• Monitor project activities and resources to mitigate risks for an organization.