Total 15 customer service job vacancies in Human Resources category in Australia

IRS Recent Graduates Program affords developmental experiences in the Federal Government intended to promote possible careers in the civil service to individuals who have recently graduated from qualifying educational institutions or programs. Selected applicants are placed in a dynamic, developmental program with the potential to lead to a civil service career in the Federal Government. In addition, the IRS implemented the new IRS Forward Recent Graduate Program that includes an additional year of formal development, training, networking, project teams, and may include rotational assignments.

Following the completion of program requirements, selectees may be considered for non-competitive conversion to a career/career-conditional or term appointment. All conversion requirements will be identified in the Participant Agreement. Program requirements include but are not limited to:

• Successful completion of at least 1 to 2 years of continuous service depending on the position;
• Completion of at least 40 hours of interactive training;
• Mentorship;
• Demonstration of successful job performance; and
• Meet the qualification position standards.

Conversion to the competitive service is not implied or guaranteed.

If selected, you will be placed in a developmental position as a Human Resources Specialist, GS-0201- GS7 with promotion potential to GS-12 in one the division(s) listed below:
HCO - Human Capital Office

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 Front Office COS


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

Knowledge of, and skill in applying, fundamental Human Resource Management (HRM) laws, principles, systems, policies, methods, and practices; as well as interviewing, analytical, and research techniques sufficient to conduct factfinding and recommend solutions to moderately difficult but well-precedented and/or recurring issues and problems.

The supervisor instructs the employee on the purpose of the assignment and its scope, limitations, expected deadlines, and priorities. The supervisor also advises the employee on peculiarities of new assignments. The employee works independently, but within the framework the supervisor established and in conformance with established practices and prescribed procedures, and refers problems not covered by the supervisor's instructions or guides to the supervisor for help or a decision. The supervisor reviews completed work closely to verify accuracy and conformance to required procedures and any special instructions, reviews findings and conclusions to ensure they are supported by facts, and typically reviews in detail the more difficult work of a type the employee has not previously done.

The employee uses a number of guidelines that are directly applicable to the assignment. Guidelines prescribe established procedures and techniques and provide clear precedents. The employee uses judgment in selecting and applying the most appropriate guidelines, determines the appropriateness and applicability of any minor deviations within existing guidelines, and refers to the supervisor situations to which the existing guidelines cannot be applied or require significant deviations.

The work consists of easily distinguishable tasks with a series of related steps or processes. The employee chooses from various alternatives by recognizing differences among a few easily distinguishable situations. The employee exercises judgment regarding the most appropriate approach that is in accordance with established procedures and practices.

NOTE: The incumbent is required to satisfactorily complete on-the-job training and related instructions from their respective Business Unit. Upon satisfactory completion of statutory requirements and contingent upon the recommendation of the supervisor, the incumbent may be eligible for non-competitive promotion to target position upon meeting time-in-grade restrictions and the following requirements: (1) Incumbent demonstrates ability to perform at target grade level; (2) Higher level work exists at target grade level; (3) Increased responsibilities are assigned; (4) Supervisor recommends promotion; (5) Incumbent completes all required training and conditions of employment, and; (6) Incumbent completes all regulatory requirements for career ladder promotions. Consequently, promotion is not guaranteed.

Starting at $49,025 Per Year (GS 7)

WHAT IS THE HUMAN CAPITAL OFFICE (HCO)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 FRONT OFFICE COS

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

• Serves as a lead or principal team member in planning, organizing, and directing team efforts in conducting individual studies of major programs to develop the annual assessment plans, schedule, and implement internal control standard operating procedures. Prepares and assists in developing new assessment guide that contains detailed assessment methodologies and project milestones designed to determine compliance with applicable laws, regulations, and policies/procedures, effectiveness of internal control, and management of risks in human capital programs. Meets with top-level managers and executives within the Service to define risks challenges to programs and socialize annual assessment plan/schedule. May provide technical oversight, direction, training, and guidance to lower graded team members and managers in serviced organizations.
• Plans and carries out independent assessments to manage HCO compliance and risk management program to reduce risk and improve compliance within the operations. Performs comprehensive reviews, process mapping and execute program analyses to evaluate and assess program/project effectiveness and provide recommendations to rectifies significant and high-risk areas, potential program issues and problems. Identifies actual or potential performance problems, emerging patterns, and new developments.
• Researches applicable laws, regulations, policies, and procedures on human capital programs operations. Identifies and responding to risks and assessing the effectiveness of the system of internal controls in human capital programs. Gathers and documents sufficient, competent, and relevant information and data to provide the basis for assessment conclusions. Develops and employs innovative analytical techniques to assess the efficiency, effectiveness of human capital program operations.
• Conducts root-cause analysis on the observations of non-compliance with laws, regulations, and policies and procedures and ineffective program operations. Conducts independent quality review of comprehensive assessment reports to ensure conclusions reached are fully supported by evidence collected and analysis performed.
• Prepares written internal comprehensive assessment reports and/or conduct verbal briefings for top-level managers and executives within HCO and across the IRS that clearly and concisely communicate the issues and program improvements identified in the assessment and includes recommendations that influences program decisions and/or improve business entity's processes and controls which persuade HCO to implement the recommendations from the audit results and assessment.

Starting at $103,409 Per Year (GS 13)

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.

Apply for this exciting opportunity to impact the Secret Service mission by providing quality human capital services for a premiere workforce. You will use your expertise in benefits and payroll while providing advice and assistance to supervisors, managers and employees on benefits and payroll issues. This Human Resources Specialist (Compensation) position starts at a salary of $117,962.00, GS -13 step 1, with promotion potential to $153,354.00, GS-13 step 10.

Starting at $117,962 Per Year (GS 13)

Employee / Labor Relations Advisory Services:
Provides client managers, supervisors, and employees with information and interpretations of the Southwest Regional Human Resources Office's employee conduct and performance management, benefits administration, and other work life programs, procedures, practices, policies, and guidelines, when the issues addressed require substantial interpretation, there is potential for controversy, and/or the issue involves more than one area of Human Resources (HR) policy. Reviews performance, conduct related actions, and provides guidance on complex and/or sensitive issues, such as those that conflict with past practices, involve highly visible or political situations, or have the attention of labor organizations or other groups. Reviews routine to complex, multi-issue, and multi-party complaints or grievances; conducts personal interviews and other fact finding to advise management of alternative and optional approaches to resolve the situations.

Employee / Labor Relations Policy Development and Review:
Reviews and analyzes the effects of proposed and actual changes to employee relations policies and guidelines that impact a significant organizational segment of an organization, such as a Regional Office, Center, or major field installation. Develops and communicates Southwest Regional HR Office-wide positions and interpretations on conduct-related decisions, rulings, appeals, guidelines, and new or revised instructions to managers, peers, employees, and employee organizations. Develops changed or new policies and procedures to promote and implement revised conduct administration program principles, practices, and criteria to promote organizational efficiencies. Works with senior HR Specialists and client managers to develop alternative strategies and assess trade-offs between conflicting Human Resources requirements, such as OPM requirements, Executive Orders, or MSPB decisions, and issues arising from the implementation of new or revised conduct administration and/or performance management practices, such as a new performance appraisal system.

Labor Agreement Administration:
Recommends solutions to labor relations problems and issues having significant impact on cost, production, or working conditions. Certain issues impact significant organizational segments of an agency, such as a regional office, Center, or major field installation, and involve collective bargaining agreements with more than one bargaining unit. Conducts systematic studies and prepares statistical reports and/or written guidance to address subjects of union and management interest. Produces labor summaries, covering subjects such as trends, formal grievances, and arbitration, to clarify and/or quantify generalizations about the current state of the labor relations program for client managers.

Labor Partnering and Negotiations:
Collaborates with client managers to develop SWRHRO positions, proposals, and strategies on complex Human Resources issues, such as controversial items requiring modification or adaptation of guidelines where no clear precedent exists.

Agency Representation in Third-party or Potential Third-party Proceedings:
Serves as a technical advisor or management representative in cases with potential impact on a labor relations program area in a major agency organizational segment, such as a Center or regional office. Reviews and investigates formal grievances on complex and/or far-reaching issues in the pre- litigation stage for possible settlement or withdrawal before third-party proceedings are initiated. Additional responsibilities in the areas of: Employee/Labor Relations Program Administration, Proposal /Plan Development for Employee / Labor Relations Projects, Employee / Labor Relations Program Oversight, Employee / Labor Relations Program Evaluation Work

Starting at $62,635 Per Year (GS 9-12)

• Supports the development and maintenance of Agency-wide policies and procedures for implementing and managing easement programs, including activities related to farm bill easement programs.
• Develops and delivers presentation materials related to easement programs, including written and visual products.
• Assists States with easement program management activities, including implementation, training, and stewardship.
• Engages with partners including state and local government and non-governmental organizations.
• Assists with the preparation of briefing and issue papers.

Starting at $107,906 Per Year (GS 13-14)

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 Strategy Customer Relations

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

• Lead and manage end-to-end transformation projects, including planning, execution, and monitoring of progress. Identify areas for improvement and developing strategies to optimize processes. Collaborate with cross-functional teams to drive change and ensure successful implementation of transformation initiatives. Design and implement change management strategies to ensure smooth adoption of new processes and systems across the organization. Develop and manage comprehensive project plans, including timelines, milestones, risk assessments. Independently lead projects or tracks within of the scope of work or programs; scope the project & work streams. Understand the overall program to manage scope and dependencies.
• Performs assignments that are agency-wide in scope and have significant impact on issues facing the operating unit. Conducts business reviews of the office, serves on task forces or study groups, and performs independent analysis on headquarters or service-wide program operations. Assignments are focused on business process change, including coordination of modernization with information technology as well as non-technical issues which support or are impacted by process improvements.
• Prepares agency directives, memoranda, Service wide policy statements, and other written guidelines and recommendations relating to the project, collaborating closely with HCO policy and compliance, communicating to customers, and monitor compliance as appropriate.
• Ensures compliance with overarching policies established by IRS, Treasury, OPM, and Executive Orders. Program areas often cross functional lines and require incumbent to integrate strategic planning issues such as streamlining and improving personnel system structure, rules, and processes; providing for far-reaching change management throughout the IRS work force; benchmarking and evaluating progress and results; persuading senior officials to find common ground and accept controversial proposals.
• Formulates polices and strategies to drive business adoption of the multiple and various service wide payroll, orientation, and benefits programs and personnel systems; influences the delivery of incremental deployments; and ensures service-wide collaboration with business and information technology organizations.

Starting at $122,198 Per Year (GS 14)

• Assists the field and area staff to market farm bill programs.
• Assist with the development and implementation of program outreach efforts targeted at underserved clients.
• Reviews existing Farm Bill contracts to develop, monitor, and evaluate proper contract execution to include, but not limited to, practice implantation and progress reporting by planned and applied contract dates.
• Monitors direct charge time by budgeted program hours for all area employees through state or national developed tracking systems.
• Provides training, guidance, and technical oversight relative to administration of the producer level financial and technical assistance provisions of the Farm Bill.
• Assists the field and area staff to implement assigned conservation programs. This includes providing training, guidance, and technical oversight on the effective use of the major components of the Integrated Acquisition System (IAS).

Starting at $59,319 Per Year (GS 9-11)

WHAT IS THE TAXPAYER SERVICES (TS)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: Taxpayer Services Service Centers Brookhaven Accounts Management.

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

• Assists in preparing, monitoring, and maintaining the coordination of the Functional Site Training Plan; plans and coordinates functional training, obtains on-site and off-site space, and provides training supplies.
• On a limited basis advises Department Managers of training needs identified through National Office work planning assumptions, published mandatory training requirements, or other sources of feedback.
• Provides training reconciliation reports to Planning & Analysis (P&A) and Business Operating Division (BOD) staffs and prepares reports summarizing activities, identifying training problem areas and makes recommendations on possible solutions for these problems.
• Participates in preparing estimates of training costs to Learning and Education to ensure that the site is properly budgeted for training activities.
• Updates the training section of the filing season readiness plan as needed.

This position has career progression. If you are selected at a grade level lower than the full working level, you may be non-competitively promoted as your career progresses. For example, you may be hired as a GS-05, but if the position has career progression to GS-11, then you may move from a GS-05 to a GS-11 in as little as three years.

Starting at $70,448 Per Year (GS 9-11)

• Serves as the Easement Coordinator for the current and prior year(s) Conservation Easement Programs.
• Provides leadership to assist the Assistant State Conservationist-Program with implementation of agency easement programs.
• Manages contracts for outside services for the completion of Market Analyses and surveys to determine appropriate easement compensation rates and develops corresponding statewide Geographical Area Rate Caps.
• Manages restoration agreements, contracts and budgets, reviews modification requests and processes in- scope or out of scope justification as necessary and elevates to appropriate approving official.
• Conducts outreach activities for easement program opportunities for culturally diverse population.

Starting at $72,553 Per Year (GS 11)

• Provides leadership, technical expertise, program management, partner outreach, training, and quality control for Regional Conservation partnership Programs (RCPP), Conservation Innovation Grant (CIG) and other Farm Bill Programs.
• Assists with partner agreement management by performing the following: tracking deliverables and ensuring proper payments or reimbursements are made to lead partner entities.
• Assists program by analyzing workload associated with RCPP/CIG, making staffing recommendations, tracking budget allocations, and tracking other financial aspects of the RCPP and CIG.
• Assists technical leads with RCPP and CIG agreement negotiations and development by performing the following: understanding and advising on specific deliverables for implementation of programs.

Starting at $76,671 Per Year (GS 11-12)

• 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.

Starting at $103,409 Per Year (GS 13)

The following are the duties of this position at the GS-13. If you are selected at a lower grade level, you will have the opportunity to learn to perform all these duties and will receive training to help you grow in this position.

• Serve as a technical expert and consultant to management, staff and customers on controversial and difficult employee and labor relations problems.
• Provide advice and assistance in situations requiring extensive analysis in which the nature and scope of the issues are complex, necessitating careful study in search of innovative solutions to problems in consideration of the needs of management.
• Review established programs, evaluate their effectiveness, recommend improvements, and redesign as necessary to meet changing objectives.
• Interpret, analyze and prepare responses to new or proposed changes to complex legislative, regulatory, and policy guidance affecting workforce relations. Advise managers and director on the findings and recommendations and brief the staff on any resulting impact or change to program, process, or systems.
• Handle routine employee and labor relations casework as needed.

Starting at $86,962 Per Year (GS 12-13)

• Plans, facilitates, and coordinates, budgetary, human capital planning, and administrative support functions.
• Evaluates and adjusts administrative support staff workloads and assignments, special projects, and training needs.
• Provides advice and guidance on the District’s operating budget, usage of financial management systems, completion and submission of budgetary reports and data calls, procurement and purchasing, and tracking and analysis of financial expenditures.
• Coordinates the work of lower-graded administrative support staff to ensure customer service standards and deliverable requirements are met, administrative activity is managed, routed, and completed in a timely fashion.
• Coordinates hiring, employment, and recruitment activities including partnerships with local agencies.

Starting at $80,665 Per Year (GS 11-12)

• The Pathways Recent Graduate program duration is one year. Upon successful completion of the program and at the agency's discretion, the appointee may be converted to a permanent position in the competitive service.
• The duties described below are at the full performance level (GS-9). Incumbents will serve in a developmental capacity, wherein the work is less complex in nature and the supervisor provides specific instruction and guidance.
• Coordinate staffing and coverage of inspection assignments.
• Maintain the database of available personnel to ensure assignment staffing.
• Provide information to union officials and representatives of employment organizations regarding staffing and related issues.
• Function as liaison with the FSIS Office of Human Resources to initiate recruitment for new or vacant positions.
• Coordinate training activities for the district and assist with travel arrangements in accordance with the travel regulations.
• Authorize and audit travel vouchers to ensure proper use of travel funds.
• As needed, you may assist in the development of budget and/or hiring projections for the district.
• Administer leave schedules for inspection personnel and for monitoring time and attendance reports using WebTA.
• Conduct orientation sessions for new FSIS employees.
• Other duties as assigned.

Starting at $54,505 Per Year (GS 7)

As a Human Resources Specialist (Information Systems), you will:

• Make recommendations on how to take advantage of automated system capabilities. Assist in solving business issues and implementing organizational and procedural changes and provide advice and guidance to management officials on a variety of complex business problems as they relate to automated HR systems and reports.
• Troubleshoot HR System problems which involves direct testing and reviewing reports of sensitive employee HR data to ensure appropriate functioning and accuracy of data flow from one system to another such as the NFC payroll system.
• Determine the need to elevate system (e.g., HR Connect, ITM, webTA) issues to Treasury's HR Connect Program Office (HRCPO), ITM Program Office, Kronos, Fiscal Service ISS team, system security team/ISSO liaison, or other business partner. Collect all information needed to troubleshoot issues and monitor business partners' progress to resolve issues. Serve as a key liaison with external business partners.
• Lead and perform customer acceptance testing on behalf of all HRSD customers. Coordinate assignment of testers, communications with testers and the system owner, reporting of defects, and validation of defect fixes.

Starting at $103,409 Per Year (GS 13)