Total 15 Human Resources job vacancies in Arlington

• You will serve as a subject matter expert and consultant, ensuring the various HR functions and actions comply with legal and regulatory requirements and meet customer needs. Develops goals and objectives integrating organization objectives.
• You will provide functional and technical support to users of DoD/DON systems and tools that support talent management and performance management.
• You will develop, prepares and delivers position papers, reports, briefings, and congressional responses.
• You will respond to inquiries from various levels of the organization ensuring responses are persuasive and thorough.
• You will perform the following supervisory duties: Plans work to be accomplished by subordinates, sets and adjusts short term priorities, and prepares schedules for completion of work. Assigns work to subordinates based on priorities.

• Provides staffing advisory services as well as identifying the most effective and efficient staffing/recruiting and placement processes for Civilian Senior Executive (CSE) positions.
• Advises the Director, CSLMO and Division Chief on any new or proposed changes and provides recommending positions either orally or in writing.
• Processes and/or instructs the CSLMO serviced customers on preparation and submission of personnel actions.
• Advises management on recruitment strategies, sources, and special programs, recruitment, relocation, retention incentive programs, merit system principles, prohibited personnel practices, and the development and use of valid selection criteria.

• Provide guidance to leadership on Civilian and Military personnel requirements.
• Identify staffing issues.
• Recommend recruitment strategies.
• Process a variety of personnel actions.
• Analyze status reports to ensure accuracy.
• Provide guidance to employees on leave, schedule, pay and awards.
• Serve as program manager for a variety of military personnel programs.
• Monitor DoD Performance Management and Appraisal Program (DPMAP).

• You will serve as a Labor and Employee Relations staff specialist with responsibility for assisting in planning and implementing of the Headquarters’ U.S. Marine Corps Employee and Labor Relations program.
• You will advise management officials on matters pertaining to disciplinary and adverse actions, leave, and performance management issues. Develop case strategy which takes into account relevant precedents from various forums.
• You will create case files and draft formal correspondence on disciplinary and adverse actions, and appeals.
• You will represent the Human Resources Branch in attempting to resolve employee grievances under the agency and/or negotiated grievance procedures.
• You will make assessments of the relevant facts in the grievance, identifying courses of action to resolve the matter and selling the solution to both management and grievant.
• You will analyze and resolve particularly complex and sensitive problems and issues. Assess the potential impact and precedent-setting implications of pending disputes before third-party authorities.
• You will assists parties in problem definition and assessment of alternative approaches to resolving problems.
• You will be responsible for components of the labor management relations activities, including contract administration; negotiations. Y
• You will assist and perform fact finding in connection with unfair labor practice charges and complaints of limited scope and complexity; and evaluate pertinent information and make recommendations for resolution.

Employee at this level is an expert within their functional area; heads of branches or divisions; or key program administrators. Conducts or directs activities or assists higher levels on challenging and innovative program development with only general guidance on policy, resources, and planning; develop solutions to highly complex problems requiring various disciplines; responsible for fulfilling program objectives. Results are authoritative and impact programs or the well-being of substantial numbers of people. Position involves 51% or more of time in direct support of acquisition positions.

Advises the Director, Military Policy and Management (S1P) and the Deputy Chief of Space Operations for Human Capital (CHCO) on the most efficient and effective force management policies and procedures for human capital management. Renders authoritative advice and conclusions regarding existing and proposed policies affecting the delivery of personnel force management policies for officer and enlisted personnel. The incumbent is responsible for providing Space Force policy, direction and oversight of $1.5 billion linked to military force management policies and programs, including Permanent Change of Station, Special Pays and Incentives.

Assists with development of the vision, doctrine, policies, procedures, and programs necessary to ensure technically accurate responses that conform to strategic guidance that ensures fiscal responsibility and the delivery of effective programs to provide and support all aspects of personnel force management program requirements. Management of the Space Force personnel policy portfolio presents unusual technical and oversight complexities and demands as well as managing substantial uncertainties and risks, involving a high-level of executive and independent analysis and interaction with political appointees and Congress. Provides policy guidance, interpretation, and waiver authority guidance to FLDCOMs, CCMDs, other Services, and outside government and private agencies to ensure proper human resource policies. Develops and implements short- and long-range strategic plans necessary to guide development and sustainment of the Space Force's force management programs.

Provides expert and independent analysis and recommendations to S1P and CHCO on legislation, OSD policy, and impacts to relations with other Services, government agencies, and private industry. Formulates and proposes policy or supporting legislation in concert with Space Force personnel and force management requirements. Provides independent and high-level justifications of Space Force and DoD needs and develops implementing programs for review/approval at Space Staff, Secretariat and OSD levels. Solicits inputs and develops legislative proposals on military personnel force management issues. Ensures military force management policies accomplish Space Force goals to have a "total force" integration. Authors, reviews, assesses, and develops Space Force response on legislative initiatives from other military components. Monitors authorization and appropriation acts and assesses impact on policy and program implementation for assigned program areas. Assists in developing and proposing legislative proposal initiatives where needed as they apply to evaluations, promotions, retirements, evaluations, and various force management initiatives.

Exercises and provides expert-level technical knowledge of personnel force management policies and procedures. Recommends courses of action, potential policy alternatives, as well as direct and indirect impacts to policies. Provides expertise of policy environment, to include (but not limited to) budgeting, programming, legislative initiatives, interactions with OSD, the Joint Staff, and Congress. Ensures understanding and appreciation of the need to coordinate policies, procedures, and recommendations with other Services, government agencies, or private industry. Maintains awareness of technical requirements for successful completion of items on the Task Management Tool, PPBES, ULB, and related programs. Ensures the requirements for these systems and programs are reflected in budget and systems requests as well as training for staff. Leads heavily matrixed teams from across the DAF, OSD, JCS, and interagency staff.

As a HUMAN RESOURCES SPECIALIST (CLASSIFICATION/RECRUITMENT) at the GS-0201-13 some of your typical work assignments may include:

• Providing the full range of classification/ position management assistance to DSCS Headquarters and satellite managers on classification and position management program administration.
• Analyzing and resolving broad, complex, controversial, and high priority recruitment and placement issues requiring extreme care in problem resolution. This includes providing guidance and advising management on long term recruitment, staffing, and placement strategies to hire and retain a skilled and diverse workforce.
• Identifying underrepresented skills in the workforce, and developing ways to emphasize this aspect in the recruitment process.
  
• Performing a variety of special projects, e.g., to include working on data calls, audit HR support, and quality control of position data in DCPDS.
• Regularly meeting with management officials to discuss work status, get feedback on recruitment programs, plan time phasing of placements, and to stay informed of functional issues, new workloads, long-range personnel needs, problems encountered, and other matters that would impact on recruitment and placement.

• You will advise managers on the use of position classification options (e.g., accretion of duties, position re-descriptions, position reviews, impact of the person on the job).
• You will classify position descriptions for an organization.
• You will conduct position classification reviews to ensure classification standards are interpreted uniformly throughout a workforce.
• You will write advisory evaluations on title, series, and grade for managers and supervisors with delegated position classification authority.
• You will draft position descriptions for career ladder, hard-to-fill positions.
• You will write plans of action to implement civilian human resources services, products, initiatives, and policies.
• You will advise customers on human resources regulations (e.g., Title 5, U.S. Code, Office of Personnel Management [OPM]).
• You will consult with customers on human resources issues (e.g., strategic workforce development, sustainment, compensation management, organizational design).
• You will coordinate with customers (e.g., Operations Center, Managers, human resources offices, other organizations) to resolve issues with recruitment actions.

• You will provide technical advice and assistance to Secretariat managers and operations personnel in the resolution of difficult staffing problems.
• You will develop recruitment strategies, pay-setting strategies, short and long range staffing plans to forecast civilian personnel mission requirements, assess employee turnover, and review recruitment practices and local labor market conditions.
• You will review staffing actions/packages for completeness and compliance in accordance with Secretariat hiring process, Office of Civilian Human Resources (OCHR) hiring process, and other applicable guidelines and regulations.
• You will execute recruitment, reassignment, and other personnel actions for assigned Secretariat organizations.
• You will provide advice on various stages of the hiring process, coordinate issues and questions with OCHR and management officials, explain regulations, procedures and determinations to inquiring employees, candidates and supervisors.
• You will serve as a management consultant in designing and planning a current and future workforce and analyze trends and forecast changes in workforce requirements to meet future demands.

1. Manages the end-to-end processes for Employee Management Relations.
2. Provides employee relations assistance to managers for assigned organizations of a complex nature.
3. Manages one or more assigned programs.
4. Provides consultation and assistance on complex and often controversial conduct and performance-related issues.

• Assists in leading military and civilian personnelists within the Military Personnel Section (MPS) mission sets and reviews/performs the full range of tasks for assigned areas such as assignment, enlistment, reenlistment, promotion, awards, performance evaluation, routine boards, separation, or similar actions and can performs a complete review of records to determine eligibility for actions.
• The technical authority on all elements of active duty military personnel specialties assigned to any of the elements of MPS.
• Oversees updates, inquires, and process actions on a wide variety of entitlement, allowance, and indebtedness actions by MPS team members as well as can process these actions through military personnel data systems.
• Reviews products to identify and correct mismatched data in system and to ensure projections and confirmations have consummated and required actions have been taken in the Personnel Data System.
• Uses a variety of office automation hardware, software, and peripherals to perform and review/approve miscellaneous administrative duties, special actions and other clerical support work conducted by subordinates in all areas of military personnel.

• Develops, plans, executes and manages policy for all USAF promotion boards, from senior master sergeant through colonel
• Develops policies, programs, and procedures for segments of Air Force military personnel policy programs (such as promotions, evaluations, recognitions, assignments, Selective Retention Bonus (SRB), Officer Retention Bonus (ORB), Career Intermission Program (CIP), separations, retirements, and force management)
• Represents the Air Force's Military Personnel Programs with a wide variety of internal and external officials
• Analyzes, writes, and coordinates proposals to initiate and execute legislative change for assigned segments of military personnel programs

• Write instructions for procedures on complex military personnel management programs.
• Analyze military human resources programs to address problems and deficiencies.
• Give advice, counsel, and instruction to employees on both work and administrative matters.
• Prepare responses within supported units to congressional special inquiries.
• Conduct staff assistance visits and inspections to ensure compliance with policies and regulations.
• Disseminate regulations, directives, and reports pertinent to military personnel.

• Write instructions for procedures on complex military personnel management programs.
• Analyze military human resources programs to address problems and deficiencies.
• Give advice, counsel, and instruction to employees on both work and administrative matters.
• Prepare responses within supported units to congressional special inquiries.
• Conduct staff assistance visits and inspections to ensure compliance with policies and regulations.
• Disseminate regulations, directives, and reports pertinent to military personnel.

• Directs the comprehensive management of Employee Relations (ER) cases, ensuring timely resolution, accurate documentation, and compliance with federal regulations and FSI policies. Regularly updates leadership on case progress and outcomes.
• Develops and implements bureau-specific Employee Relations policies, aligning with federal guidelines and organizational goals, while also providing Bureau-wide leadership on Federal leave programs to ensure compliance with agency regulations.
• Serves as a subject matter expert to senior leadership, offering authoritative advice on complex ER issues, including performance management, disciplinary actions, and grievances.
• Designs and delivers bureau-wide Employee Relations training programs, ensuring staff and managers understand their roles in fostering a fair and compliant workplace.
• Performs supervisory functions, managing staff performance, assigning work based on priorities and capabilities, and integrating DEIA principles into all Employee Relations initiatives.

As a Human Resources Specialist (Military) at the GS-0201-13 some of your typical work assignments may include:

• Directs the execution and coordination of a variety of military personnel strength management programs.
• Manages programs for the DSCS, SCO-Global military service members is the following areas such as selections for assignment, military promotions, personnel action requests, extensions, position management, personnel requisitions, and services' HR Information Systems.
• Serves as advisor and expert over all facets of military awards (Joint), personnel assignments, transfers, promotions, separations, policies, procedures, interpretation on laws, regulations, policies and procedures, and develop agency policies and procedural guidance.
• Serves as the Military HR team member on special projects or comprehensive studies to identify and examine problems or operating issues that may impact our military members within the Security Cooperation Organization-Global.