Total 195 Human Resources job vacancies in Ashton-in-Makerfield, WN4 8DE

The incumbent of this position serves as a Budget Analyst with responsibility for performing routine budget analysis functions in assigned areas. The incumbent participates in funds control supporting the Budget Manager in the formulation, presentation, and execution of the organization's budget. Work may be performed in any segment of the normal range of budget administration work performed by the organization, including budget formulation, budget presentation-enactment, or budget execution. The incumbent prepares funding requests relating to budgetary allowances, intra-departmental delegation of authority and interagency transfer requests in accordance with pertinent laws and regulations.

Specific duties include:

• Shares delegated authority with the Human Resources Officer for leading the overall planning and direction of HR programs.
• Facilitates the implementation and achievement of VAs strategic goals by providing relevant and substantive recommendations via human resources consultations and functions.
• Exercises managerial and operational control over a network of human resources specialists and assistants who provide administrative and technical support to managers and staff enterprise wide.
• Responsible for all human resources staffing, recruitment, and benefits related activities under the purview of the HRC to include planning and executing internal and external recruiting and delegated examining programs.
• Formulates, communicates, and implements policy on all human resources, payroll, and related programs enterprise wide.
• Provides professional services and guidance to all management/supervisory levels concerned with human resources principles, techniques and acceptable practices, and technical advice on statutory, regulatory and procedural human resources requirements.
• Shares delegated authority with the Human Resources Officer in developing goals and objectives that integrate administrative and human resources objectives to ensure alignment with the organization mission and strategic goals.
• Initiates, develops, and conducts special studies aimed at improving the delivery, effectiveness, and efficiently of human resources services.
• Composes complex correspondence related to the delivery, administration, and legality of human resources functions that is often controversial for high-level Agency officials.

The Lead Human Resources Specialist (LHRS) reports directly to the Senior Strategic Business Partner (SSBP) in the Strategic Business Unit (SBU). The LHRS is experienced in all HR matters onsite at a designated facility and its components.

Major duties includes but not limited to the following:

• Provides expert management consultative service to the SSBP and local leadership involving the full spectrum of HR functions(e.g., recruitment and placement, employee performance, and conduct issues) on highly complex VISN-wide or equivalent issues.
• Leads staff by managing day to day workload and assignments for the HR Employee Relations section.
• Advises leadership in the resolution of administrative grievances, post separation reviews, Congressional, Off ice of Inspector General (OIG), Off ice of Special Counsel (OSC), Equal Opportunity Employment (EEO), Merit System Protection Board (MSPB) or department level complaints.
• Assists in providing guidance and renders decisions on complex determinations unresolved by subordinates on a continuous basis through review of completed work and assessment of results obtained.
• Gives on the job training and trains team members in methods and techniques of team building and working in teams to accomplish tasks or projects and provide or arrange for specific administrative or technical training necessary for accomplishment of individual and team tasks.
• Coaches the team in the selection and application of appropriate problem solving methods and techniques, provide advice on work methods, practices and procedures, and assist the team and/or individual members in identifying the parameters of a viable solution.
• Develops appropriate techniques, identifying key progress indicators and other metrics, sequences and scheduling necessary activities.
• Estimate and report to the team on progress in meeting established milestones and deadlines for completion of assignments, projects and tasks, and ensure that all team members are aware of and participate in planning for achievement of team goals and objectives.
• Serves as a Senior quality reviewer for all Staffing personnel actions to include reviewing and releasing actions.
• Ensures data fields on personnel actions are coded appropriately, to include verifying the correct nature of action and legal authority codes are being utilized.
• Reviews and consults with the CCOE on valid wage evaluations, ensuring the integrity of comparable data from reliable sources are utilized as evidentiary support of establishment/update/continuance of compensation considerations
• Examines the forecasted data to project managerial strategies, organizational processes, competencies, and human resources interventions necessary to create the required cultures to support new and establish VHA initiatives.
• Reviews and analyses problematic or potentially controversial situations and provides expert advice to management to resolve those situations (pay, Professional Standards Boards, records and processes compliance).
• Troubleshoots and resolves difficult and controversial internal and external staffing and placement problems.
• Ensures that all placement actions meet regulatory requirements
• Analyzes trends in turnover, separations and grievances to determine support or actions needed to adjust unfavorable trends.
• Advises and consults on targeted recruitment strategies and non-traditional recruitment opportunities specific to the local and regional market area.
• Skill in written and oral communication techniques related to developing and delivering various forms of correspondence to managers, such as briefings and status/staff reports to cultivate understanding and acceptance of findings and/or recommendations

Total-Rewards-of-an-Allied-Health-VA-Career-Brochure.pdf
vacareers.va.gov/wp-content/uploads/sites/5/Total-Rewards-of-a-MSA-VA-Career-Flyer.pdf

The Lead Medical Support Assistant (LMSA) in V16 Clinical Resource Hub is assigned to the Central Arkansas Veterans Healthcare System, Little Rock, Arkansas. The LMSA will normally work at the HUB located on 900 South Shackelford Road, Little Rock, AR or remotely. The LMSA Performs duties related to the receipt, intake and indexing of health and administrative information and will interface with personal computer (PC) applications as well as numerous Vista applications. The LMSA monitors and makes work assignments, provides input on performance, resolves daily workplace issues and maintains efficient workflow.

The primary duties of the Lead Medical Support Assistant (LMSA) may include but are not limited to:

• Assuring coverage of all areas of responsibility.
• Conducting ongoing reviews to ensure quality of work.
• Ensuring accurate and timely scheduling of appointments.
• Providing guidance to staff members to include changes in policies and procedures.
• Distributing and balancing workload.
• Creating and maintaining employee work schedules.
• Orienting and providing on-the-job training for new and current employees.
• Ensuring all training requirements are met.
• Organizing the work structure of the assigned areas.
• Acting as a liaison between MSA and staff in order to resolve day to day conflicts.
• Planning and organizing work with general assistance from the supervisor.
• Reporting special assignments and only referring the non-routine and high technical problems to the supervisor.
• Reporting backlogs, difficulties in meeting deadlines, uncooperative physicians, and difficulty in securing information from clinicians or the record.
• Maintaining confidentiality of the information obtained to carry out required duties.
• Communicating with physicians, case managers, and other allied health professional staff regularly while using sound interpersonal skills.
• Working independently to make decisions based on guidelines, precedents and regulations and performs duties in such a manner that minimal supervision is required.

• Oversees systems admin and management functions for the USCIS HQ/HRIT/OPS which performs daily operation, admin, systems audit support, troubleshooting, infrastructure support, per missioning/adjudication of HRIT systems.
• Oversees a team of specialists who analyze, design, and execute tasks to perform system administration and various aspects of HRIT program ops, project management, governance, IT consultation, DHS liaison, IT Change, HR, process improvement.
• Determines program and project goals and objectives, develops measures to evaluate performance, and makes recommendations for program and project improvement.
• Plans, organizes, coordinates, and evaluates the activities of HRIT initiatives across HCT and USCIS. Manages and directs HRIT implementation and engages key external managers across USCIS while coordinating resources and projects.
• Ensures documentation of operating instructions and all other technical data needed for current implementation and future system modifications, accompanies all new and modified systems, and complies with life cycle standards.
• Advises HRIT Chief and Deputy Chief on HR information system and HR management issues, changing requirements, and new goals and objectives imposed by outside agencies such as the Office of Personnel Management.
• Leads complex projects, often cutting across organizational lines. Defines critical quality factors, process improvements on key initiatives that help improvements in service delivery, reduced operational costs, and increased quality.
• Provides technical advice on strategic issues; and collaborates with other offices across USCIS and other components in DHS to improve end-to-end HR management processes throughout USCIS.
• Provides technical guidance and participates in the development and issuance of contract solicitation documents, evaluation of vendor proposal, and the administration of contracts awarded for HRIT software and support services.

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

• Serve as an employee relations expert and provide substantial management advisory services in very complex employee relations matters. Determine methods for fact-finding; interpret a variety of guidelines; resolve conflicts in the facts or the guidelines as necessary; and determine the best method to present findings and recommendations to management when providing advice and assistance.
• Apply and interpret appropriate employee relations principles, guidelines, regulations and statutes for identifying the problems which are often complicated by conflicting information, management indecision or indifference or lack of precedent, providing alternative courses of action within the framework of these principles, guidelines, laws and regulations. Devise solutions to problems, which are presented to management after comprehensive study analysis in a professional manner, citing the facts and basis for conclusions. Reviews and recommends appropriate action on complex and controversial employee relations issues.
• Coordinate adverse actions with the Office of General Counsel to ensure cases that can be appealed to a third party forum. Research regulations, third-party decisions (such as MSPB, EEOC, FLRA decisions) and case files to prepare agency position or rebuttals on hearings and record appeals. Address complex issues and questions pertaining to hours of work, and the leave administration program.
• Provide advice and guidance to managers related to all phases of the performance management process. Assist management in developing critical elements and performance plans and in carrying out the performance management responsibilities. 
• Provide direction and on-the-job training, as well as technical guidance and assistance, to lower-graded ER/LR Specialists in the branch. Advise management on the administration of the provisions of negotiated agreements. Advise managers/supervisors as to items that require negotiation with the union as a result of a change of working conditions and/or personnel policies or practices.
• Consult with agency officials to assure proposed policies are consistent with existing provisions of negotiated labor contracts. Advise managers of their responsibilities under the various steps of negotiated grievance procedures which includes researching and providing advice pertaining to complex clauses. Advise managers/supervisors of their responsibilities under the various steps of administrative grievance procedures.

• Serves as technical expert to bureau leadership and HR leadership regarding labor relations.
• Responsible for developing and implementing the bureau labor relations program including policy guidance and advice to senior leadership, program managers and other management officials.
• Resolves simple, informal complaints of employees and refers formal grievances and appeals to supervisor.
• Serves as coach, facilitator, and/or negotiator in coordinating team initiatives and in consensus building activities among team members and union officials.
• Acts as management's representative for labor contract negotiations and administration that include multiple contracts and multiple bargaining units.
• Serves as a team leader and/or management chief representative on negotiating team(s) providing advice.
• Applies complex HR case law, principles, practices and regulations to perform detailed analyses and draw conclusions legal issues, problems, and situations with broad implications affecting multiple interests.

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.

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

Warehouse Stock Auditor - Sherburn-In-Elmet - £22,405

The position

• This is a full time permanent position based at our customers distribution centre in Sherburn-In-Elmet
• Rate of pay: £22,405 per annum
• Weekly hours: 37.5 hours per week plus daily 30-min unpaid break
• Shift Patterns: 5 days out of 7 - Shifts between: 3pm-11pm
• Working Environment - Mixed

A day in the life of a Warehouse Stock Operative

As a Warehouse Stock Operative, you will work as part of a dynamic and supportive team in what can be described as a fast-paced and target driven environment to ensure the stock entering or leaving the depot is accurate.

Our activities vary, so often, you may be required to work across multiple different workstreams such as Goods Inbound checks, Picker Accuracy audits and Load Adherence checks most of which require periods of manual handling.

Job activities

• Audit the Inbound accuracy of supplier deliveries on the GFR program.
• Audit Picker accuracy of stock destined for stores and fully investigate all errors found.
• Adhere to agreed audit and error verification procedures at all times.
• Maintain integrity at all times.
• Ensure the expected productivity levels are achieved, in line with customer expectations.
• Review daily targets in line with customer expectations.

RAS Benefits

• Flexible working shifts patterns - just ask!
• Competitive salary with optional pension scheme
• Regular overtime is available
• Free onsite parking & subsidised canteen
• Full training to help you perform at your best
• Recognition Awards and Incentives
• Genuine career progression
• Refer a friend bonus

Job specifics

• Able to actively respond to both verbal instructions and audible warning devices
• The ability to communicate well, both written and verbally.
• Basic knowledge of Microsoft Excel and Word

About RAS

Retail & Asset Solutions are an innovative and market-leading organisation providing audit services to some of the UK and Europe's largest Food, DIY and Apparel retailers. We engage, listen and work with our customers in a way they can trust, often operating as an extension of their own teams to deliver value-added business.

At RAS Supply Chain we have developed specialised expertise in supply chain assurance services. This helps retailers track and verify goods received from suppliers by checking pick and compliance accuracy, as well as easily integrating with customer IT systems to provide real-time management information.

As leaders in innovation, we embrace new technologies and concepts. We were the first company to use barcode scanning with bespoke reporting, and we were also the first to implement wireless RF data transmission. In the Supply Chain field we are the only organisation providing the end-to-end GFR service to retailers and suppliers. In our ongoing quest for innovation, we continue to research and develop solutions by working collaboratively with our customers and by identifying opportunities to drive sales and combat loss.

With approximately 3,500 employees, we have the largest pool of multi-skilled retail trained colleagues located throughout the UK and Ireland. We also have a fleet of over 70 minibuses ready to deliver count teams to any site in the UK, enabling us to deliver greater consistency in personnel and performance.

This role is being handled by Retail & Asset Solutions (RAS). To discuss this vacancy or any other great positions we have please call us on 01689 879444 for a confidential chat about working for our business.

By applying to this role, you are consenting to Retail & Asset Solutions to hold and process your data in compliance with the General Data Protection Regulations. If you have any questions or wish to exercise your right to access, erase or restrict the holding or processing of your data then please contact us at applications@retailassetsolutions.com and we will respond to your query as soon as possible.

• 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.

• Use tact, diplomacy and patience when communicating and dealing with others.
• Perform the full range of Recruitment and Placement activities in support of managements goal to establish and maintain effective relationships and improve the performance and efficiency of the organization.
• Handle the most difficult issues surrounding advice and assistance to employees and managers.
• Conduct workforce planning and analysis; perform job analyses; identify applicant evaluation criteria; resolve qualifications disputes; effect placement actions; and develop, deliver, manage and maintain staffing automation systems.
• Provide authoritative advice, assistance, and guidance on recruitment and placement problems not susceptible to treatment by accepted methods.
• Conduct studies to develop responses to management on new requirements in recruitment and placement program operations, legislation, or agency regulations.
• Oversee, guide, and develop a team of servicing Human Resources Specialists, Human Resources Assistants, and Student Trainees.

• 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.

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

• Provide information and data for managerial reports on personnel actions; compile data for personnel and statistical reporting.
• Serve as liaison with system users and assure timely and accurate implementation and processing of actions and production of reports.
• Identify automation support needs and develop ways to meet these needs. Provide advice and assistance to users, document system operations, train users (Processing and Personnel Records Management (PPRM) staff, clients, and their staff members), perform quality assurance checks of the database, identify and correct database problems, and troubleshoot functional problems.
• Assist with system problems and devising solutions, advise users on temporary procedures to be employed in processing actions. Monitor progress and follow-up to ensure action is taken and preventive measures are in place.
• Provide training for user personnel on HR Links for the PPRM and regional personnel. Provide and assist with the development of user job aids to improve friendliness of the HR Links system.
• Serve as liaison with IBM in improving the quality and timeliness of HR Links.

• 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.