Total 52 Human Resources job vacancies in Altus AFB, Oklahoma

The primary purpose of this position is: To serve as Chief, Career Development in administering all aspects of the section. This is an Air Reserve Technician (ART) position. To train reservists in the duties and responsibilities set forth herein.

Duties:
1. Plans, directs, and controls all aspects of the Career Development programs for both Active Guard Reserve (AGR) and unit reservists
2. Manages the Air Force Active Guard/Reserve (AGR) Program. Ensures accuracy of Personnel Data System (PDS) and performs functional review of data reliability
3. Administers actions in Automated Reserve Orders Writing System-Reserves (AROWS-R).
4. Serves as advisor to commanders on unit human resources (military) programs. May be required to perform Installation Personnel Readiness duties and/or assist as directed
5. Provides human resources management (military) advisory services to commanders and staff on all Career Development programs.

Exercise considerable independence in performing recruitment and placement tasks involved in filing a variety of lower-grade clerical, administrative, technician and semi-skilled wage grade positions.

Prepares correspondence, memoranda, and one-time reports on a variety of recruitment placement activities such as strength figures, vacancy reports, and status reports, based upon data gleaned from official files and automated records,.

Maintain systems for and assists specialists in determining if DoD Priority Placement Program (PPP), local priority placement program and other special hiring programs, such as military spouse priority program and programs having special hiring authorities (e.g., Student Temporary Employment Program and Student Educational Employment Program) are appropriate in filling vacant positions.

Participate with higher-graded employees in composing handouts and training materials for New Employee Orientation sessions and training programs.

Use word-processing software to create, copy, edit, store, retrieve, and print forms, memos, and letters; use existing database or spreadsheet software to create, enter, revise, sort or calculate, and retrieve data for reports; and use graphic software to provide graphs and charts for reports and presentations.

• Provides civilian quality assessment of all civilian personnel actions done by all divisions within the Directorate.
• Assesses the most difficult and complex Internal and external placement situations. As part of the quality assessment process, validates promotion patterns for assigned positions including difficult problems due to complex structures or rapidly changing mission.
• Point of Contact for Higher Level Compliance Staffing Evaluations.Interacts with the Office of Personnel Management (OPM) Assessment and Evaluation Division and AFPC Staffing teams selected for review by higher authority.
• Leads or participates in special projects, initiatives, studies, and performs special assignments.
• Prepares written correspondence and other documents.Writes a variety of documents to include items for newsletters monthly compliance outbrief reports to be used AF wide to satisfy higher level evaluations.

As a Aviation Resource Management Specialist, GS-0301-09, you will:

Serve as a management analyst with responsibility to advise and correct all operational and administrative aspects of the Aviation Resource Management System. Maintain, control, and assign security levels to users to ensure security of the database. Develop and implement unique applications programs using base-level computers to meet the specific needs of the unit. Design, develops, and modifies reports using System Query Language (SQL) and ad hoc queries to provide leadership with data retrieved through selective manipulation of the database. Analyze management report products to determine program adequacy and accuracy, trends, and recommends corrective actions as required. Communicate with ARMS Working Group (AWG) and Air Force Major Command points of contact regarding ARMS updates for issues or desired changes to the system and to ensure ANG use of the ARMS program is compatible with the Air Force standards, i.e., aviation objectives, policies, plans, and concepts. Identify system related problems, their possible causes, and repairs or requests system repairs to the proper authority or DoD agencies.

Perform the following operations for an average of 100 aircrew members. Provide go-no-go reports and conducts pre-mission and post-mission reviews; record aircrew and aircraft flying hour data; determine aviation service actions for attached and assigned flying personnel as it directly affects mission accomplishment and safety of flight.

Develop database queries to assist in identification of suspense actions or actions requested by senior leadership to include promotion boards, disciplinary boards, or commander specific requirements. Develop and maintain procedures with outside agencies to validate that aircrew medical requirements are in compliance and accomplished in accordance with appropriate Department of Defense and Air Force Instruction.

Provide reports to reflect flying hours expended and impacts year end goals for Ready Aircrew Training and flying hours budget.

Advise and provide counsel to aircrew members and leadership on requirements, processes, and procedures that are in accordance with laws and regulations.

Certifies flying status in the Air National Guard Reserve Order Writing System. Reviews and compares the duty performed with flying hour documents.

Maintain, issue, and destroy classified and COMSEC material for unit and transient aircraft.
Work independently to provide aircrews with information and assistance for planning and conducting safe flight operations.
Establish shift schedule and assign personnel based on workload to ensure adequate coverage of airfield/flight serves operations. May provide back-up to the Flight Services Manager.

Research, interpret, analyze and apply Department of Defense, Air Force, Air National Guard, and Wing guidelines, policies, and regulations including Aviation Management regulations, the Aviation Career Incentive Act (ACIA) of 1989, The National Defense Authorization Act (NDAA) of 1996, Pilot Records Improvement Act of 1996, and the NDAA of 2000. Applies complex flight/jump pay rules and determines eligibility and entitlement to Aviation Incentive Pay (AvIP), Critical Skill Incentive Pay (CSIP), Special Warfare Airmen Skill incentive Pay (SWSIP), Hazardous Duty Incentive Pay (HDIP), and EARI (Aviation bonus Pay).

Analyze the flight pay control Document/jump pay control document to update monthly entitlements to receive provisional AvIP, CSIP, or HDIP.

Independently investigate and resolve pay discrepancies and perform analytical and in-depth daily pay verification audits against Defense Case Management System. Notify aircrew/parachutist member in conditional incentive pay status of grace period and collects pay upon failed grace period. Identify potential/emergent financial management issues and develop solutions.

Research and capture data to respond to higher headquarters, Inspector General, and congressional inquiries relating to flight pay-related matters.

Execute career field development responsibilities. Create and assign ARMS roles necessary to carry out 1C0X2 duty position requirements. Ensure deployment readiness for personnel. Self-inspections, rotation of positions (Training office, Stan/Eval, Current Ops, Scheduling). Periodically review position descriptions to ensure accuracy, and the most effective utilization of personnel resources.

Perform self-inspections on assigned programs and present detailed and comprehensive report with any corrective action.

Advise and provide counsel to employees regarding policies, procedures, and directives of management

Promote an environment in which employees are empowered to participate in and contribute to effective mission accomplishment. Recognize and take action to correct situations posing a threat to the health or safety of subordinates.

Perform other duties as assigned.

The primary purpose of this position is: As the Senior Enlisted Air Reserve Technician (ART), to administer and carry out all matters pertinent to military personnel programs, provide technical guidance and assistance to the Numbered Air Force (NAF) Commander and senior leadership, leadership staff at subordinate wings, groups, and squadrons and unit members within the NAF. Additionally, incumbent provides training to other reservists in the accomplishment of tasks set forth herein.

Duties:

1. Provides NAF CSS Director, NAF staff, and subordinate Wing/Unit personnel advice, assistance, and direction on all military personnel functions pertinent to specific responsibilities within the NAF.
2. Performs Military Personnel Functions for the NAF.
3. Manages the administrative support functions of the unit.
4. Manages the Military Personnel Relocation programs for NAF unit members.
5. Establishes, updates, and maintains office records of various types.
6. Performs supervisory personnel management responsibilities for the branch less than 25% of the time which consists of two or three subordinates.

Provide technical recruitment and placement support for filling a variety of lower-grade clerical, administrative, technician, and semi-skilled wage grade positions while under the guidance of a staffing specialist.

Conduct job analyses to establish crediting plans and supplements. Determine and utilize recruitment sources known to produce qualified candidates.

Participate with higher-graded employees in composing handouts and training materials for New Employee Orientation sessions and training programs.

Use multiple office automation software with varied functions to produce a wide range of documents and formats.

Transmit and receive documents and messages electronically using personal computers or workstations that are networked or linked to other computers or workstations.

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

• Serves as Senior Human Resources Specialist with responsibility for assisting other Human Resources Specialist in analyzing, planning, coordinating, and executing various civilian personnel functions to include recruitment, placement, retention, and numerous employment activities.
• Provides expert advice to senior leaders, directors and supervisors on civilian personnel management programs and policies covering a civilian workforce comprised of General Schedule (GS), and Defense Intelligence Civilian Personnel System (DCIPS)/General Grade (GG) employees related to hiring practices associated with numerous employment activities and a variety of special recruitment programs to include programs that emphasize affirmative action outreach and non-competitive sources of candidates.
• Serves as a subject matter expert on assigned personnel special emphasis programs and/or special assignments and provides expert guidance and services regarding these programs/assignments.
• Analyzes and evaluates program execution; recognizes problems and problem areas; originates solutions to complex or unusual issues; and is cognizant of areas requiring coordinated efforts. Develops recommendations with options for new methods or procedural changes.

• As the senior labor relations specialist at an AF installation, oversees, carries out, and advises management on the local labor relations program.
• Negotiates labor agreements between management and labor organizations.
• Serves as technical advisor and management representative involving third party proceedings.
• Performs the full range of employee relations management duties for an AF installation.

1. Applies an extensive body of human resources (HR) rules, procedures, and operations sufficient to provide unit personnel support services.
2. Uses guidelines that have gaps in specificity and are not applicable to all work situations to manage, prepare, and maintain documentation concerning reservists' participation.
3. Assists in planning and monitoring manpower resource requirements and ensuring systems are synchronized.
4. Serves as the organizational point of contact and liaison with the force support flight/squadron on military and civilian personnel issues.

• Serves as Air Force Civilian Systems Requirements Specialist for Civilian Human Resources Information systems
  in a designated personnel functional area such as Staffing, Classification, Employee Management Relations, Labor
  Management Relations, and Employee Benefits.
• Facilitates, or serves as expert representative to OPM, DoD, and AF workshops, In-Process Teams (IPTs), and
  reengineering studies as related to Human Resources Information Systems.
• Develops and finalizes functional documentation required to validate the need for business process changes
  in support of Civilian Human Resources Information Systems.
• Prepares correspondence and briefings as related to Civilian Human Resources Information Systems.

• Provides program management for manpower and personnel Talent Management requirements and plans.
• Serves as the command focal point for military personnel programs.
• Performs management advisory services for the military affairs and recognition and quality force and personnel program sections.
• Performs program analysis. Compiles statistics, analyzes trends and takes action necessary to correct deficiencies between awarding authority policies at AU, NAFs AFRS, wings, technical training centers special operating groups and command level.
• Prepares required oral and written correspondence and documentation, i.e., memorandums, reports, staff studies, background papers, electronic or hard copy staff summaries packages, briefings slides, charts, metric data and command supplements/instructions to AFIs.

The primary purpose of this position is: To serve as Chief, Career Development in administering all aspects of the section. This is an Air Reserve Technician (ART) Enlisted position. Supervisory duties are performed less than 25 percent of the work year.

Duties:
1. Plans, directs, and controls all aspects of the Career Development programs for both Active Guard Reserve (AGR) and unit reservists.
2. Manages the Air Force Active Guard/Reserve (AGR) Program. May be required to perform Installation Personnel Readiness duties and/or assist as directed.
3. Administers actions in Automated Reserve Orders Writing System-Reserves (AROWS-R).
4. Serves as advisor to commanders on unit human resources (military) programs. Ensures accuracy of Personnel Data System (PDS) and performs functional review of data reliability
5. Provides human resources management (military) advisory services to commanders and staff on all Career Development programs. Performs personnel supervisory/management responsibilities.

• Serve as the technical authority providing technical support, advice and guidance to the HHD Commander on all facets of military life cycle management which includes various phases of personnel management/actions.
• Provide specialized knowledge and expertise of all military personnel practices and programs in support of the Command's worldwide personnel management and mission requirement for Active Duty and Reserve Component.
• Provide advice and assistance in the preparation of endorsements, short note replies, and memorandums in response to requests for personnel actions.
• Provide advisory services, action officer support and customer service to Soldiers, Sailors, and Airmen.
• Provide on-site assistance and recommendations in the areas of program and processes improvements.
• Identify and examine problems or operating issues that may impact staff sections.

• Performs the activities of the organization, complies with legal and regulatory requirements and meets customer needs.
• Accomplishes workload established by managers, complies with short/long-term priorities, and adheres to schedules for completion of work.
• Represents the organization with a variety of installation and functional area organizations.
• Administrative work on both the program or mission and the administrative or management services side of an organization.

• Provides employee relations assistance to managers for assigned organizations of a complex nature
• Provides consultation and assistance on complex and often controversial conduct-related issues
• Independently serves as the HR focal point for one or more employee relations programs
• Prepares written correspondence and other documentation