Total 336 Human Resources job vacancies in Anywhere in the U.S. (remote job), United States

• 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.

Specific duties include:

• Responsible for coordinating and effectively managing the administrative, strategic, and technical controls over the functions and activities of the GHOST which includes the planning and execution of hiring fairs and other recruitment events nationwide.
• Works in collaboration with OSO, HRPMO, and HRC leadership in the areas of HR principles, techniques, and acceptable practices, to include providing highly technical advice related to recruitment and staffing operations.
• Assists in the development of goals and objectives that align with the HCS mission.
• Represent OSO and provide consultative advisement engaging with internal and external stakeholders as a participant in interagency meetings and task groups.
• Evaluates the work output of subordinate supervisors and staff members and recommends appropriate changes to enhance efficient customer service.
• Analyze VBA directives, policy, and other documents tailoring human resources management (HRM) programs to improve with recruitment and staffing enterprise wide.
• Represents OSO and provide consultative advisement engaging with internal and external stakeholders as a participant in interagency meetings and task groups.
• Evaluates the work output of subordinate supervisors and staff members and recommends appropriate changes to enhance efficient customer service.

APPLICATION LIMIT: This vacancy announcement will close at 11:59PM Eastern Time on the listed closing date.  

We encourage you to read this entire vacancy announcement prior to submitting your application.

As a Human Resources Specialist (CL/REC/PLAC), GS-0201-11, you will be responsible for:
• Providing guidance and troubleshooting complex problems associated with comprehensive recruitment placement services for assigned organizations. 
• Provides detailed technical assistance to agency staff in resolving recruitment and placement problems including defining issues, determining applicable precedents, laws, or regulations, and identifying the most effective approach and technique to validate the correctness and propriety of the actions taken. 
• Provides guidance and assists in evaluating trends in missions, technology, manpower, fiscal resources, and other factors influencing future needs.
• Acting as a Human Resources representative or inter-agency and intra-Commerce discussing and working groups covering a broad range of human resources. 
• Reviews and studies regulations, standard procedures, and guides from OPM and other requirements to make suggestions for determining the best methods and techniques to be practiced in meeting these needs.
• Researching will be conducted to ensure that the provided response is accurate, expeditiously carried out, answers the question(s) posed, and/or meets and complies with current established statutes/regulations, policy, guidelines, processes, procedures.

As a MANAGEMENT ANALYST (VICTIM ASSISTANCE) at the GS-0343-11 some of your typical work assignments may include:

• Assists in drafting and revising policy documents and supports policy development initiatives.
• Completes special projects/surveys by compiling and analyzing information, conducting research into reports, publications, regulations and developing and presenting recommendations to senior leadership.
• Serve as a member on various committees or task groups, at times will lead these committees or task groups, for the purpose of developing DoD positions or recommendations concerning sexual assault prevention and response program.
• Manages, plans, schedules and supports studies and projects to directly improve the capability and proficiency of the Victim Assistance Program.
• Provide analytical and evaluative methods and practices to analyze issues concerning the overall efficiency and effectiveness of the program.
• Coordinates with the Director, Deputy Director, Senior Victim Assistance Advisor, DoD organizations, lateral agencies, higher headquarters, and staff support personnel to consolidate information to accomplish assignments.
• Supports oversight of victim assistance and response program implementation activities, development of recommendations and courses of action for guidance to the Services and reviews policy execution and implementation for victim assistance programs at all levels with the Department of Defense, including the Services and National Guard Bureau and host nations.
• Prepares and updates briefing material for use by the Director, Deputy Director, Senior Victim Assistance Advisor and other SAPRO staff members.
• Maintains accurate records and documentation and ensures accessibility of records. Attends training conferences and workshops to remain current regarding the latest developments and initiatives in victim assistance programs.
• Represent the Director, SAPRO, and Senior Victim Assistance Advisor at various meetings, conferences, working groups, and seminars where it is necessary for interpretation and articulation of official OSD policies pertaining to assigned areas.
• Assist with development of learning objectives, competencies, learning/training needs, D-SAACP management, and assessment and oversight as required by the USD(P&R) portfolio.

As a HUMAN RESOURCES SPECIALIST (COMPENSATION/R&P) at the GS-0201-14 some of your typical work assignments may include:

• Providing staff-level technical advisory service and the development of policy interpretation/guidance in the assigned HR functional areas within Compensation and Recruitment and Placement.
• Analyzing legislation, Office of Personnel Management (OPM) regulatory changes, court decisions, and other external developments for impact on DoD HR operations to develop detailed guidance to assure timely and effective implementation within DoD.
• Providing policy interpretation and guidance to DoD Components and agencies to resolve complex problems and provide solutions which ensure no adverse impact on the organizational mission.
• Serving as a subject-matter expert in advising DoD management and the field establishment on varied and complex issues such as pay administration, premium pay, hours of work, leave, special salary rates, travel reimbursement, qualifications, hiring authorities, employment incentives, and other pay/employment related issues.
• Conducting special projects in response to critical issues or subjects of intense interest by the DoD Components/agencies or top DCPAS management.
• Preparing briefings, information papers, action memos, and other documentation outlining the results of studies/analyses of specific issues options and recommendations for action.
• Developing and updating training materials related to the assigned areas or pertaining to special interest or emerging issues for HR staff throughout DoD and presents training as needed.

• Provide technical and supervisory direction to a team of human resources supervisors, specialists, and assistants that accomplish work that involves position classification, and providing position management advisory services.
• Provide senior level advice and consultation in the area of program improvement by conducting policy review to evaluate the effectiveness of current policies and practices.
• Develop and implement standard operating procedures for internal management and execution of classification.
• Advise on the accepted principles and rules of judgment in analyzing contentious and complex individual position descriptions and organizational structures.
• Advise management on organizational changes and how those changes impact the organization and grade structure.
• Serve as the senior lead on a variety of classification issues including: Fair Labor Standards Act (FLSA), reviewing draft classification standards, competitive level descriptions, and various DHS/USCIS initiatives.

• Advises customers and stakeholders on how to best improve current Human Resources Information Technology (HRIT) applications and identifies weaknesses in current business processes in order to improve the flow of critical HR information and transform how HR performs work, eliminating redundant work and increasing productivity.
• Resolves critical issues affecting the DFC's suite of HRIT applications and makes major contributions to initiatives dedicated to improving HR's operations and organizational effectiveness.
• Serves as a technical resource and provides support to users in the operation, maintenance and capabilities of all HRIT applications. Answers questions concerning requirements, procedures and forms for the full range of human resources functions. Functions may include employment, performance appraisal, pay, leave, awards, training, benefits, human resources records and processing, etc.
• Researches the CFR, OPM's Guide to Processing Personnel Actions (GPPA), DFC directives, OHRM operating procedures, and other guidance concerning issues related to processing personnel actions, merit promotion, competitive recruitment, priority placement, veteran's preference, U.S. citizenship requirements, noncompetitive appointment eligibility, etc.
• Liaises to the Office of Information Technology in the review and analysis of functional requirements and documentation to facilitate the development of new applications or systems changes in HRIS.

As a Public Health Advisor you will:

• Lead the development of nationwide program operations and initiatives for assigned operating public health programs.
• Formulate national program and project goals, objectives, operating policies, strategic program plans, guidelines, standards, and priorities.
• Develop and implement strategies and plans for meeting national program objectives.
• Identify and evaluate information, data requirements, and resources to establish priorities and to maintain capacity to respond to internal and external demands.
• Serve as senior level evaluator and conduct complex evaluation studies on operating public health programs.
• Perform analysis and prepare intricate, substantive study reports to cover, at a minimum, study approach and methodologies, findings, and recommendations.
• Perform analysis of collected data and findings and interpret complex legislative, regulatory, and/or policy guidance for use in managing nationwide public health programs.

• 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.

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

Duties of this position include but are not limited to:

• Responsible for assigning, monitoring, and reviewing the work performed by subordinate team members;
• Serves as a technical reviewer for all personnel actions to include reviewing and releasing actions;
• Provides advice and guidance to management officials on a variety of complex Human Resources problems as they relate to HR Systems;
• Coaches team members in the selection of problem-solving methods and techniques of technical skills;
• Provides suggestions on team building, training, and other ways to enhance production and team cohesion;
• Conducts research and completes analysis to recommend improvements regarding all HR Smart functional areas;
• Reviews and analyzes problematic or potentially controversial situations and provides expert advice to the appropriate supervisor to resolution;
• Uses data results and reports to implement corrective actions;
• Communicates observations and findings to leadership, the Quality Shared Services Unit (SSU), and the Training and Development SSU to aid in the competency development and overall compliance of the Network; and
• Gives advice, counsel, or instruction to employees on both work and administrative matters.

• This position is not a Bargaining Unit position.
• This position is covered by locality pay.
• Travel and relocation expenses are not authorized.
• May be required to attend conferences at other facilities or other VA sites on occasion.
• Current and former 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.
• 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.
• Veterans' preference does not apply for other current permanent Federal agency employees.
• Incomplete applications will not be considered.

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.