Total 53 Human Resources job vacancies in Eielson AFB, Alaska

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

• Provides guidance to other Human Resource Assistants (Military/OA) within the element and serves as the certified passport agent
• Works with military and/or civilian personnel who: Control and process enlisted employment and customer service actions for students who arrive for technical training: conducts in-processing program; maintains associated data contained within the MiLPDS data system; manages the control and maintenance of student Unit Personnel Record Groups; manages and performs a variety of customer service functions
• Updates, inquires, and processes actions through Personnel Data System
• Uses multiple office automation software with varied functions to produce a wide range of documents, formats, etc., pertaining to the military relocation, employment, promotion, and separation program
• Updates and inquiries against the Military Personnel Data (Mil-PDS) system to validate and confirm personal data affecting employment, assignment, promotion, emergency data, and training related data
• Coordinates directly with AFPC, AETC, and BMT activity managers to validate and resolve in-processing criteria issues

Continued from Summary...
(GS-11)
The primary purpose of this position is: To serve as a Human Resources (HR) Specialist (Classification) in the Air Force Personnel Center (AFPC) with responsibility for planning, developing, and carrying out the full range of position classification and position management advisory services for assigned organizations.
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DUTIES (GS-7):

1. Performs classification assignments.
2. Provides position management advisory services.
3. Participates in special initiatives, studies, and projects.
4. Prepares written correspondence and other documentation.

1. In a developmental capacity, provides classification services for positions in installation-level organizations.
2. In a developmental capacity, provides position management advisory services.
3. Participates in special initiatives, studies and projects.
4. Prepares written correspondence and other documentation.

1. Provides position classification services for civilian positions across the Air Force (AF).
2. Provides position management advisory services.
3. Participates in special initiatives, studies, and projects.
4. Prepares written correspondence and other documentation.

• Is the sole AF functional expert responsible for creating service histories in the Point Credit Accounting and Reporting System (PCARS) for new members of the Air National Guard and Air Force Reserve, which establishes the definitive service date for which all critical career lifecycle eligibility such as accessions, promotions, training, and retirement are based
• Responsible for analyzing, researching, compiling, creating and updating participation records in PCARS for Air National Guard and Air Force Reserve members
• Responds to Air Force, DoD, Congressional and other high level inquiries

(Continued from Summary)

GS-09
The primary purpose of this position is to serve as a Human Resources Specialist (Recruitment & Placement) at an Air Force (AF) installation with responsibility for planning, developing, and carrying out a variety of moderately complex staffing and related management advisory services for assigned organizations.

Duties

• Provides management advisory and staffing services to installation-level organizations
• Advises managers and/or employees of legal or regulatory requirements, pertinent policies, procedures, and/or entitlements
• Serves as the HR focal point for one or more employee and management support programs
• Participates in special initiatives, studies, projects, and affirmative employment activities
• Prepares written correspondence and other documents
• Resolves a wide variety of security clearance problems that require choosing alternative responses through coordination with unit security managers, DoD Central Adjudication Facility, Defense Security Service (DSS), Office of Personnel Management (OPM), higher headquarters, etc

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.

• Responsible for Flight Services, obtaining flight clearances, and validating required Flight Crew Information File (FCIF) and other Go-no-Go pre-flight data.
• Provides technical guidance and expertise in the scheduling of the flying unit Special Use Airspace (SUA).
• Monitors substantiating personnel listings, independently determines the status of incoming/outgoing Personnel in Change of Station (PCS), Separation/Retirement, and Temporary Duty (TDY) status, and performs a wide-range of aviation management duties.
• Manages aviation resource programs, utilizing Ad-Hoc reports and the Centralized AF ARMS systems; monitors the resources and training requirements for mission accomplishment and safety of flight.

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.

• 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 performs a substantive review of records to determine eligibility for actions
• Serves as a technical authority on all elements of active duty military personnel specialties and reviews reports, forms, documentation, and other related information concerning Air Force members and reviews/constructs/maintains military personnel records on all assigned areas
• Serves as the primary source of information regarding a wide variety of entitlement, allowance, and indebtedness actions and processes 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 miscellaneous administrative duties, special actions and other clerical support work pertaining to assigned area of military personnel

DUTIES AND RESPONSIBILITIES:
The primary purpose of this position is to provide clerical support and perform routine administrative tasks to assist HR Assistants and HR Specialists assigned to the personnel office.

• Provides general information regarding position vacancies, application procedures, status on vacancies and requests, etc.
• Receives requests for personnel actions.
• Checks request for completion and accuracy.
• Routes/prints requests for personnel action.
• Creates recruitment file/folders.
• Initiates and tracks local/installation records checks.
• Schedules and prepares in-processing and out-processing of employees.
• Reviews and verifies completion of personnel documents.
• Obtains missing information for personnel documents/records.
• Enters data into automated personnel systems.
• Assists in providing recruitment and placement service to Nonappropriated Fund (NAF) activities.
• Assist applicants in applying for vacancies.
• Coordinates onboarding tasks for new hires.
• Refers inquiries about specific issues or actions to the appropriate assistant/specialist.
• Performs a variety of general office duties such as receiving telephone calls and visitors, routing and filing correspondence, sorting and distributing the mail, and providing routine support tasks within the HR office.
• Performs records management tasks/responsibilities.
• Creates and maintains Official Personnel Folders (OPFs).
• Drafts outgoing correspondence.
• Operates a personal computer and office software programs to enter data, complete forms, and correct errors and omissions in documents, files, and records, as needed.
• Utilizes automated office equipment (i.e., copier, fax machine, or equivalent) in accomplishment of tasks.
• Makes copies, scans documents, uploads and files documents for casefile or recordkeeping purposes.
• Distributes copies of personnel actions.
• Performs other related duties as assigned.

Continued from Summary...
labor-management relations, and employment performance and conduct issues as well as in other areas such as resources management, position
management, and other special programs to support the employees, supervisors, managers, and senior leadership.
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DUTIES:

1. Provides strategic and technical guidance as well as consultative management advisory services at a Field Operating Agency on the effective use of HRM to support goals and objectives and produce results that accomplish AFPC missions.
2. Serves as AFPC Liaison between assigned Directorates/Special Staffs, installation CPS, and AFPC civilian personnel processing teams.
3. Conducts, leads, and/or participates in studies to improve HRM programs and/or influence policy changes for the FOA.
4. Performs program evaluation of a full range of HR programs at AFPC and develops and executes improvement/enhancement plans.
5. Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with leadership, supervisors, and employees.

SUMMARY CONTINUED:

GS-11
The primary purpose of this position is: to perform a wide range of Human Resources (HR) duties at the installation, Direct Reporting Unit (DRU), or Major Command (MAJCOM) level to include employee relations, staffing, placement, performance management, labor relations, and advisory services for a variety of positions in an assigned area or organization.

DUTIES:

GS-09

• Performs developmental assignments.
• Performs recurring assignments.
• Carries out special projects and participates in special initiatives and studies.
• Prepares written correspondence and other documentation.

• Provides employee relations assistance for assigned organizations characterized by a wide range of
  occupations where work processes are mental, judgmental, involve public contact, or are coordinative in
  nature.
• Serves as the primary point of contact for a range of staffing, placement, and position management
  responsibilities.
• Provides consultation and assistance on conduct-related issues.
• Serves as the HR focal point for one or more employee relations programs.
• Prepares written correspondence and other documentation.