Total 20 Human Resources job vacancies in Fort Moore, Georgia

• Plans, organizes, and conducts group briefings covering a variety of IET personnel matters.
• Obtains information and data from a variety of sources to answer questions, respond to correspondence, and/or prepare reports or briefings concerning AIE prototype issues in the IET processing and accessioning environment.
• Compiles and analyzes data to identify trends, deficiencies, and accomplishments in AIE.
• Prepares reports and/or briefings to inform management of analyses results for use in the decision-making process and for in-progress reviews of the AIE prototype status information.
• Serves as an authoritative source providing advice and guidance to Soldiers and civilian employees utilizing AIE.
• Reviews quality controls and verifies records to identify discrepancies and gaps in information, or AIE business processes and functionality.
• Prepares correspondence, reports, and other documents in draft and final form using word processing software, graphics software, or other automated programs.

• Plans, organizes, and conducts group briefings covering a variety of IET personnel matters.
• Obtains information and data from a variety of sources to answer questions, respond to correspondence, and/or prepare reports or briefings concerning AIE prototype issues in the IET processing and accessioning environment.
• Compiles and analyzes data to identify trends, deficiencies, and accomplishments in AIE.
• Prepares reports and/or briefings to inform management of analyses results for use in the decision-making process and for in-progress reviews of the AIE prototype status information.
• Serves as an authoritative source providing advice and guidance to Soldiers and civilian employees utilizing AIE.
• Reviews quality controls and verifies records to identify discrepancies and gaps in information, or AIE business processes and functionality.
• Prepares correspondence, reports, and other documents in draft and final form using word processing software, graphics software, or other automated programs.

• Provide data processing support to Arrive, Update, and make Assignments or Departures for new Soldiers to the 120th AG Bn.
• Operates desktop computer to access web-based RECMOD system to locate individual Soldier records.
• Identify that all Soldiers are correctly processed and registered to the correct processing company.
• Operate automated ID Tag embossing machines and automated Stencil machine to produce and distribute ID Tags, Allergy Tags, paper Stencils for Soldiers using data from a variety of sources.

• Guide and direct overall policy development and operations with other program managers across multiple enterprises within DISA.
• Determines applicability, of established law, directives and issuances to individual situations and agency wide conditions peculiar to the Defense Information Systems Agency.
• Drafts and develops program guidance in conjunction with the Subject Matter Expert (SME), to include manuals and training course units on technical services programs and processes.
• Manages Civilian Personnel publications program with extensive regulations, forms, etc. Works with the Agency Editor, publications team and Chief of Staff office to ensure proper routing and issuance of publications.
• Serves as the Agency's Remote Work Program Manager charged with full spectrum of program operations. Responsible for program development, modifications, advisory services, execution, and sustainment.
• Develop and establish policies, laws, guidance, and regulations directly related to the program.

The Supervisory HR Specialist (Labor/Employee Relations) for Defense Commissary Agency, Department of Defense's (DoD) worldwide grocery store chain, supports a workforce comprised of a wide variety of retail, business, and logistics occupations, the largest segment of part-time employees in the DoD, including General Schedule (GS) and Wage Grade (WG). The overall responsibilities include, but are not limited to:

• Provide expert management consultative service involving the full spectrum of HR functions on highly complex issues to address issues with workforce-related conduct and performance.
• Manage, coordinate and integrate numerous key complex program segments of the overall Labor and Employee Relations function.
• Works closely HR Director and other senior managers on a variety of complex HR issues, analysis of policy changes, and labor and employee relations policies. Including overseeing the negotiations of union bargaining agreements.
• Ensure agency leadership and directors are well-informed to comply with federal regulations.
• Perform managerial and supervisory duties to include coordinating development of workload objectives, assigning work and priorities to staff, developing performance standards and evaluating employee performance, identifying training needs, resolving employee complaints, and effecting disciplinary measures.
• Demonstrate high standards of personal and professional conduct to foster a positive workplace environment.

• Participates in the planning, developing, and evaluating organizational development functions, including developing recommendations for improving the complex Career Program processes.
• Plans and/or conducts assessments and evaluations of overall Career Program and leader development programs. Evaluates problems, deficiencies, and inadequacies in the administration of the Career Program and leader development programs.
• Facilitates a wide-ranging variety of professional development program opportunities to include other essential programs to enhance the effectiveness of the workforce.
• Performs liaison functions (internally and with the Civilian Personnel Advisory Center (CPAC).

• If selected at the GS-07, GS-09 or GS-11 level, duties will be performed in a developmental capacity:
• Serves as the Drug Testing Administrator for DoD customers, monitoring the worldwide testing process, to include specimen collection, lab testing, and medical review services.
• Advises on drug testing procedures, chain of custody procedures, and positive test result ramifications.
• Recommends changes to drug testing policies and procedures, with specific regard to administrative aspects of the program.
• Serves as primary point of contact for contractors and other officials involved with the collection and testing process.
• Serves as employee relations advisor to assigned organizations, advising and assisting employees and managers in developing and applying personnel policies, practices, and procedures.

• The position provides technical expertise on factual, procedural and/or recurring issues for the command, staff, and subordinate units on personnel actions.
• Responsible for management of various military personnel functions that include updating actions for Personnel Readiness Review (PRR), in/out processing, Meal Card issuance, promotions/reductions, evaluations, awards, etc.
• Provides services to military personnel who have pay problems, researches pay problems, follows through with the responsible office to alleviate any errors found and coordinates unique requirements.
• Researches, analyzes, and develops solutions/ prepares straight forward reports based on historical data, personnel records, governing regulations, and best practices.
• Plans, develops, and oversees military operations systems that support and implement programs concerning the components of the military operations/personnel management life cycle in relation to Soldier readiness and availability for deployment.

• Perform a wide range of military HR actions in support of BDE HQs military personnel.
• Maintain a control log whereby leave and passes are tracked.
• Advise BDE on status of assigned HR actions, issues encountered, and recommends solutions, when appropriate.
• Performs mailroom duties to include receiving, sorting, and distributing mail.

• Function as the Systems Personnel Automation Section (PAS) manager and technical expert on all matters related to Army military personnel information systems
• Monitor IPPS-A, Human Capital Management (HCM), Customer Relationship Management *CRM), Oracle Business Intelligence Enterprise Edition (OBIEE) and Service For Analytics and Business Intelligence (SABIR) and resolves all questions and problems.
• Create a security program for military personnel automation systems known as Department Security Tree, security controlling system permissions.
• Schedule work and guides subordinate team leaders in the Branch to meet program goals, objectives, and broad priorities established by the HRC, HQ IMCOM, DHR, and Chief, MPD.
• Formulate procedures to assist and directs automation support to ID cards, separations, reassignment processing, retirement services, casualty/mortuary affairs, postal, retirement services, mobilization/demobilization operations, and manifest.

• As a Human Resources Specialist (Military), you will perform the following duties which is not an all-inclusive list:
• Advises on career management policies. Formulates and coordinates personnel replacement, policies, and procedures regarding replacements.
• Provides oversight for the officer and enlisted strength and assignments for CAC. Assists with the direction, coordination, and execution of a variety of military personnel programs.
• Develops, prepares, reports and continuously updates HR data. Maintains knowledge and expertise in the human resources arena.
• Reviews and analyzes the status report to identify current strength and MOS shortages. Collects and evaluates information and data and develops recommendations for timely decision making using statistical analyses regarding personnel readiness.
• Develops and maintains various automated unit readiness reporting systems, from HR data from installation and local data base systems and higher command systems.

• Provides technical advice and assistance for Classification and disseminates command civilian personnel information to workforce.
• Inputs and retrieves data from DCPDS and AUTONOA that ensures the accuracy of organization and position information, initiating corrective action when necessary.
• Assists with the development of classification determinations.
• Develop long and short-range staffing plans to meet forecasted mission requirements, human capital losses, changes in critical competencies, availability of candidates, career development patterns, reorganization proposals.
• Provides guidance on merit system principles, prohibited personnel practices, the development and use of valid selection criteria, and other approaches that may help in staffing the organization .
• Provides advice and assistance on grievance procedures and options for resolution of conflicts or problems.
• Investigates and resolves payroll issues associated with various and unrelated types of civilian appointments such as career, career conditional, consultants, temporary, part- time, and student employment.

• Assist in the design, development, integration, test and fielding of devices, equipment or systems using established criteria or specifications.
• Assist in the inspection and evaluation of technical products, projects and resources.
• Identify technical problems and recommend corrective action.
• Review technical documents, product capabilities, vendor solutions, and contractor deliveries.
• Prepare technical reports, analyses and studies

• Coordinate actions with other Army Civilian Personnel Advisory Centers who service subordinate organizations located throughout CONUS.
• Ensure determinations and decisions concerning major policy and courses of action are consistent with laws and regulations governing the administration of civilian personnel.
• Providing advice and guidance in a wide range of civilian personnel functions of labor relations; management employee relations; position management and classification; recruitment and placement; and workforce development and training.
• Supervise an immediate staff of Division Chiefs, Action Officers, and support personnel involved in the full range of human resources management functions.
• Provide overall management, leadership, direction, obtaining affirmative cooperation in meeting the basic objectives of the DoD Program for Stability of Civilian Employment, and is the Army principal point of contact in the region.

• Works under the general supervision of the V Corps Deputy Chief of Staff G-8, who provides administrative and policy direction in terms of broadly defined missions or functions of the organization for an organization that is geographically disbursed.
• As the Supervisory Resource Manager, Financial Management Support Division leads a division organized with multiple branches in geographical disbursed locations to include Fort Knox, KY, Germany and Poland.
• Leads work efforts to consolidate functions for all aspects of program execution for assigned substantive programs for entire organization and work as the overall coordinator for accounting codes.
• Oversee Dormant Account Review Quarterly (DAR-Q) Joint Reviews to achieve the annual USAREUR AF G8 and HQDA ASA (FM and C)-established financial management goals and special initiatives.