Total 87 Human Resources job vacancies in Tacoma, Washington

• Serves as a senior labor relations advisor and subject matter expert on the development, planning, execution, implementation, and approval of labor management policies USDA-wide.
• Advises top level management and executives of OHRM, USDA, and all Mission Areas on the overall goals, policies, and objectives of collective bargaining initiatives across USDA.
• Collaborates with the ELRD Labor Relations Officer (LRO) to assist agencies that are preparing and presenting the Department’s position in third party LR proceedings, i.e., FLRA.
• Reviews and recommends to the LRO approval/disapproval of labor agreements and assists with Departmental coordination on LR matters as necessary.
• Evaluates, recommends, presents, and/or provides briefings on labor relations best practices across USDA.
• Communicates with OPM as needed to stay abreast of new legislation, regulations, and other Federal government initiatives.
• Collaborates with the LRO in formulating and recommending policies, programs, plans and procedures governing labor relations functions required to effectively meet current and long range Departmental and Federal government goals.
• Collaborates with the LRO and OHRM team members, develops Departmental-wide training materials to explain the fundamentals and/or specific topics of labor relations matters to varying levels of management officials, supervisors, and practitioners.
• Develops Departmental labor relations position documents and materials and prepares Departmental directives, issuances, memoranda, etc., with respect to all labor relations matters.

As a Human Resources Specialist, you will:

• Provide administrative and technical support in one or more of the core HR functional areas: Recruitment and Placement, Classification, Staffing, Processing, Employee Benefits, Employee and Labor Relations, Performance Management, Compensation, Training and Development, HR Policy, HR Information Systems and Data Analysis.
• Perform activities such as analyzing data, developing reports, and ensuring the technical accuracy of work products and activities.
• Develop HR responses, briefings, and written products using HR software tools and applications.
• Provide products and services for a wide variety of employee categories that involve different systems with different statutory and regulatory authorities.

The ideal candidate will have the ability to perform assignments requiring the application of fundamental HR principles, concepts, techniques, and guidelines to successfully complete assignments.

This vacancy is limited to the first 150 applications received and will close at midnight Eastern Time on the day this application limit is reached regardless of the closing date specified in this vacancy announcement. Any application received prior to midnight Eastern Time of the day the application limit is reached will be accepted and considered. You are strongly encouraged to submit all required supporting documents at the time of application should the vacancy close earlier than stated in this announcement due to the applicant limit being reached. Supporting documents will not be accepted once the vacancy announcement closes.

This position is located within the U.S. Department of the Interior, Office of the Secretary, Assistant Secretary-Policy, Management, and Budget, Deputy Assistant Secretary - Chief Human Capital Officer, Office of Human Capital (OHC), Workforce Relations Division (WRD) in Washington DC.

This position is being advertised as both location negotiable after selection and with a duty station(s) of Washington, DC with the option of telework. If applying to "negotiable after selection", this means that your duty station will be based off your home address and you will be a full-time remote worker. If selectee lives in the local commute area (LCA) of Washington, D.C., selectee may not be remote, but eligible for telework only.

The major duties of this position include, but are not limited to the following:

1. Serves as the technical expert on all Labor Relations matters and is responsible for developing and implementing Department-wide policies and/or initiatives. Represents the Department on various interagency workgroups.

2. Provides advice, guidance, training, and development of policy/resources on the full scope of labor relations matters including coordination of statutory agency head review, negotiability issues, bargaining and contract matters, grievances, unfair labor practices, representation proceedings and other third-party matters.

3. Manages and advises a community of practice comprised of labor relations practitioners across the Department.

4. Identifies conditions of employment changes and consults with the headquarters office of national labor organizations holding national consultation rights with the Department as well as with Labor Relations community of practice to fulfill labor management obligations, as necessary and appropriate. Establishes and maintains effective relationships with all stakeholders, including labor organizations representing Federal employees.

5. Analyzes legislation to determine impact on the Labor Relations program and prepares agency response to labor relations data calls and other requests for information. Reviews and develops recommendations on necessary changes to Agency/Federal policy and guidance.

Washington, DC Salary Information:GS-14: $139,395 - $181,216 per annum

Remote Duty Location Salary Information: Pay will be set according to selectee's geographic area.For more information on locality pay tables: 2024 General Schedule (GS) Pay Tables

First time hires to the federal government typically start at the beginning salary in the range for their respective grade level.

This vacancy may be used to fill additional positions as vacancies become available.

This position is located in the Human Resource Management Division, Personnel and Staff Development Branch of the Federal Bureau of Prisons, Washington, D.C.

Assists the Workforce Planning Administrator (WPA) with developing policy and advising staff in areas of human capital management.

Assist with the Bureau of Prisons’ Senior Executive Service (SES) by maintaining records of personnel actions; ensuring vacant positions are advertised; composing written justifications for selections, performance awards, and new positions; and advising SES employees regarding personnel actions and government’s policies affecting them.

Provides expert guidance on the development of SES performance work plans to ensure the plans are results oriented, measurable, and appropriately linked to the agency and bureau goals.

Assists the WPA by collecting and assembling position requests from Chief Executive Officers (CEO’s) throughout the organization; assisting in ensuring justifications for position requests are adequate; assists with obtaining input from the Administration Division regarding request to the Resource Allocation Committee; assists with consolidating historical data concerning position allocations for particular institutions and regions; assists with developing agenda for Resource Allocation Committee meetings; assists with maintaining records of deliberations and decisions made by the Resource Allocation Committee.

• Serves as a technical expert and provides authoritative advisory services throughout the Department pertaining to position classification and position management to Civil Service and Domestic Foreign Service managers, supervisors, and employees.
• Interprets and influences the development of departmental guidance for position classification and position management; evaluates and re-engineers classification applications and processes to improve the effectiveness of program delivery.
• Assists managers, supervisors, and HR staff with developing position descriptions. Provides technical advice to staff so they may gain a thorough and comprehensive understanding of classification principles and concepts.
• Receives delegation of authority to classify General Schedule positions description using the Automated Classification and Recruitment System (ACRS) in conjunction with the Global Employment Management System (GEMS).
• Coordinates with bureaus to research position structures, conduct on-site or Video Teleconference audits requested by managers, supervisors, or employees, completes studies for reorganizations, and executes applications of classification standards.

• Coordinating with the Transition Assistance Program (TAP), Department of Veterans Affairs (VA), Department of Labor (DOL), and other agencies to ensure soldiers meet transition requirements; and ensuring Preparing DD Form 214s.
• Responsible for the operation of personnel actions relating to Expiration Term of Service separations, Voluntary and Involuntary Chapter actions, Unqualified Resignations, Release from Active-Duty separations, Medical Evaluation Board decisions.
• Establishes local policies and procedures to ensure officer and enlisted Soldiers are transitioned in accordance with existing guidelines, policies and governing regulations.
• Ensures compliance of Human Resource policies at the local level.
• Assesses impact on current methods and develops new implementation procedures.

As a Supervisory HR Specialist (Manager, HR Operations), you will:

• Manage the OCC's National Recruitment Program. Ensure the recruitment of a diverse and highly qualified workforce through effective recruitment forecasts, selection instruments, marketing and communication tools.
• Formulate long and short-term recruitment strategies taking into consideration the most current employment and industry trends and developments and considers the full life cycle of recruiting.
• Plan work requirements and personnel needs. Make distribution of work as necessary to assure effective and expeditious accomplishment of priority work without adverse effect on regular and recurring assignments. Resolve complex matters related to pay setting and pay flexibilities through coordination with the compensation division.
• Assure uniform application of all personnel laws, administrative and operational policies and procedures, coordination of all related responsibilities and resolution of problems encountered in day-to-day operations.
• Provide expert advice and guidance to senior management and works cross functionally to ensure effective implementation of new human resources initiatives, organizational strategies, and reorganizations.
• Lead, motivate, and develop a staff of employees.

• Provides guidance to the Lead, Specialists and Assistants on the operation and activities of the Delegated Examining Unit, merit promotion procedures, and pay administration.
• Upholds merit systems principles and develops and issues personnel instructions and policies.
• Studies and determines solutions to unusually complex or broad operating problems involving Recruitment and Staffing issues; leading innovative HR initiatives in an effort to develop and implement strategic Recruitment and Placement plans.
• Provides sound, technical advice and communicating technical HR concepts effectively to management.
• Performs the full range of supervisory duties, particularly facilitating work by maintaining good working relations and by coordinating with others on the goals, priorities, and organizational needs.
• Works closely with HQ Leadership to advise and make recommendations that lead to problem solving and solutions.

• Oversee a group of employees responsible for facilitating the recruitment and staffing for OPM Organizations.
• Provide position management services to OPM executives and managers, advising on organizational structuring and reorganizations.
• Ensure that OPM has the automated systems it needs to support the hiring process to include the management of updates for USA Staffing, USA Jobs, Onboarding Manager.
• Implement staffing policies and programs, including merit promotion, delegated examining, excepted service hiring, position classification, onboarding and records management.

As the federal agency whose mission is to ensure the fair and impartial administration of justice for all Americans, the Department of Justice is committed to fostering a diverse and inclusive work environment. To build and retain a workforce that reflects the diverse experiences and perspectives of the American people, we welcome applicants from the many communities, identities, races, ethnicities, backgrounds, abilities, religions, and cultures of the United States who share our commitment to public service.

The Human Resources Specialist position is located in the Civil Rights Division's (Division) Administrative Management Section, Office of Human Resources and Security. If selected, your typical duties may include:

• Providing technical support and training to timekeepers and employees on the use of the Department's timekeeping system (currently, webTA).
• Serving as the supervisors' and timekeepers' POC and authority for resolving procedural problems related to the completion and submission of time and attendance.
• Serving as the primary POC for payroll related matters, researching and analyzing individual cases to determine the appropriate solution to pay problems, and providing information and initiating corrective actions with the National Finance Center (NFC).
• Reviewing, verifying, and processing a variety of payroll documents impacting pay, electronic funds transfer (EFT) payroll deposits, leave, taxes, benefits and other deductions.
• Serving as the liaison with NFC and the Department's Financial Systems Payroll Systems Group in dealing with issues associated with NFC's payroll/personnel systems interface and departmental processing procedures.
• Serving as the NFC Agency Security Officer and system administrator for other payroll/personnel systems including WebTA, eOPF, and USA Staffing.
• Preparing correspondence on sensitive, complex, or highly contested case matters and retirement determinations.
• Counseling and advising Division employees on benefit entitlements.
• Advising managers and employees on leave-related policies and work life programs.
• Managing the Division's performance management program and serving as the Division's Performance Management Program's super-user and trainer.
• Performing other duties as assigned.

Duties include but are not limited to:

• Providing career counseling for nursing staff and assisting in the placement of scholarship nurses, student nurse technicians and VALOR students.
• Reaching out to external customers such as educational institutions and professional organizations to create and maintain hiring streams.
• Collaborating with Human Resources (HR) and other nursing professionals on identifying and overcoming barriers to recruitment and retention.
• Collaborating with the program analysts, executive health system specialists, nursing leaders and administrative officers on developing plans to address turnover of nursing personnel, maintaining data and creating reports regarding turnover.
• Providing oversight, guidance and directions for staff nurses and applicants regarding the onboarding process, promotions, and awards.
• Serving in key roles on committees, councils, teams, and workgroups with focus on nurse staffing, recruitment, and retention.
• Executing responsibilities that demonstrate leadership, experience, and creative approaches to management of personnel resources.

The United States Holocaust Memorial Museum is a federally chartered, nonpartisan institution that was created by the US Congress to serve as America’s national memorial to the victims of the Holocaust and an educational institution dedicated to the history and lessons of the Holocaust. The Museum seeks to educate Americans from all 50 states and all walks of life as well as international audiences. The Museum has three areas of expertise: Holocaust remembrance, Holocaust scholarship and education, and genocide prevention.

In carrying out its important memorial and educational mission, the Museum is guided by its institutional values for our workplace: Honor the memory of the victims; carry out our work with dignity, humility, integrity and respect for others; and strive for excellence through teamwork, rigor, and a culture of continuous learning. Consistent respect for others is the foundation for trust, collegiality and inclusion.

Duties include:

Processing personnel actions per the OPM Guide to Processing Personnel Actions including, but not limited to, appointments, separations, promotions, reassignments, transfers, etc. The personnel actions are reviewed for accuracy, adequacy of supporting documentation, and existence of administrative approvals. Working with Human Resource Specialists and team members to acquire and/or complete missing items and resolve discrepancies.

Using FPPS to process personnel actions and generate reports. This includes capturing, reviewing, and recording essential employee data elements needed for employee entitlement and pay determinations, aggregate analysis, reporting, and personnel action processing (i.e., service computation date, veteran’s preference, tenure code, etc.), and resolving any questionable data by conferring with HR Specialists after researching OPM guidelines (i.e., Guide to Personnel Data Standards, Guide to Processing Personnel Actions, etc.) and automated systems guidelines (i.e., the FPPS Data Dictionary, FPPS Relational Data Tables, etc.).

Conducting new employee orientation, reviewing and processing a wide variety of payroll and personnel forms such as tax forms, payroll allotments, bond deductions, Thrift Savings Plan (TSP) elections, Federal Employees Health Benefits (FEHB) elections, Federal Employees Group Life Insurance (FEGLI) elections, etc.

Managing Official Personnel Folders (OPFs), electronic as well as hard copy. Using the OPM Guide to Personnel Recordkeeping to acquire and establish employee records for new hires (transfers from other agencies, new to government, and reinstatement employees). Auditing records, merging records as necessary, and retiring records when required.

Troubleshooting and correcting errors in pay related matters and providing technical advice and assistance to employees, HR Specialists and team members regarding pay problems and procedures necessary for the correction, back-pay entitlements, or money owed based on the error.

• Serve as the U.S. Army Cadet Command Brigade Human Resources Assistant (Military) and authority on Cadet/CADRE Personnel actions for the Brigade Commander.
• Assist the Brigade Recruiting Operations Officer (ROO) and Nurse in utilizing and running filters from CCIMS to monitor scholarship management and monitor the status of cadet nurses.
• Serve as primary reviewer of Cadet Accessions documents from subordinate units for submission to higher headquarters. Provide staff oversight of and assistance to the Battalion Human Resource Assistants (Military).
• Responsible for the timely and accurate processing of all Brigade cadet/CADRE actions.
• Provide staff oversight of and assistance to the Battalion Human Resource Assistants (Military).

The purpose of the position is to review, analyze, develop, publish, promote, and implement awareness of enterprise-wide HHS information technology (IT) security and/or system development life cycle (SDLC) policies and standards. The incumbent will draft and issue policies, procedures, and supporting templates to implement IT standards into Agency operations.

The Supervisory Human Resources Specialist performs the following major duties:

• Supervisory and/or Managerial Responsibilities
• Employee Relations Program Planning and Management
• Labor Relations Program Planning and Management
• Performance Management
• Agency Awards Program