Total 87 Human Resources job vacancies in Tacoma, Washington

This position is located in the Human Resources Office (HRO) servicing Army and Air National Guard technicians. The primary purpose of this position is to serve as the statewide functional expert and point of contact with management, supervisors and employees in the administration of the employee benefits program.

Duties

• Manages and administers a variety of personnel programs, advises management and counsels employees on such programs as health and life insurance, leave, Thrift Saving Plan (TSP), physical capability requirements and the Federal Employees Compensation Act (FECA).
• Advises management on potential program problems such as organizational patterns of leave usage or potential FECA abuse. Manages the leave donor program and approves requests for advance leave. Provides Social Security advice, interpretation of Office of Personnel Management (OPM) and National Guard Bureau (NGB) regulations on political activity and standards of conduct.
• Analyzes, interprets and clarifies policies, directives and other issuance by OPM, NGB, and DoD for statewide application. Develops instructions pertaining to technician personnel administration matters and makes recommendations to the HRO, staff directors and major unit commanders to ensure compliance with requirements.
• Responsible for administering the benefits program and provides advice to managers, supervisors, and individuals who plan to enter on military duty about provisions of the law covering the Uniformed Services Employment and Reemployment Rights Act. Responsible for the administration of the Civil Service Retirement Program (CSRS) and the Federal Employees Retirement System (FERS).
• Responsible for the administration of the Worker's Compensation Program for the state and ensures that the program objectives and goals are met. Provides administrative and technical supervision to subordinates performing this function.
• Responsible for the accurate and timely processing of personnel actions, Notification of Personnel Action (SF-50) for separations, within-grade increases, awards, etc., to include completion of supporting forms, records and documents Ensures personnel actions are processed and copies are distributed to the appropriate supervisors and employees.
• Performs other duties as assigned.

As Principal Deputy Director, Office of Human Resources, you will:

• serve as full partner with the Director, OHR in exercising responsibility for the overall technical and administrative management of human capital and human resources programs and operations, including ethics and compliance.
• support Director, OHR and the organization in the "One CDC" initiative including strategic alignment and governance, operating model transformation, workforce planning and data analytics, automation and technology, process optimization, communications, and change management.
• assist in leading and advancing technology efforts and business process principles to improve human capital programs and operations that support a model human capital organization and strategic goals.
• design and maintain state-of-the-art HR programs and policies by working with internal and external customers and stakeholders to identify and keep abreast of emerging HR developments and best practices.
• direct the development and delivery of a comprehensive, integrated set of strategies, policies, programs, and systems to evaluate and manage HR resources consistent with short- and long-term modernization initiatives.
• serve as a principal advisor to the organizations' leadership on matters related to human resources management and human resources provided by the office.
• optimize use of organization's resources to achieve organization goals and objectives as well as the customer's needs.
• represent the office with a variety of internal and external organizations performing review and oversight of human resources activities.

As the Human Resources Specialist you will:

• Provide expert staff advice to managers and supervisors throughout the National Gallery on complex employee relations matters, many of which are serious, sensitive, or controversial.
  Serve as technical advisor to National Gallery Representatives and/or the General Counsel's office on any actions which have been through the administrative process and have been pursued in the legal process.
  Provide advice and technical assistance in the handling of disciplinary and adverse actions, performance-based actions, performance improvement plans, and other issues where the primary focus relates to ER; assists management in developing proposal and decision correspondence, ensuring the correspondence is technically correct, consistent with the facts, and likely to be sustained if the decision is appealed and subject to third party review.
• Advise employees on rights and procedural requirements for responding to proposals and for filing complaints, grievances, and appeals.
  Draft, finalize, and process medical letters, adverse actions, performance-based actions, and management responses to grievances, consistent with pertinent laws, rules, regulations, the CBA, and internal National Gallery policies.
• Conducts fact-findings, review, and/or investigations of employee concerns and/or allegations of misconduct consistent with National Gallery policies and procedures. Develop investigation plans, interview witnesses, draft statements, obtain supporting documents, and draft well supported findings and recommendations for management consideration and action.
• Process negotiated grievances, unfair labor practice complaints, and other labor relations activities consistent with the collective bargaining agreement and statutory requirements; review and analyze issues; perform research to identify and development pertinent information; prepare written statements of case and management decision letters.
• Participate in developing, modifying and/or conducting basic and/or refresher training in employee and labor relations policies and procedures in such areas as grievances, disciplinary actions, appeals, and performance management for the National Gallery's managers, supervisors, and other relevant staff.

As the Human Resources Specialist you will:

• Provide expert staff advice to managers and supervisors throughout the National Gallery on complex employee relations matters, many of which are serious, sensitive, or controversial.
• Serve as technical advisor to National Gallery Representatives and/or the General Counsel's office on any actions which have been through the administrative process and have been pursued in the legal process.
• Provide advice and technical assistance in the handling of disciplinary and adverse actions, performance-based actions, performance improvement plans, and other issues where the primary focus relates to ER.
• Assist management in developing proposal and decision correspondence, ensuring the correspondence is technically correct, consistent with the facts, and likely to be sustained if the decision is appealed and subject to third party review.
• Advise employees on rights and procedural requirements for responding to proposals and for filing complaints, grievances, and appeals.
• Draft, finalize, and process medical letters, adverse actions, performance-based actions, and management responses to grievances, consistent with pertinent laws, rules, regulations, the CBA, and internal National Gallery policies.
• Conduct fact-findings, review, and/or investigations of employee concerns and/or allegations of misconduct consistent with National Gallery policies and procedures. Develop investigation plans, interview witnesses, draft statements, obtain supporting documents, and draft well supported findings and recommendations for management consideration and action.

• Process negotiated grievances, unfair labor practice complaints, and other labor relations activities consistent with the collective bargaining agreement and statutory requirements; review and analyze issues; perform research to identify and development pertinent information; prepare written statements of case and management decision letters.
• Participate in developing, modifying and/or conducting basic and/or refresher training in employee and labor relations policies and procedures in such areas as grievances, disciplinary actions, appeals, and performance management for the National Gallery's managers, supervisors, and other relevant staff.

• Provides administrative support to the division managers in the Office of Health Policy
• Serves as a liaison between the Office of Health Policy and other offices to assure they are continually informed of critical and confidential issues, concerns, and deadlines
• Develops study plans, conducts fact-finding, analyzes data, and prepares and presents findings and recommendations
• Coordinates across HHS agencies to further advance policy or research goals

• Provides leadership and coordination for easement stewardship activities.
• Develops and facilitates the adoption of natural resources tools, data, and analytical products to be used by state and field offices.
• Independently gathers, analyzes, interprets natural resources and other relevant data to evaluate the effectiveness of easement stewardship for use in training development and guidance.
• Identifies and analyzes existing or emerging critical natural resource conservation issues and develops options for policy or procedural changes.
• Provides leadership and or coordination with the objective of identifying needed training, tools or guidance to improve easement stewardship.
• Assists with the preparation of briefing and issue papers and develops and delivers presentation materials related to easement stewardship, including written and visual products

• Serves as an expert to the Agency in matters relating to the comprehensive and continual coordination of legislative proposals for ASTP/ONC
• Provides leadership on complex, sensitive, diverse and unique legislative and political matters on pending health care and Health Information Technology (HIT) reform issues.
• Performs in-depth analyses of problems and issues of interest to Congress.
• Interprets congressional intent on proposed legislative actions and proposes a policy position based on said legislation for the Agency.

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.

As a Supervisory HR Specialist (Staffing/Classification) GS - 0201 - 14, you will be responsible for performing duties which include, but are not limited to the following:

As a Human Resources Specialist, GS-0201-11/12, you will be responsible for:

• Provides oversight of staffing and recruitment activities to ensure Delegated Examining and Human Resource Operations are conducted in a manner consistent with SBA strategic goals and policies, and governmentwide laws, rules, and regulations.
• Provides advice and guidance to the servicing HR offices and OHRS divisions in development of their corrective action plan to address the required and recommended actions.
• Collaborates with other staff in the development of new or revised policy guidance for review by the Strategy Director and other HR managers, staff and serves as the point-of-contact for the division during the review and concurrence process, prior to finalizing the policy.
• Develops written training materials and reference guides for complex training programs. Assists in the development of training plans for other facets of HR training, as appropriate to ensure the content is compliant with laws, regulation, and policies.

• Advise field staff and / or others on the conservation planning process
• Propose recommendations based on analysis results and knowledge of conservation programs.
• Provide technical guidance and support for natural resource or conservation planning policy.
• Apply natural resource conservation management concepts in order to advise others on conservation planning.
• Provide recommendations on existing rules, regulations, procedures, and/or techniques to resolve operational issues.

-Supervising a staff of economists, social science analysts, program analysts, and policy analysts on a variety of data and technical analysis issues critical
to the development, evaluation, and implementation of Medicare and other health financing policies.
-Overseeing staff that conduct a variety of quantitative and qualitative assessments to estimate the costs, benefits, and impacts of a range of Administration and Congressional initiatives.
-Overseeing the analyses conducted by staff and produced by contractors, including ensuring their methodological rigor, technical accuracy, and the development of research products that effectively communicate analytical results.
-Directing data analysis on a broad range of health services research, evaluation and policy issues.

This position is located in the (A/EX/PRI/HRD) Bureau of Administration, Office of the Executive Director, Planning Resources and Innovation Office, Human Resources Division. The incumbent interacts daily with the HR Specialist concerning all matters relating to the coordination and integration of staff actions and administrative duties. 

The employee performs routine and recurring classification duties which facilitate the work of more complex and detailed review and analysis functions conducted by the Senior Human Resources Specialist and higher graded Human Resources Specialist. As an advanced trainee the incumbent receives on-the-job and/or formal training in the entire range of personnel functions provided by the Division. Assignments are designed to provide training in the analytical and judgmental aspects of the work and in the appropriate use of methods and techniques of the various functions.

ABOUT THE POSITION

The DAB, through direct delegation from the Secretary issues decisions under more than 60 statutory provisions governing Department of Health and Human Services (DHHS) programs. The Chair is responsible for exercising executive direction and leadership over the day-to-day activities and operations of the DAB, a staff division within the Office of the Secretary. In that capacity, the incumbent serves as a key advisor to DHHS leadership on adjudicative activities conducted by DAB Judges, adjudicative trends at the administrative appeals level and manages the Division's operations including strategic planning, assessment of objectives and results, and management of financial and human resources. Additional duties include evaluating the evolving needs of the organization and coordinating budget planning and execution including drafting and submitting written budget requests and justifications to the Office of Management and Budget (OMB) and the Congress.

As the Chair, the incumbent also:
Serves as a member of the Board and designates panels of three Board members to adjudicate appeals. Appraises the performance of the Executive Officer/Executive Director of Administration, Board members and senior level officials including the Deputy Board Chair, the Chief Administrative Appeals Judge, the Executive Director of the Medicare Operations Division, the Executive Director for Adjudication, and supervisory attorney advisors who serve as division directors of the DAB's three adjudicatory divisions, the Appellate Division, the Civil Remedies Division and the Medicare Operations Division.

• Serves as a Human Resources Specialist (Compensation) in the U.S. Department of Justice (DOJ), Office of Justice Programs (OJP), Office of Administration (OA), Human Resources Division (HRD), Talent Management and Employee Services Branch (TMESB).
• Provides the full range of professional and technical duties in connection with the research and resolution of payroll and human resource problems and time and attendance processing.
• Administers and manages compensation programs for OJP.
• Handles special projects and assignments related to inquiries about the payroll/human resources processing system.
• Monitors payroll-related benefits, including health insurance, retirement plans and other voluntary deductions.
• Oversees and serves as the agency's program manager for programs such as the Voluntary Leave Bank and Voluntary Leave Transfer Program Coordinator.
• Independently handles human resources management liaison and advisory services for OJP.
• Acts as a backup to the Human Resources Specialist (Information Systems), responsible for generating NFC reports.