Total 6 Human Resources job vacancies in Corporate - Springdale, Arkansas

• Serves as the Easement Coordinator for the current and prior year(s) Conservation Easement Programs.
• Provides leadership to assist the Assistant State Conservationist-Program with implementation of agency easement programs.
• Manages contracts for outside services for the completion of Market Analyses and surveys to determine appropriate easement compensation rates and develops corresponding statewide Geographical Area Rate Caps.
• Manages restoration agreements, contracts and budgets, reviews modification requests and processes in- scope or out of scope justification as necessary and elevates to appropriate approving official.
• Conducts outreach activities for easement program opportunities for culturally diverse population.

• You will answer questions pertaining to Human Resources policy (e.g., pay, benefits, service computation dates).
• You will collaborate with customers to identify and obtain missing personnel documents.
• You will identify errors with employee pay entitlements.
• You will correct data discrepancies in a human resources information system (e.g., Defense Civilian Personnel Data System [DCPDS] or similar system).

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.

(1) Serves as an advisor to commanders on assigned unit human resources (HR) program and Selected Reserve Incentive Program (SRIP). Interprets policy and provides procedural guidance to commanders, supervisors, staff members and individual military members. Provides training to supervisors and guidance and assistance to military members on program for which assigned. Participates in Soldier Readiness processing (SRP) and unit mobilizations and de-mobilizations. Reviews, evaluates, and interprets regulatory guidance, policies, and procedures applicable to military personnel programs and provides guidance to all users. Drafts and implements State policy based on the aforementioned policies. Publishes guidance to enhance and simplify completion and submission of personnel actions. Conducts command inspections, staff visits and trains personnel within the unit in all programs for which responsible. conducts periodic briefings for staff, commanders, and administrative personnel to promote full understanding of all aspects of the assigned program. Provides commanders, supervisors and MILPO staff with a variety of statistical data or reports pertaining to military HR issue in order to assist in HR management decision. Responds to correspondence (general, other agency, congressional, etc.) regarding military personnel issues. Researches, prepares response, and maintains actional file. As required, forwards responses for review and/or responses for the MILPO Director and/or State Adjutant General. Estimates and projects future travel and funding requirements and submits request to MILPO Director. Oversees one of the following programs identified in duties 2 through 4.

(2) Responsible for and oversees the verification of GI Bill eligibility IAW VolEd policy and AR 621-202. Administers Army Personnel Testing (APT) programs as a test evaluator. direction of the EPM or OPM program and functions as the technical expert. Conducts quality control and monitoring of incentive contracts for compliance in accordance with executed bonus addendum, NGR 600-7, AR 601-210, AR 621-202, the annual SRIP policy, and applicable Education and Incentives Operations Messages (EIOMS). Serves as a processor and verifier of pay transactions related to incentives and student loan repayments under the Student Loan Repayment Program (SLRP). Determines the methods and procedures for conducting military career guidance and counseling to ensure officer or enlisted personnel have an optimal and established career path. Reconciles personnel data from Integrated Personnel and Pay System-Army (IPPS-A), Digital Training Management System (DTMS), and the Guard Incentives Management System (GIMS) to ensure auditability of incentives transactions. Performs index validation procedures in the administration of the Official Military Personnel File (OMPF) through the Integrated Personnel Electronic Records Management System (IPERMS). Provides direction, information, and/or counseling to MILPO staff and commanders of Major Army Command (MACOMM) through unit commanders, supervisors, as well as individual military members as required. Provides information and ensures regulatory compliance regarding area of responsibility which may indude, but is not limited to: accessions, appointments, assignments, reassignments, transfers, promotions, Selected Reserve Incentive Program (SRIP). discharges, separations, retirements, Officer Evaluation Reports (OER) Non-Commissioned Officer Evaluation Reports (NCOER), awarding of Area of Concentration (AOC), Functional Areas (FA), Additional Skill Identifiers (ASI), Special Qualification Identifiers (SQI), Military Occupational Specialty (MOS) identifiers (primary or secondary), and National Guard Bureau (NGB) waivers, casualty assistance, out of service (OOS) payment assistance, and incentives termination. Reviews and determines eligibility upon accepting military technicians (dual status) or AGR positions. Assists other organizations and agencies/units in development of battle roster and personnel assignment. Convenes or participates in various boards which may include: Promotion, DA Boards, awards, selective/qualitative retention, MOS Medical Review Board (MMRB), Incapacitation Review Boards, etc. Tracks Contingency Temporary Tour of Active Duty for Operational Support (CO-ADOS). Initiates action for the issuance of all military orders relating to military personnel actions and distributes accordingly. Reviews Table of Distribution and Allowances (DA), Table of Organization and Equipment (TOE), Modified TOE (MTOE), and/or Unit Manning Report (UMR) for the requirements, authorizations and movements of military personnel. Responsible for the review and verification of promotion actions and/or the review and forwarding of packets for promotion board actions and general Officer nomination packets.

DUTIES CONTINUED UNDER EDUCATION

1. Provides technical guidance and procedural assistance to managers, supervisors, and employees in executing a variety of employee benefits' programs, which may include workers' compensation, health and life benefits, Thrift Savings Program (TSP), awards, performance management, retirement, etc. Develops and carries out specific projects to accomplish the technical support mission of the Human Resources Office. Advises supervisors and employees on regulatory requirements of the programs and develops instructions. Reviews and interprets policies, directives, and other issuances by the Office of Personnel Management (OPM), National Guard (NGB), Department of Labor (DOL), and outside control agencies for applicability to activities serviced. Takes appropriate action to comply with such directives and guidance or refers the matters to the proper functional staff for action. Coordinates publication of local policies and regulations.

2. Injury Compensation: Serves as a technical expert in matters regarding employees' claims for Workers Compensation. Serves as the Injury Compensation Program Administrator and primary point of contact for the Federal Employee's Compensation Act (FECA) program for facilities at numerous statewide locations. Investigates facts and develops cases relative to on-the-job injuries, illnesses, processes non-routine and routine claims which require identifying and substantiating information; and compiles pertinent information for use in filing, as well as controverting claims. Coordinates case details between employees, supervisors, medical personnel, and claims offices. Reviews claims and medical documents. Reviews CA-1, CA-2, and other program forms submitted by/for employees concerning occupational injury, illness or disease for accuracy and completeness. Solicits required information from employee and supervisor, as necessary, to complete documents. Obtains facts to reconcile any noted conflicts or discrepancies in description of injury or accident site. Assesses and analyzes situations to ensure minimum compensation costs are expended and light duty policies are implemented. When appropriate, coordinates with management and other HRO Specialists to ensure light duty is afforded the employee. Works through appropriate channels with the DOL, Civilian Personnel Management Service (CPMS) Injury and Unemployment Compensation Division (IUCD), and supervisors to determine that payment of legitimate claims is made, fraud is reported, and questionable claims are reviewed. Researches and presents any questionable cases to DOL for further action. Provides information and assistance to claimants and supervisors concerning processing procedures. Tracks claim status and follow-up requirements, monitors and coordinates eligibility for continuation of pay for eligible claimants. Provides counseling to employees and supervisors on matters relating to workers' compensation, such as potential job reassignment are light duty, options regarding leave for time off the job, and potential compensation. Obtains facts to reconcile apparent conflicts regarding payment of benefits, medical bills, etc. Researches, writes, and composes draft local instructions, directives, and reporting requirements for the FECA Program. Manages and monitors Office of Workers Compensation Program (OWCP) cost for the state, and develops programs and processes to help reduce OWCP costs by coordinating with employees, Department of Labor, medical professionals, and supervisors to return employees to work as soon as medically possible. Provides background information or answers congressional inquiries related to injured employees claims. Makes initial contact with all compensation recipients and subsequent contacts as necessary. Works with rehabilitation counselors and field nurses on return to duty under the Nurse Intervention Program. Utilizes the Injury Compensation/ Unemployment Compensation (IC/UC) computer system to make inquiries and monitor claim status. Analyzes claims to determine appropriateness of payment. Responsible for processing and maintaining the various IC claims forms and providing additional information as required in the completion/ submission of such forms. May initiate appeals of unwarranted claims and attends the IC appeals hearings. Maintains automated data system and produces required reports. Prepares program publicity and local instructions implementing specific portions of the Worker's Compensation program. Develops, modifies, and conducts FECA and Worker's Compensation training to supervisors, managers, and conducts briefing for technicians.

DUTIES CONTINUED UNDER EDUCATION

--Serves as advisor to commanders on assigned unit human resources (HR) programs. Interprets policy and provides procedural guidance to commanders, supervisors, and staff members. Provides guidance and assistance on unit program(s) for which responsible. Provides training to supervisors on all military human resources issues. Analyzes data and subsequent determinations regarding any number of human resources matters that may involve or affect AGRs, drill status guardsmen, and/or family members. Advises supervisors or managers within unit when actions may affect productivity or mission. Conducts staff visits and trains personnel (AGRs), traditional drill status guardsmen, supervisors, managers, etc.) within the unit in all programs for which responsible. Conducts periodic briefings for staff, commanders, and administrative personnel to promote a full understanding of all aspects of the assigned program(s). Provides commanders, supervisors, and the MPF staff with a variety statistical data reports pertaining to military HR issues to assist in HR management decisions. Accomplishes/oversees the accomplishment of technical support work in each of the functional areas within this program area. Incumbent has responsibility/accountability for assigned program accomplishment personally and through subordinate full-time technicians and/or drill status guardsmen when assigned:

Career Enhancements:

--Plans, directs, controls and provides advisory services on all aspects of the Career Enhancement program for both Active Guard Reserve (AGR), unit drill status guardsmen, full time technicians and potential members. Develops internal policies and procedures governing administration of the following programs: Officer Performance Report/Enlisted Performance Report (OPR/EPR), and officer, enlisted promotions and enlisted demotions. Monitors monthly reports on performance raters and changes of raters to maintain an accurate record. Provides administrative control, management, development and advisory service for military awards and decorations. Reviews Line of Duty (LOD) determinations for administrative accuracy, tracks progress and initiates incapacitation pay requests (if applicable). Manages and provides guidance and technical expertise of various special programs to include Deserving Airman Promotion Program, Reserve Officers Personnel Management Program, Exceptional Promotion Program, and Extensions/Reenlistment Program. Administers the test program, which includes the Air Force Officer Qualifying Test (AFOQT), Defense Language Aptitude Battery Test (DLAB), Defense Language Proficiency Test (DLPT), and Air Force Classification Test (AFCT). Monitors the Weight and Body Fat Management Program to ensure compliance with regulatory and legal requirements and conducts staff assistant visits.

Customer Service:

--Plans, directs, and controls all aspects of the Customer Service Program. Manages the Air Force Personnel Records System. Develops procedures and establishes policy for building, updating, auditing, and accountability of and disposition of automated and manual records. Monitors the maintenance and security of the Unit Personnel Record Group (UPRG) ensuring content meets regulatory requirements and are safeguarded. Manages the Point Credit Accounting and Reporting System (PCARS) program. Is the focal point within the MPF for various entitlement programs (i.e., TRICARE medical/dental, Survivors Benefit Plan, Thrift Savings Plan (TSP), Family Care Program, etc). Provides assistance and information on active duty benefits for AGR members. Monitors and provides technical guidance to workers performing counseling regarding the Servicemen Group Life Insurance (SGLI) benefits. Responsible for oversight, verification, authorization of identification (ID) cards for all branch service members, retired members, and enrollment of eligible family members in Defense Enrollment Eligibility Reporting System (DEERS). Administers the Casualty Service Program and serves as technical advisor, and as the Casualty Assistance Representative (CAR). Provides casualty assistance (at locations without established Casualty Service work centers) according to governing directives. Serves as focal point for entire organization concerning Privacy Act matters, military dress and appearance policy and procedures. Maintains and ensures Records of Emergency Data forms are accomplished.

DUTIES CONTINUED UNDER EDUCATION