Total 71 human resources job vacancies in Fort Bliss, Texas

• 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 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.

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.

• Monitor authorizations, distribution, strengths, professional development and assignments worldwide.
• Review weekly requirements of valid open unfilled requisitions and ensures proper distribution in accordance with the division/directorate goals and monitoring program.
• Manage personnel management systems such as TOPMIS, SMS, ATRRS, iPERMs or other related Human Resources programs.
• Ensure that all procedural and administrative tasks are performed for the timely and correct completion of actions, individually or by other staff members.
• Prepare statistical data to form management level briefings which details policies and procedures that assist in making assignment decisions and future changes to distribution and readiness.

• 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).

• Serve as a Human Resources Specialist (Military) in an Army Reserve Brigade or equivalent sized unit.
• Provide guidance and on military personnel management to subordinate elements within the organization.
• Coordinate and execute the unit’s military personnel management activities.
• Provide training and briefings on current and proposed policies for staff within the headquarters and subordinate elements.
• Establish criteria to monitor and evaluate program efficiency and effectiveness ensuring compliance with regulatory guidance.
• Develop innovative variations of existing approaches and methods to resolve complex situations.

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.

• 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.

• Coordinate with human resource agencies to resolve complex personnel issues.
• Initiate personnel actions such as recruitments, performance evaluations, and adverse actions for the organization.
• Retrieve data from automated personnel systems including IPPS-A to answer questions.
• Interview personnel to obtain additional information to complete records.

• Provide authoritative interpretation and instructions on laws, regulations, policies, and procedures.
• Determine deficiencies to recommend improvement of personnel practices.
• Develop plans to achieve consistency, innovation, and standardization through the assigned healthcare network.
• Prepare reports for leadership to explain operational analyses.
• Assist in developing policies for implementation in the healthcare network.
• Analyze new, proposed, or recent legislation(s) that affect the organization.
• Execute non-routine pay determinations, such as initiating Physicial and Dentist Pay determinations or advising on unique pay plans or payroll policies.

Position is located in the Human Resources Office of a Bureau of Prisons (BOP) federal correctional facility.

Responsible for assisting in administering and implementing human resource programs at the facility.

Contributes to the staffing functions by developing recruitment sources and methods, participating in recruitment activities, advising prospective applicants, scheduling and conducting interviews, requesting certificates of eligible candidates, and preparing requests for security clearances.

Provides assistance in administering employee relations matters, including administration of the incentive awards program, performance evaluation program, and leave administration program.

Assists in administering the employee-management relations program to ensure stable and cooperative relations between management and line staff.

Provides advisory services to a wide range of employees.

Provides advice to timekeepers, employees, managers, and supervisors on leave regulations.

Along with all other correctional institution employees, incumbent is charged with responsibility for maintaining security of the institution. The staff correctional responsibilities precede all others required by this position and are performed on a regular and recurring basis.

• Ensures compliance with technical and non-technical regulations.
• Brief management and provide recommendation based on analysis of data trends.
• Perform review of personnel documents prior to processing military actions.
• Provide guidance on military personnel management programs.
• Conduct staff visits to ensure compliance with administrative procedures.
• Provide correspondence to non-technical administrative matters.
• Assist in the development and implementation of internal regulations.

• Verify personnel information through various military personnel data systems.
• Edit correspondence for clarity, grammatical, and inaccurate information prior to submission to leadership for review.
• Construct, review and assemble accurate and timely packages for the Chief of Staff of the Army (CSA) and Secretary of the Army (SA).
• Update Defense Casualty Information Processing System (DCIPS) utilizing the document tracking tool.

• Some duties are at the full performance level and closer than normal supervision is required at the lower grades, IF needed.
• Retrieve data from various information sources, both manual and electronic, for use in answering questions,
• Review incoming regulations and directives relating to administration and military programs, functions, and procedures
• Process personnel actions such as in/out processing, updating/correcting personnel records, military correspondence, maintenance of files, records disposition, preparation of military awards, and retirement applications and benefits.
• Ensure that the force maintain deployment readiness by preparing correspondence, letters, statistical reports, orders.
• Review monthly promotion rosters to provide promotion certificates to those who qualify.
• Maintain liaison with Department of the Army Human Resources Command and all Fort Leonard Wood organizations with military personnel, to include tenants.

• Serve as System Analyst/Manager with responsibility for operation, maintenance and management of the automated system for QMP, retirements and separations.
• Provide advice and guidance to administrative and military personnel office staff on the operation and capabilities available through the system(s).
• Initiate and document policies and procedures for use, updates and maintains new applications and programs following established guidelines and regulations for adoption of policies and procedures.
• Provide guidance, interpretations, training and/or briefings on current and proposed policies for assigned military personnel action programs to a wide variety of individuals, managers, and key officials.
• Provide Army Staff and ACOMS/ASCC with enlisted personnel backlog assessment, analysis, and guidance through the monthly Strategic Readiness Update (SRU).