Total 62 human resources job vacancies in Fort Carson, Colorado

• 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.

• Is the sole AF functional expert responsible for creating service histories in the Point Credit Accounting and Reporting System (PCARS) for new members of the Air National Guard and Air Force Reserve, which establishes the definitive service date for which all critical career lifecycle eligibility such as accessions, promotions, training, and retirement are based
• Responsible for analyzing, researching, compiling, creating and updating participation records in PCARS for Air National Guard and Air Force Reserve members
• Responds to Air Force, DoD, Congressional and other high level inquiries

• 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.

• 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.

• 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.

Duties and Responsibilities:

• Assists in providing recruitment and placement service to NAF activities by procedurally processing a full range of personnel actions such as appointments, position and pay changes, transfers, and separations.
• Utilizes automated recruitment tool. Builds and edits user accounts.
• Generates vacancies for job announcements.
• Enters applicable position and organizational data for vacancy.
• Creates job opportunity announcements.
• Verifies applicant eligibilities in accordance with applicable laws, policies, and procedures.
• Produces applicant lists for selecting official.
• Performs onboarding tasks.
• Initiates and monitors local installation records checks.
• Monitors status of background investigations.
• Conducts in-processing briefing. Assists in the completion of employment documents.
• Enters classified position descriptions into automated library.
• Verifies signatures on position descriptions.
• Uploads supporting documents (i.e., evaluation statement; org chart; position designation tool (PDT) result, etc.) into the position description casefile/record.
• Locates position descriptions in the library.
• Routes non-routine classification requests to appropriate point of contact.
• Enters personnel data into an automated personnel data system.
• Completes applicant and position builds using data provided.
• Verifies documentation for personnel action.
• Codes personnel actions in accordance with applicable policies and procedures.
• Processes a variety of personnel requests and actions. Generates personnel reports. Identifies and corrects discrepancies in personnel data.
• Provides an overview of employee benefits and personnel matters including, but not limited to, insurance, retirement, 401(k), unemployment compensation, workers' compensation, and awards.
• Submits benefit action requests for processing.
• Performs front desk responsibilities.
• Provides customer service assistance to customers.
• Makes copies, scans documents, uploads and files documents.
• Distributes copies of personnel actions.
• Provides general information regarding position vacancies, application procedures, etc.
• Operates a computer remote terminal and word processing equipment.
• Receives and checks documents for completion and accuracy in accordance with applicable laws and regulations.
• Contacts appropriate sources to secure missing data or documents.
• Prepares in-processing documents.
• Creates and maintains Official Personnel Folders, position control registers, office files, group insurance files, etc.
• May requisition forms and post changes to directives.
• Assists applicants with system errors when applying for vacancies.
• Elevates complex system issues to senior HR staff.
• Prepares and submits payroll transmittals.

• 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).

• 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.

• Serve as a Human Resources Specialist in an Army Reserve Battalion or equivalent size unit.
• Conduct analysis of records for appropriate documentation and adherence to Army and United States Army Reserve Command (USARC) requirements.
• Identify program deficiencies and make recommendations for resolution.
• Review and process military personnel records and actions through various automated systems.
• Monitor compliance with regulations, personnel readiness, and assists in review of unit status reports.
• Provide guidance to supported units on administrative aspects of military personnel management programs.
• Develop unit administrative actions, such as military correspondence, reports, military orders and personnel actions.
• Prepare briefings to provide management concerning the status of military personnel actions and program requirements and for use in the decision making process.

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).

• 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.