Total 92 Public Relations job vacancies in Human Resources category in Malaysia

In order to qualify for this position, resumes must provide sufficient experience and/or education, knowledge, skills, and ability to perform the duties of the position. Applicant resumes are the key means for evaluating skills, knowledge, and abilities as they relate to this position therefore, applicants are encouraged to be clear and specific when describing experience.

Employee Relations (includes but not limited to):

• Serves as SME and provides advice and assistance to, and collaborates with, CNIC NAF HQ and Region staff in the area of employee relations (e.g., performance, discipline).
• Provides guidance to managers and/or supervisors regarding handling of employee relations' issues (e.g., performance, discipline) and action(s) to be taken, and prepares required letters and/or documents.
• Researches and interprets policies on employee relations' issues (e.g., substance abuse, sexual harassment, changes in working conditions/schedules, leave requests/administration, job related stress).
• Serves as a representative, or technical advisor, before appropriate formal judicial proceedings (e.g., arbitration, administrative hearings). Participates in settlement negotiations.

Labor Relations (includes but not limited to):

• Serves as SME and provides advice and assistance to, and collaborates with, CNIC NAF HQ and Region staff on controversial and complex issues (e.g., Unfair Labor Practices, grievances, union collective bargaining agreement implementation, reorganizations, realignments, relocations, Business Based Actions, transfer(s) of function(s)).
• Serves as a member of the management team in conducting union collective bargaining agreement negotiations. Interprets and provides technical advice and guidance to CNIC NAF HQ and Region staff on union collective bargaining agreements and arbitration and precedent decisions of the Federal Labor Relations Authority. Participates in third-party proceedings as a representative, technical advisor, and/or witness for management.

General (includes but not limited to):

• Develops communication materials to explain CNIC NAF HR policies. Participates in regional communications sessions with CNIC NAF HR staff, managers, and/or employees to present information on subject area topics.
• Serves as CNIC NAF liaison working closely with CNIC APF HR staff on issues/actions affecting both APF and NAF employees.
• Develops and presents subject area specific training to both internal and external customers.
• Prepares and analyzes functional area specific reports.

Starting at $70,000 Per Year (NF 4)

The VA Midwest Health Care Network advocates for a Whole Health System of care in each of the Medical Centers. This is an approach to healthcare that empowers and equips people to take charge of their health and well-being and live their lives to the fullest. As an employee operating in a Whole Health System of care, you will operate in a model with three core elements, seeking to create a personalized health plan for each Veteran. This is done in the context of healing relationships and healing environments and a connection back to the Veteran's community. This aligns with the Veterans Health Administration (VHA) Mission Statement to Honor America's Veterans by providing exceptional health care that improves their health and well-being.

SLRP:
This occupational series is eligible for the Student Loan Repayment Program (SLRP). Participants must sign a service agreement and maintain an acceptable level of performance to remain eligible for this program.

Duties:
- The incumbent provides a wide range of general office support for the Strategic Business Office and Worklife Benefits Shared Service Unit including answering calls, welcoming visitors, responding to questions, complaints, problems or situations, and providing explanations of HR policy in WLB. The incumbent identifies relevant facts and issues, analyzes individual circumstances, interprets data to determine facts surrounding required actions, determines relevant guidance and procedures, prepares reports and recommends appropriate actions commensurate with assignment. The incumbent conducts regulatory research to provide a thorough response. Assists HR Specialists on special projects by gathering and organizing data, identifying issues and discrepancies, formatting material, and recommending improvements and solutions. Develops presentations, reports and analyses, as needed.
- Answers questions and/or provides completed forms concerning personnel actions and processing. Provides advice on using TSP and My-Pay websites. Audits e-OPFs in accordance with regulation, to ensure the contents of the e-OPFs are valid.
- The incumbent maintains and updates a variety of computerized databases, maintains statistical data necessary to comply with the reporting requirements of the Network/VACO, records and gathers data and prepares reports.
- Provides support to current staff and prospective staff responsible for starting, stopping or changing employee benefits upon request. Incumbent supports the work-life programs within HR including; Compressed Work Schedules, Telework program, Disabled Veteran Leave, Child Care Subsidy and Transit Benefits. Responsible for reviewing and routing all requests for work/life benefits submitted to HR; serves as a point of contact for medical centers and other facilities and provides information regarding the work/life programs.
-Attends health benefit carrier enrollment fairs to assist with open season.

Promotion Potential: The selectee may be promoted to the full performance level, GS-07, without further competition when all regulatory, qualification, and performance requirements are met. Selection at a lower grade level does not guarantee promotion to the full performance level.

VA offers a comprehensive total rewards package: HR Assistant Total Rewards
Work Schedule: Monday-Friday, 7:30am-4:00pm
Compressed/Flexible: At supervisor's discretion.
Telework: ADHOC-May be authorized (Employees who Telework on an occasional, episodic, or short-term, and have completed required telework training and telework agreement). This is not a virtual position.
Virtual: This is not a virtual position.
Position Description/PD#: Human Resources Assistant (Employee Relations/Employee Benefits)/PD99936S
Relocation/Recruitment Incentives: Not authorized.
Critical Skills Incentive (CSI): This occupation is currently approved for a Veterans Health Administration enterprise-wide Critical Skills Incentive through 10/7/2023. Candidates may be eligible for a lump sum CSI for a pro-rated amount if onboard prior to the CSI expiration date. Eligible candidates will be required to sign a service agreement agreeing to an obligated service period and failure to complete the obligated service period may result in a debt for the unearned portion of the CSI.
Permanent Change of Station (PCS): Not authorized
Financial Disclosure Report: Not required

Starting at $37,900 Per Year (GS 5-7)

Primary duties of the HR Specialist (ER/LR) GS-12 position include the following:

• Serves as point of contact and expert technical advisor to the Regional Office and park management throughout the Intermountain Region in Employee and Labor Relations.
• Provides technical advice, receives, reviews, and writes various documents on a variety of topics related to employee and labor relations.
• Develops and presents employee and labor relations training and orientation to supervisors and managers as requested.

Starting at $82,830 Per Year (GS 12)

• Provides staff level consultation services to all levels within the Joint Program Executive Office for Chemical, Biological, Radiological, and Nuclear Defense (JPEO-CBRND) on specific and command wide employee relations functions and programs.
• Advise management on performance plans and performance management systems.
• Interprets command policies and provides advice on other personnel issues such as reduction in force, substance abuse, sexual harassment, hours of work, changes in working conditions, leave requests, etc.
• Plans, organizes, and directs People Operations efforts to persuade management officials to accept and implement recommendations involving substantial resources or extensive changes to existing procedures.
• Serves as a Senior Staff Action Officer on special projects and complex studies to develop and evaluate proposals and initiatives to improve the effectiveness and efficiency of Command HRM performance.
• Provides support to and liaison with EEO officials on civilian personnel aspects of EEO program planning, execution, and evaluation.

Starting at $82,830 Per Year (NH 3)

Serves as liaison between the labor union and managers Bureau-wide.

Assists with the interpretation of federal employment statutes, implementing regulations, and applicable labor contract provisions.

Provides technical advice for third-party arbitration hearings of a routine nature.

Assists managers in conducting pertinent inquiries on grievances, appeals, and proposed adverse actions and provides advice on personnel policy, administrative regulations, and employee rights and services.

Starting at $69,107 Per Year (GS 11-12)

Major duties include:

• Analyzing of human resources services: automated HR systems; workload and FTEE dispersion and resource management;
• Serving as the administration's primary advisor for Employee and Labor Relations, Performance Management and Personnel Security consultative services for the VHA Central Office nationwide community;
• Planning and assigning work to be accomplished by the HROO Employee and Labor Relations Staff;
• Issuing discipline actions;
• Completing managerial, operational, program and resource responsibility for the Employee and Labor Relations Unit;
• Utilizing extensive knowledge and experience of organizational redesign, realignment, and restructure to address the organization in improvement, growth, and necessary systematic changes.

Work Schedule: Monday-Friday, 8:00 a.m.-4:30 p.m.
Compressed/Flexible: Available
Virtual: This is not a virtual position
Position Description/PD#: Supervisory Human Resources Specialist - Employee/Labor Relations Director/PD350650
Relocation/Recruitment Incentives: Not Authorized
Permanent Change of Station (PCS): Not Authorized
Financial Disclosure Report: Not required
Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.

Starting at $136,908 Per Year (GS 15)

As a Human Resources Specialist (Labor and Employee Relations), some of your typical work assignments may include:

• Providing technical guidance, formal training, and assistance on performance management, labor and employee relations issues.
• Resolving disputes through mediation and other forms of alternative dispute resolution.
• Serving as an agency advocate in internal disputes, union negotiations and disputes before the FLRA, MSPB and arbitrators.
• Researching and analyzing data pertaining to human resources and recommends action plans and program goals in all areas of employee relations.

Starting at $112,015 Per Year (GS 13)

The Associate Chief Counsel (Finance & Management) supports the administrative, financial, and managerial programs of the Office of Chief Counsel and Deputy Chief Counsel on all management matters for the organization nationwide. The Labor and Employee Relations Division (LER) provides guidance and representation to management in all labor relations matters with the National Treasury Employees Union (NTEU), as well as all employee relations matters. This means that LER handles all union contract interpretation issues, and all employee discipline and conduct issues.

As a Human Resources Specialist (Employee/Labor Relations), you will:

• Provide technical interpretation and advice to managers on the collective bargaining agreement (CBA) between the Office and the Union. This work involves understanding the background issues relating to the Civil Service Reform Act of 1978 (including representation issues and unfair labor practices);
• Investigate employee and union grievances and complaints and makes recommendations to managers for resolution. The work also involves understanding how the background work in the grievance process comes into play if a grievance is appealed to arbitration;
• Investigate allegations of misconduct and assists management in determining what level of discipline is appropriate and makes appropriate recommendations. Assists and guides managers in delivering the discipline to employees;
• Advise managers about all performance-related matters, including compliance with union contract rules on appraisals; and
• Prepare drafts of misconduct-related discipline letters ranging from cautionary emails up to suspensions or removals.

This is not an all-inclusive list. If selected at a lower grade level, you will have the opportunity to learn to perform the duties of the position, and will receive training to help you grow in the position.

Starting at $88,860 Per Year (GS 12-13)

• Provide expert guidance and consultative services on all federal labor relations programs and services including grievances, contract interpretation, negotiations, and unfair labor practices.
• Interpret routine and complex legislation, regulations and policy guidance and ensure consistency in application in the Agency's Labor Relations Program.
• Negotiate new policies, collective bargaining agreements and settlements with union representatives on Agency- wide/Headquarters labor relations policy issues of a routine and extremely sensitive and controversial nature.
• Serve as an OHRS technical representative during arbitrations, Federal Labor Relations Authority (FLRA) hearings and other third party proceedings (i.e. FSIP).
• Conduct research of laws, case decisions and other pertinent resources to prepare correspondence, briefs, statements of position and other documents in support of the Agency's position in such litigative proceedings.
• Develop policy frameworks, metrics, programs, and activities related to the present and future labor relations and key performance requirements.
• Collaborate with HR professionals; represent SBA at conferences with other government agencies, external meetings, etc. Develop, deliver training, lead and/or participate on work groups and seminars in labor relations and other relevant areas of HR as they relate to labor relations and the collective bargaining agreement.

Starting at $132,368 Per Year (GS 14)

• Plans and develops required civilian personnel management programs related to and employee and labor relations.
• Provides expert advice and assistance to management officials in complex areas of bargaining unit determinations, bargaining impasses, mediation, arbitration, contract administration, and a variety of employee relations issues.
• Functions as a liaison for the Leave Transfer Program, advanced and sick leave, Family Medical Leave Act, and the Family Friendly Leave Act.
• Provides advisory services to managers, supervisors, and employees on immediate problems, which involve serious and sensitive issues related to employee/supervisory relationships, rights and obligations, and performance management.
• Coordinates with the EEO and legal officials to determine appropriate options for proper resolution of conflicts or problems.

Starting at $112,015 Per Year (GS 13)

Rentokil Initial, a leader in the environmental services industry, is seeking a Human Relations Business Partner to be based in Chennai. This role will focus on providing support to managers and employees across India, ensuring HR policies and processes are consistently implemented. As the successful candidate, you will become an essential part of a team dedicated to providing exceptional customer service and promoting a safe working environment.

Rentokil Initial provides services that protect people and enhance lives on a global scale. With over 1800 local service teams covering 91% of global GDP in over 90 of the world’s 100 largest cities, we are dedicated to delivering the highest quality pest control, washroom solutions, specialist hygiene, medical waste disposal, property care, and interior/exterior landscaping services. Our main goal is to offer outstanding and consistent customer service while promoting the health and safety of both our employees and customers.

Responsibilities

• Act as the key point of contact between managers and employees, providing guidance and support on HR policies and processes.
• Ensure consistent implementation of HR policies and procedures across India.
• Advise and support managers on employee relations matters, including disciplinary, grievance, and absence management.
• Participate in the development and implementation of HR initiatives to improve employee engagement.
• Work collaboratively with HR colleagues across the business to ensure the effective delivery of HR services.
• Maintain accurate and up-to-date HR records, ensuring compliance with data protection legislation.
• Adhere to all Rentokil Initial policies, procedures, and legal obligations with a specific focus on health and safety.

• Bachelor's degree in Human Resources or related field.
• Proven experience in a similar HR Business Partner role.
• Strong knowledge of Indian employment law and legislation.
• Excellent communication, interpersonal, and problem-solving skills.
• Ability to influence and build strong relationships.
• A sound understanding of HR practices and procedures.
• Demonstrable experience of working effectively within a fast-paced, dynamic environment.
• Ability to travel to other locations within India when required.

• Attractive Base Salary
• Annual Performance Based Bonus
• Group Mediclaim Insurance Policy
• Travel Reimbursement
• Equal Opportunities

Rentokil Initial believes in supporting all employees to provide equal opportunities and avoid discrimination. We also place emphasis on workplace diversity which means that we are serious about creating an inclusive environment that accepts each individual's differences, embraces their strengths and provides opportunities for all colleagues to achieve their full potential

The HR Manager in Employee & Labor Relations is pivotal in maintaining a harmonious and productive workplace in Jakarta, Indonesia. This role emphasizes understanding and navigating the complexities of Indonesian labor laws and ensuring that the company's practices are in compliance. The specialist will also manage relationships with employees, unions (if applicable), and government labor agencies, ensuring that employee rights are upheld and organizational goals are met.

Key Responsibilities:

• Labor Law Compliance:
  • Stay updated with Indonesian labor laws and regulations.
  • Advise HR and management on labor law requirements to ensure all company practices and policies are compliant.
  • Collaborate with legal counsel on labor-related matters.
• Dispute Resolution:
  • Manage and resolve complex employee relations issues, including investigations and disciplinary matters.
  • Act as a mediator in employee disputes and grievances, ensuring fair and consistent enforcement of policies and procedures.
• Union Relations (if applicable):
  • Serve as the primary point of contact for union representatives.
  • Lead or participate in negotiations for collective bargaining agreements.
  • Address union-related concerns and ensure the company abides by union contracts.
• Training and Development:
  • Design and deliver training sessions for managers and employees on employee relations best practices, Indonesian labor law updates, and other relevant topics.
• Policy Development and Implementation:
  • Collaborate with HR leadership in the development and revision of HR policies and procedures.
  • Ensure all policies and procedures align with local labor laws and promote a positive work environment.
• Data Analysis and Reporting:
  • Monitor and report on key metrics related to employee relations, such as grievance frequencies, dispute resolutions, and labor law compliance issues.
  • Use data to provide insights and recommendations for improving employee relations strategies.
• Stakeholder Engagement:
  • Foster strong relationships with government labor agencies, legal counsel, and other external partners.
  • Work closely with HR teams and company management to drive employee engagement and satisfaction.

• Bachelor’s degree in Human Resources, Law, Business Administration, or related field.

• Minimum of 4-6 years of experience in an employee and labor relations role, with a specific understanding of the Jakarta or broader Indonesian market.
• In-depth knowledge of Indonesian labor laws and regulations.
• Experience in union negotiation and understanding of collective bargaining processes, if applicable.
• Strong conflict resolution and mediation skills.
• Excellent communication and interpersonal abilities.
• Proficiency in HRIS systems and Microsoft Office Suite.

Responsible for supporting the Human Resources department in all aspects of Employee Relations such as employee engagement / communications / activities / benefits, etc.

Summary of Responsibilities

• Drives employee relations to increase efficiency and to boost morale
• Responsible for employee engagement and activities
• Take charge and enhance employees' areas such staff cafeteria, lockers, facilities, etc.
• Ensure HR practices are in compliance with local laws and regulations
• Administers HR policies and procedures within the Hotel
• Perform other tasks and duties as assigned by the Senior Human Resources Manager

Requirements

• Diploma/Degree in Business Management, Human Resources Management or related disciplines
• Minimum 1 year experience in similar capacity
• Preferably with experience working as a HRBP in hotel or tourism industry
• Oral and written fluency in English
• Great communication and interpersonal skills
• Proficient in Microsoft Office applications
• Outgoing and people-oriented
• Displays initiative and willing to learn
• Commitment to professional values

WHAT IS THE HUMAN CAPITAL OFFICE (HCO)DIVISION?
A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions

Vacancies will be filled in the following specialty areas:

• One (1) vacancy will be filled in the Field Operation Office
• One (1) vacancy will be filled in the Office of LERN Strategy

The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position.

As a Senior Manager you will:

• Exercise delegated managerial authority to oversee the overall planning, directing and timely execution of a program, several program segments (each of which is managed through separate subordinate organizational units), or comparable staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational unit or lower organizational levels.
• Approve multi year and longer range work plans developed by the supervisors or managers of subordinate organizational units and subsequently manage the overall work to enhance achievement of the goals and objectives.
• Oversee the revision of long range plans, goals and objectives for the work directed.
• Manage the development of policy changes in response to changes in levels of appropriations or other legislated changes.
• Manage organizational changes throughout the organization directed or major change to the structure and content of the program or program segments directed.
• Exercise discretionary authority to approve the allocation and distribution of funds in the organizations budget.

Starting at $116,393 Per Year (IR 1)

NOTE: This position is being announced concurrently with announcement IHS-23-NJ-12124769-DE, please review vacancy announcement for eligibility requirements. Applicants must apply separately for each announcement in order to be considered for each grade level.

• Reviews actions of performance and/or conduct actions submitted by supervisors and provides guidance on complex and/or sensitive issues.
• Reviews routine to complex, multi-issue, and multi-party complaints or grievances.
• Provides advice on the preparation of disciplinary and adverse action, and administrative grievance, and evidentiary documents required to execute the actions while complying the Collective Bargaining Agreement (CBA) and regional policies and regulations.
• Reviews Performance Management Appraisal Management (PMAP) or other performance and conduct related action on complex and/ or sensitive issues that can be address at the lowest level.
• Review actions of Union grievance submitted by supervisors and provide guidance on complex and/or sensitive issues on Union grievance response by complying with the Collective Bargaining Agreement (CBA) formal grievances process.
• Assists in reviews and analyzes the effects of proposed and actual changes to employee relations policies and guidelines that impacts a significant organizational segment of an organization, such as a Regional Office, Service unit, or major field unit.
• Analyzes the effects of changes in laws and regulations and develops, reviews, and analyzes new or proposed labor relations policies, procedures, and guidelines that impact a significant organizational segment of an organization.
• Provides client managers, supervisors, and employees with information and interpretations of the Regional Human Resources Office's employee conduct and performance management, procedures, practices, policies, and guidelines.
• Provides quarterly managers and supervisors trainings on the new and updated Regional Human Resources rules, regulations, policies, and Collective Bargaining Agreement (CBA).
• Serves as a technical advisor in cases with potential impact on a labor relations program area in a major organizational segment, such as a service unit or regional office.
• Prepares the final employee and labor case files for potential appeal cases of the Merit System Protection Board (MSPB), Office of Special Counsel (OSC), Unfair Labor Practice (ULP) or Arbitration and identify training needs for supervisor after reviewing the final case file.
• Reviews complex leave package with the applicable medical certification. Provides approval letter for Family Medical Leave Act (FMLA) and Paid Parental Leave.

Starting at $83,634 Per Year (GS 12)