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

The incumbent assists the Director of Human Resources in performing the day-to-day responsibilities associated with human resources operations. Duties of the position include, but are not limited to:

1. Utilizes an onboarding and/or automated web-based application systems (e.g. CareerBuilder, Workforce Transformation Tracking System/Entry on Duty System (WTTS), Federal Personnel and Payroll System (FPPS), Oracle Business Enterprise Edition (OBIEE), etc.) to post vacancy announcements, perform qualifications review, rank applicants, develop selection criteria, process personnel actions, assure appropriate documents and forms are completed prior to entrance on duty and to produce and maintain other HR data, records, and reports.
2. Assists managers and employees with information and interpretation of PDS's benefits administration, compensation, wage administration, staffing, verification of employment, position management procedures, practices, policies and guidelines.
3. Serves as an organization resource on issues involving the PDS pay system. Consults with managers and supervisors on a wide range of compensation issues including current and previous pay setting practices. Interprets and applies pay rules and regulations. Resolves or recommends resolution to pay setting discrepancies.
4. Counsels management officials, employees, and beneficiaries on federal program coverage, options, variance in coverage, advantages and disadvantages of various options. Interprets and explains federal retirement and insurance laws and regulations.
5. Provides individual retirement counseling and performs calculations. Provides information on federal retirement options, eligibility requirements, health and life insurance implications, the impact of prior government or military service, divorce and remarriage, the role of Social Security, and the implications of retirement savings plans.
6. As necessary, assists supervisors and employees from assigned organizations with the provisions of the workers' compensation program.
7. Counsels management officials, and employees on payroll matters to include, but not limited to resolution of timekeeping discrepancies involving the corrections of timesheets, providing general and specific guidance for timekeeping and the usage of the QuickTime payroll system.
8. Performing leave audits for staff to be used for maternity leave usage projections, leave without pay and leave of absences and to resolve related QuickTime Time and Attendance and/or Payroll Issues.
9. Identifies and tracks anticipated personnel actions, such as promotions, within-grade increases, actions with not-to-exceed dates, etc. Prompts required supervisory approvals and requests or initiates personnel actions to ensure timely processing for appropriate effective dates.
10. Requests or initiates personnel actions documenting appointments of new employees in assigned organizations and ensures each is properly recorded.
11. Receives and researches questions from supervisors and employees concerning aspects of human resources programs and processes.
12. Reconciles employee records based on periodic reviews or findings from external audits. Reviews actions affecting employee status, particularly pay, to identify discrepancies. Highlights errors found and recommends or initiates corrective action.
13. Utilizes and assists in the administration of the organization's electronic Official Personnel Folder (e-OPF) System.
14. Recommends input for PDS human resources policies and operating procedures. Conducts research. Drafts human resources polices and operating procedures at the direction of the Director of Human Resources.
15. Assists the Director of Human Resources in handling employee relations cases. Provides management and supervisor consultation and operational guidance on issues related to employee relations.
16. Assists with administering the PDS position classification program. Works with and advises management officials on establishing new positions and on revising existing positions. As necessary, conducts desk audits. Evaluates positions against established standards and guides to determine the appropriate classification for each position reviewed. Provides information, advice, and assistance to managers and supervisors on all aspects of the position classification system.
17. Acts as a strategic partner to apply analytical, qualitative, or quantitative techniques in order to recommend creative, innovative and integrated solutions to resolve complex human capital matters. Conducts data analysis and reporting requirements.
18. Performs comprehensive data analysis to include, but not limited to workforce planning, leave projections, and trend analysis.
19. Other duties as assigned.

Evaluation Factors:
You will be evaluated on the following Competencies for this position:

• Analytical Thinking.
• Customer Service.
• Talent Acquisition.
• HR Information Systems - FPPS, WTTS, QuickTime System, and eOPF.
• Communications - Written and Oral.

Starting at $94,199 Per Year (PD 12-13)

Major Duties Include but are not limited to:

• Performs a variety of duties in connection with the processing of personnel actions for employees under different personnel systems, including Title 5, Title 38, and Hybrid Title 38 employees in the excepted and competitive service, maintaining electronic official personnel folders (e-OPF) and generating and maintaining records and reports.
• Initiates all personnel action requests related to benefits, leave, and records (such as name changes, education changes, FEHB enrollment, FEGLI changes, Military Status, SCD changes, changes in veteran's preference, leave journalizing, and TSP changes).
• Responsible for using the DFAS Remedy system to initiate corrections relating to theduties of the section. Follows up with the Technical Reviewer or HR Specialist on requests for corrections and/or DFAS remedy.
• Provides support to current staff and prospective staff responsible for starting, stopping orchanging employee benefits upon request.
• Assists HR Specialists on special projects by gathering and organizing data, identifying issues and discrepancies, formatting material, and recommending improvements and solutions.
• Prepares correspondence, reports, forms, and other documents required to complete actions. Assists the Specialist with the preparation of Reasonable Accommodation offers and Equal Employment Opportunity document requests and hearing files. Incumbent may perform the same tasks for Administrative Investigative Boards, fact-findings, etc.
• Maintains and presents up-to-date benefits information for including FEHB, FEGLI, TSP, Leave Programs and retirement.
• Screens questions or complaints to accurately determine the nature or scope of the problem, resolving issues that can be satisfied by an explanation of HR policies. Guides supervisors to the appropriate HR Specialist for advice regarding compliance with bargaining unit agreements and VA Handbooks.
• Performs other duties as assigned.

Promotion Potential: The selectee may be promoted to the full performance level 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.

Work Schedule: Monday-Friday 8:00 a.m. - 4:30 p.m.
Telework: VA supports the use of telework as a way to help attract and retain talented individuals in public service, increase worker productivity, and better prepare the agency to operate during emergencies. This position may be authorized for telework. Telework eligibility 3+ days per pay period.
Virtual: This is not a virtual position.
Position Description/PD#: Human Resources Assistant (Employee Relations/Employee Benefits)/PD99936S
Relocation/Recruitment Incentives: Not Authorized
Permanent Change of Station (PCS): Not Authorized
PCS Appraised Value Offer (AVO): Not Authorized
Financial Disclosure Report: Not required

Starting at $42,541 Per Year (GS 6-7)

As a HR Specialist (Employee Relations) you will:

• Serve as Human Resources advisor and recognized authority on a variety of Human Resources issues pertaining to client Leave Transfer Programs, Awards Program, Worklife programs, and performance management.
• Provide advisory services to employees and managers on the Voluntary Leave Transfer Program (VLTP)
• Work with payroll representatives to resolve leave and pay issues related to VLTP
• Work with supervisors, potential leave recipients, leave donors, timekeepers, and other VLTP coordinators within and outside the Agency to ensure adherence to Federal laws, rules and regulation regarding VLTP
• Close employees out of the VLTP when the medical emergency terminates and processes actions to return unused leave to donors in pro-rated amounts
• Advise management on performance plans and provide technical information on performance management systems
• Provide advisory services to employees and managers on worklife programs. Programs include but are not limited to: teleworking, the lactation program, childcare, eldercare, transit subsidy
• Work with wellness programs contractors and program coordinators to ensure that the workforce is kept abreast of available benefits and programs
• Contribute to the awards and recognition programs by providing guidance, oversight, and/or administrative support

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

• Advises and counsel employees and management on the policies, practices, and procedures governing employee benefits to include, health and life insurance, retirement, work/life program, and various other human resources functions and practices.
• Serves as a Human Resources advisor and technical expert on a variety of Human Resources issues pertaining to employee benefits and entitlements.
• Advises and guides Counsels or individual employees within a large, or diverse organization or a significant organizational segment of the agency, on sensitive or serious problems related to health or life insurance coverage.

Starting at $94,199 Per Year (GS 12)

• Prepares adverse and performance-based action proposal notices and final decision letters ensuring that all actions are procedurally correct and in compliance with rules, regulations, policy and case law.
• Provides technical support to the Office of Legal Counsel in defending practices that resulted in the charges.
• Prepares responses to the most difficult or complex correspondence relating to all aspects of complaints or interpretation of EEOC's labor agreement or employee relations (performance and conduct) issues.
• Consults with the recognized employee organization on the impact and implementation of proposed changes in terms and conditions of employment.
• Responsible for oversight and subject matter expert (SME) for the Leave Administration policy, Flexible Work Schedule and Maxi-flex and Tele-work policy.
• Serves as management representative in contract negotiations, and Unfair Labor Practice claims.

Starting at $99,908 Per Year (GS 14)

At the full performance level (GS-13) the major duties of this position include, but are not limited to the following:

1. Participate in the development/or develop, and presents to management, employees, and Human Resource specialists, various training courses pertaining to performance management, employee relations, labor relations, and labor management agreements to disseminate and clarify rules, regulations, policies, intent, and best practices.
2. Advise on and/or prepares the correspondence/documents to employees, as necessary, such as leave restriction letters, management's responses to grievances, and notices concerning reprimands, suspensions, and removals.
3. Research applicable Department, office policies, OPM regulations, MSPB cases, FLRA decisions, and other relevant case law, in order to provide technically sound advice and guidance to management including the consultation with and coordination of cases with the Office of the Solicitor and the Office of Equal Opportunity as needed.
4. Maintain official case files for review processes to include: grievances, unemployment appeals, and serves as the technical advisor when required. Prepare necessary materials for third party proceedings (e.g., outside investigations, MSPB appeals, EEO complaints,) and serves as the technical advisor when required.
5. Advise supervisors on performance related problems, methods to improve performance, performance improvement plans and required documentation, and procedures and requirements for performance-based removals, reassignments, changes to lower grade, denials of within-grade increases, and performance-based appeals.

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

The Labor Relations (External Services Officer) is responsible for the effective management and implementation of subcontracting to ensure the compliance of subcontractors in accordance with the Government Regulatory and Company’s business requirement.

1. Guide the department in planning the work to be subcontracted that is aligned with the goals of the projects as well as identification of qualified subcontractors. 
2. Recommend improvements, implements and monitors subcontracting process and procedures. 
3. Recommend, proposes improvement on subcontracting procedure in the system. 
4. Support in the execution of  subcontracting signed agreements.  Ensures all the requirements are submitted and complied. 
5. Consolidates and ensures subcontractor’s concern and/or incidents not limited to operational issues are resolved swiftly and recommend resolution. 
6. Facilitates approval of additional subcon plantilla, consolidates and updates on the plantilla registry. 
7. Ensures that subcontractors are informed and updated on the requirements of concerned departments. 
8. Ensures and monitors compliance of the service provider to applicable wage orders. 9. Ensures accurate and timely reporting of HC and Subcontractors business Compliance 
9. Conducts and ensures requirements on performance evaluation to all contractors are being taken religiously 
10. Conducts regular meetings with subcontractors to keep track of performance. 12. Prepares budget for any related subcon expenses. 
11. Understands legal requirements at execution level related to management of Subcontractor, reducing legal risks and ensuring regulatory compliance. 
12. Coordinates with HR and Legal on legal compliance. 
13. Performs other tasks as may be directed by immediate superior

• Serves as a Labor Relations Program Manager in a LER regional office. Each office provides LER support to a jurisdiction encompasses an average of 26 offices to include Regional, District and Field Offices, Asylum Offices and Service Centers.
• Provides expert labor relations advisory services and technical guidance to high level regional and field managers on issues that impact labor relations functions, grievance procedures, arbitrations and unfair labor practice charges and programs
• Advises in the resolution of operational problems rom new legislation on labor relations policies, deviation from standard practices, application of vague personnel policies or the absence of precedent to complex and controversial problems.
• Represents management in third party proceeding before Arbitrators, the Federal Labor Relations Authority, and the Federal Mediation and Conciliations Services. Assess impact and precedent setting implications of negotiations and pending disputes.
• Provides expert advisory services to high level regional and field managers on a wide-range of personnel actions which are often sensitive and extremely difficult in nature that impact employee relations functions and programs region-wide.
• Researches, interprets, and applies all applicable USCIS, DHS and OPM guidelines, policies, case law, etc., and the national Collective Bargaining Agreement and other negotiated agreements, to provide authoritative technical guidance and advice.
• Coordinates with other human resources functions and high-level management to develop solutions to situations affecting numerous inter-related personnel issues.
• Reviews policies and procedures to ensure consistency in application. Recognizes problems and recommends changes to established procedures and practices or alternative approaches to resolve complex or unusual issues and problems.

Starting at $84,546 Per Year (GS 13)

As a Human Resources Specialist, you will perform the following duties:

• Develop policies, operating procedures, and directives implementing the Labor Relations Program in GSA. Research and accurately assess Agency-initiated policy and practice changes or potential changes for Labor Relations (LR) obligations. Track, coordinate, and provide technical assistance on interpretation of Federal Labor Relations Authority (FLRA) certifications (certs) of appropriate bargaining units. Provide definitive guidance to Agency leadership, stakeholders, and internal customers on requirements and application of relevant executive orders.
• Develop, update, analyze, and report on labor relations measures, to include official time used by Union representatives, to monitor program trends and effectiveness; performs trend analysis to develop and implement labor relations strategies to improve program effectiveness. Utilize appropriate technologies and software to develop, update, and analyze labor relations measures. Develop reports and queries for the Chief Human Capital Officer (CHCO), regional human resources directors, regional labor relations officers and specialists, managers, and supervisors.
• Provide expert advice on highly complex, unusual, or far-reaching issues to top Agency Management and justifies, defends, or settles matters involving significant and controversial issues. Work with servicing HR offices’ LR needs, in challenging day-to-day operational activities, such as processing grievances, arbitrations, requests for information, and negotiations.
• Serve as the agency’s chief negotiator or other team member in national-level term and mid-term negotiations, mediation, and impasse proceedings. Coordinate customer briefings and communication strategies to the Unions on proposed changes to current practice. Provide authoritative testimony and/or interpretation to internal stakeholders and internal and external customers on national contract provisions, bargaining history, and LR policy and practices. Maintain liaison with and utilizes the services of the Office of General Counsel in administration of phases of the labor relations program having legal and third-party implications. Prepare replies to Congress, labor unions, other agencies, and individuals on labor relations matters.

Starting at $116,393 Per Year (GS 14)

• You will serve as a Labor Relations Specialist responsible for developing plans, policies, and procedures for local implementation of the Department of Navy and U.S. Marine Corps Labor Relations program.
• You will inform managers and supervisors of the requirements of the labor relations program and provide assistance regarding management rights and obligations.
• You will prepare for negotiation proceedings by collecting and analyzing information secured from all levels of management, by reviewing grievance files and by discussing problem situations with supervisors and managers.
• You will serve as point of contact for both union and management officials on problems dealing with provisions of agreements and attempts to find solutions that are satisfactory to both parties.
• You will serve as an Employee Relations Specialist for assigned organizations, providing advice and assistance to employees, supervisors and officials on individual disciplinary and adverse action cases.

Starting at $78,307 Per Year (GS 11-12)

• Assemble necessary teams, work with other HR professionals, and lead participation in initiatives with Army and DoD that have Army-wide impact.
• Develop/prepare necessary guidance to assure controlling policies and philosophies are communicated effectively for consistent Army-wide implementation.
• Evaluate new/revised draft Army regulation and policies impacting Department of Army (DA) Civilians for labor obligations.
• Conduct complex Army-wide studies, reviews, research, and analysis of employee relations, performance management, or labor relations issues.
• Ensure compliance with applicable laws, government-wide rules, DoD policies, and case law.
• Represent Army regularly as the senior specialist in assigned program/project areas.
• Integrate strategic planning that may cross functional areas to streamline/improve personnel system structure, rules, and processes.
• Persuade senior officials to find common ground and accept controversial proposals.

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

THIS IS A USAHIRE ANNOUNCEMENT.

ALL APPLICANTS WILL BE REQUIRED TO COMPLETE ASSESSMENT QUESTIONNAIRES THROUGH OPM USAHIRE COMPETENCY ASSESSMENT SYSTEM. APPLICANTS ARE ENCOURAGED TO READ THE ENTIRE ANNOUNCEMENT FOR INSTRUCTIONS UNDER SECTIONS 'HOW TO APPLY' AND 'HOW YOU WILL BE EVALUATED'.

As a HR Specialist (Workforce Relations) GS-0201-13, your typical work assignments may include:

• Analyzing various HR processes, procedures and programs in specialized employee relations area incorporating a general knowledge of other HR areas and quantitative and qualitative management tools and techniques to establish/adapt HR processes and procedures to support workforce relations program area.
• Ensuring consideration of statutory and regulatory requirements, union contracts and, to the extent within the incumbent's control, ensures that these requirements are met timely. Coordinates consultations with medical and vocational rehabilitation specialists and other experts on topics such as reasonable accommodation and leave programs.
• Anticipating customer needs and respond with the necessary guidance/information, options and delivers high quality products consistent with established time frames.

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

The incumbent assists the Director of Human Resources in performing the day-to-day responsibilities associated with human resources operations. Duties of the position include, but are not limited to:

1. Utilizes an onboarding and/or automated web-based application systems (e.g. CareerBuilder, Workforce Transformation Tracking System/Entry on Duty System (WTTS), Federal Personnel and Payroll System (FPPS), Oracle Business Enterprise Edition (OBIEE), etc.) to post vacancy announcements, perform qualifications review, rank applicants, develop selection criteria, process personnel actions, assure appropriate documents and forms are completed prior to entrance on duty and to produce and maintain other HR data, records, and reports.
2. Assists managers and employees with information and interpretation of PDS's benefits administration, compensation, wage administration, staffing, verification of employment, position management procedures, practices, policies and guidelines.
3. Serves as an organization resource on issues involving the PDS pay system. Consults with managers and supervisors on a wide range of compensation issues including current and previous pay setting practices. Interprets and applies pay rules and regulations. Resolves or recommends resolution to pay setting discrepancies.
4. Counsels management officials, employees, and beneficiaries on federal program coverage, options, variance in coverage, advantages and disadvantages of various options. Interprets and explains federal retirement and insurance laws and regulations.
5. Provides individual retirement counseling and performs calculations. Provides information on federal retirement options, eligibility requirements, health and life insurance implications, the impact of prior government or military service, divorce and remarriage, the role of Social Security, and the implications of retirement savings plans.
6. As necessary, assists supervisors and employees from assigned organizations with the provisions of the workers' compensation program.
7. Counsels management officials, and employees on payroll matters to include, but not limited to resolution of timekeeping discrepancies involving the corrections of timesheets, providing general and specific guidance for timekeeping and the usage of the QuickTime payroll system.
8. Performing leave audits for staff to be used for maternity leave usage projections, leave without pay and leave of absences and to resolve related QuickTime Time and Attendance and/or Payroll Issues.
9. Identifies and tracks anticipated personnel actions, such as promotions, within-grade increases, actions with not-to-exceed dates, etc. Prompts required supervisory approvals and requests or initiates personnel actions to ensure timely processing for appropriate effective dates.
10. Requests or initiates personnel actions documenting appointments of new employees in assigned organizations and ensures each is properly recorded.
11. Receives and researches questions from supervisors and employees concerning aspects of human resources programs and processes.
12. Reconciles employee records based on periodic reviews or findings from external audits. Reviews actions affecting employee status, particularly pay, to identify discrepancies. Highlights errors found and recommends or initiates corrective action.
13. Utilizes and assists in the administration of the organization's electronic Official Personnel Folder (e-OPF) System.
14. Recommends input for PDS human resources policies and operating procedures. Conducts research. Drafts human resources polices and operating procedures at the direction of the Director of Human Resources.
15. Assists the Director of Human Resources in handling employee relations cases. Provides management and supervisor consultation and operational guidance on issues related to employee relations.
16. Assists with administering the PDS position classification program. Works with and advises management officials on establishing new positions and on revising existing positions. As necessary, conducts desk audits. Evaluates positions against established standards and guides to determine the appropriate classification for each position reviewed. Provides information, advice, and assistance to managers and supervisors on all aspects of the position classification system.
17. Acts as a strategic partner to apply analytical, qualitative, or quantitative techniques in order to recommend creative, innovative and integrated solutions to resolve complex human capital matters. Conducts data analysis and reporting requirements.
18. Performs comprehensive data analysis to include, but not limited to workforce planning, leave projections, and trend analysis.
19. Other duties as assigned.

Evaluation Factors:
You will be evaluated on the following Competencies for this position:

• Analytical Thinking.
• Customer Service.
• Talent Acquisition.
• HR Information Systems - FPPS, WTTS, QuickTime System, and eOPF.
• Communications - Written and Oral.

Starting at $94,199 Per Year (PD 12-13)

The incumbent assists the Director of Human Resources in performing the day-to-day responsibilities associated with human resources operations. Duties of the position include, but are not limited to:

1. Researches employment records for applicability to federal career, e.g. adjustment in service computation dates. Provide individual retirement counseling. Analyzes information to establish the length and type of creditable service, and prepare retirement annuity estimates for employees. Research regulations and records and advise employees on the buyback of creditable time for retirement. Provides technical expertise on complex retirement coverage issues including, but not limited to, creditable service for employees formerly employed in the District of Columbia Government, and specific benefits provisions affecting current and former PDS employees as stipulated by federal law. Determine the amount of retirement contributions, refunds of contributions, payments, and repayments needed for service credit to include military deposits, and whether all special requirements and conditions applicable to the type of case have been met; and whether the requirements for payment of a survivor annuity or lump sum are satisfied. Assist employees in the preparation of retirement applications and related documents.
2. Conducts off-boarding of employees whether as terminations, separations or transfers. Ensure employees are apprised of what happens to their benefits upon their separation from PDS (or if they transfer to a Federal agency). Processes all necessary separations paperwork. Conducts exit interviews with employees and ensures off-boarding processes and procedures are followed.
3. Completes benefits related personnel actions in the Federal Personnel and Payroll System (FPPS) and Workforce Transformation and Tracking System (WTTS). Serves as administrator in the e-OPF system and other systems related to employees' records and benefits (Employee Express, Employers' Edge (unemployment), GRB, DPRW/NFC, etc.)
4. Manages and monitors Office of Worker's Compensation (OWCP) Program and develop programs and processes to help reduce OWCP costs by coordinating with employees, DOL, medical professionals, and supervisors to return employees to work as soon as medically possible. Use the e-Comp system as an Agency Maintenance User (AMU) to maintain administrative function of the system.
5. Develops, modifies, and conducts presentations of basic and/or refresher training in employee benefits programs such as workers' compensation, retirement, TSP, EAP, etc.
6. Provides information on PDS's available employee benefits, retirement, and leave programs. Utilize web-based personnel, timekeeping, and data retrieval systems to identify, document, and affect required actions.
7. Administers PDS's leave program including Family Medical Leave (FMLA), Paid Parental Leave, Leave Share/Voluntary Leave Transfer, Bereavement Leave, etc.
8. Receives and researches questions from supervisors and employees concerning aspects of human resources and employee benefits programs and processes. Respond with thorough explanations citing regulations, operating directives, or past practices that provide clients with additional information. When research reveals errors in the record, recommend or initiate necessary corrective action(s).
9. Serves as lead on PDS-wide initiatives and oversee ongoing Work Life Services and Employee Programs management (Telework, Employee Assistance Program, Health and Wellness, New Employee Orientation, Work Life Services, etc.) across PDS.
10. Establishes productive working relationships with counterparts and senior level officials throughout PDS, with representatives of governmental or private sector organizations providing services to PDS.
11. Conducts analysis with benefits data mining; quantitative and qualitative analysis for assessing complex benefits issues and programs within Oracle Business Intelligence Enterprise Edition (OBIEE)/Datamart System to generate reports to help with these analyses.
12. Perform other duties as assigned.

Starting at $94,199 Per Year (AD 12-13)

As a Supervisory HR Specialist (Strategic Recruitment) GS-0201-14, your typical work assignments may include:

• Conducting comprehensive strategic analysis on OHR support to their customer, involving operating, mission and/or product/ service needs, with customer focused- immediate response to queries and personalized customer service emphasis;
• Initiating group interventions to align OHR business practices with desired customer outcomes;
• Facilitating OHR business operations in adapting to changes in organization needs and expectations and fosters and implements a value-added approach with customers by providing organization support in ways that customers have not yet perceived.
• Serving as a troubleshooter to craft unique solutions to perceived or real customer service problems while ensuring no lessening of overall program integrity.
• Routinely providing expert advisory, consultative, and technical services to program and line managers on a broad range of complex human resources issues.

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