Total 103 human resource business partner job vacancies in Human Resources category in Pontian District

Job Description

Nuestras funciones de apoyo ofrecen servicios y recomendaciones sobre formas de mejorar nuestro lugar de trabajo y la experiencia de trabajar en nuestra organización. Nuestras funciones de apoyo incluyen RR. HH., Finanzas, Tecnología de la Información, Equipo jurídico, Adquisiciones, Administración, Instalaciones y Seguridad.

Ahora mismo, alrededor de 70 000 empleados trabajan para curar las enfermedades más complejas del mundo. Sabemos que nuestro personal es la clave de nuestro éxito, por eso nuestro equipo de Recursos Humanos trabaja para atraer, desarrollar, conservar e inspirar a nuestros empleados para que puedan aprender, crecer y causar un verdadero impacto en el mundo. Juntos colaboramos para crear una organización diversa y culturalmente rica, garantizando que seguimos siendo innovadores, ágiles y flexibles.

Objetivo

Lo que buscamos…

En un mundo de rápida innovación, buscamos inventores valientes que deseen causar un impacto en todos los aspectos de nuestro negocio, permitiendo avances que afectarán a las generaciones venideras. Le animamos a que aporte su pensamiento inquieto, su espíritu de colaboración y su perspectiva diversa a nuestra organización.

Current Employees apply HERE

Current Contingent Workers apply HERE

Search Firm Representatives Please Read Carefully 
Merck & Co., Inc., Rahway, NJ, USA, also known as Merck Sharp & Dohme LLC, Rahway, NJ, USA, does not accept unsolicited assistance from search firms for employment opportunities. All CVs / resumes submitted by search firms to any employee at our company without a valid written search agreement in place for this position will be deemed the sole property of our company.  No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place. Where agency agreements are in place, introductions are position specific. Please, no phone calls or emails. 

Employee Status:

Temporary (Fixed Term)

Relocation:

No relocation

VISA Sponsorship:

Travel Requirements:

Flexible Work Arrangements:

Hybrid

Shift:

Valid Driving License:

Hazardous Material(s):

• Entry/ record and consolidate employees’ data, basic data analysis.
• Prepare and coordinate with HR Service to archive international letters and notifications.
• Coordinate with related departments/ person to facilitate sharing sessions/ events/ meetings on:
  • International assignment briefing
  • Employees’ welfare and benefits
  • Total Rewards knowledge
  • Learning and Development training
  • Other related topics
• Support in drafting and rechecking policy, process, procedures, regulation, announcement, templates, and related documents as guideline from Supervisor.
• Prepare slides for related topics as assigned by Supervisor.
• Follow up with stakeholders on above topics.
• Other ad hoc tasks from Supervisor.

Title:

Special Operations Community Resource Coordinator (CRC) (, 1st CIG, National Capital Region)

THIS POSITION OFFERS RELOCATION.

Belong. Connect. Grow. with KBR!  

KBR is a company of innovators, thinkers, creators, explorers, volunteers, and dreamers; but we all share one goal: to improve the world responsibly and safely.  We maintain a highly qualified workforce to help care for service people and astronauts across the world.  We attract the best minds because our expertise thrives on creativity, resourcefulness, and collaboration. That is how we supply our clients with cutting-edge solutions and services. 

The Special Operations Community Resource Coordinator (CRC), herein referred as Coordinator(s), is responsible for comprehensive and effective coordination, development, and evaluation of programs and services that contribute directly and positively to resiliency of the assigned unit’s force and families. The Coordinator shall organize and oversee peer support networks for their assigned commands. The Coordinator shall recruit active duty and family member peer support counselors, ensure participating peer support counselors are vetted and trained according to USSOCOM CPPNC standards.

• Coordinators shall be responsible for collecting and reporting data for the purposes of formative and outcome evaluations of peer support programs and other community based support programs.
• Coordinators shall collect original data and data from secondary sources in support of program assessments. This data includes, but is not limited to focus group and/or unit meetings convened by leadership; POTFF Family Resilience Program evaluation results; trend information from POTFF Psychologist, Chaplains, Ombudsmen, or Family Readiness Group (FRG) staff.
• Coordinators shall support commands at multiple levels and in multiple locations. The Coordinator shall identify and document program/service needs and evaluation data.
• The Coordinator shall develop needs-based programming to service specific demographic groups and geographic locations.
• The Coordinator shall also have extensive knowledge of DoD resources, such as the Military OneSource, Military Family Life Counselors (MFLC), Personal Financial Counselors (PFC), and Military Crisis Line.
• The Coordinator shall lead and/or assist in the coordination and/or development of official processes, functions and networking opportunities for subpopulations served.
• Coordinators shall:

• Establish, maintain, and report activity of peer counseling networks for supported unit’s Service members and family member spouses.
• Report activity using specified reporting tool and frequency identified by the Social Performance program manager or other POTFF staff as required
• Conduct and/or contribute to Family Orientation, Information, Outreach and Referrals;
• Conduct and/or contribute to Pre- and Post-deployment Preparation, Reintegration, and Decompression
• Conduct and/or contribute to Family Relational Enhancement activities
• Conduct and/or contribute to unit level career transition programs for military members and spouses
• Conduct and/or contribute to Social/Family and Psychological Program implementation to include suicide prevention and cognitive agility training; Maintain awareness of and conduct or contribute to education/communication of installation and/or local community behavioral health and resiliency resources;
• Assist with development of standard operating procedures and service provision protocols.
• Serve as Commander’s liaison for matters related to community and family support.
• Communicate on behalf of the Command utilizing a variety of media/social media.
• Maintain awareness of emergency response protocols.

Required Education/Experience/Skills/Training: 

• This position requires US Citizenship.
• This position requires a Secret Clearance or Top Secret Clearance, or the ability to obtain a clearance.
• A bachelor’s degree in education, human/social services or related field or four years’ experience providing social service education, or work/family life consultation or coordination services.
• Must have a minimum of two years’ experience coordinating social service education programs.
• Shall have, or be willing to receive, specialized training on peer support counseling, community resources and referrals and suicide prevention.
• Must remain current on their knowledge of best practices and developments in areas of peer support counseling and suicide prevention, and will keep abreast of DoD, Services and community sponsored resources intended to promote the wellbeing of service members and their families.

Standard Company Requirements: 

• Must comply with Safety, Health and Environmental plan, policies and procedures. 
• Must comply with the Quality Assurance plan, policies and procedures. 
• Must maintain regular and acceptable attendance. 
• Responsible for completing all required training. 
• Perform other assignments and duties, as required. 

KBR Benefits​

KBR offers a selection of competitive lifestyle benefits which could include 401K plan with company match, medical, dental, vision, life insurance, AD&D, flexible spending account, disability, paid time off, or flexible work schedule.  We support career advancement through professional training and development.​

Click here to learn more:  KBR Benefits

 

Inclusion and Diversity at KBR​

At KBR, we are passionate about our people, sustainability, and our Zero Harm culture.  These inform all that we do and are at the heart of our commitment to, and ongoing journey toward being a more inclusive and diverse company.  That commitment is central to our team of team’s philosophy and fosters an environment of real collaboration across cultures and locations.  Our individual differences and perspectives bring enhanced value to our teams and help us develop solutions for the most challenging problems.  We understand that by embracing those differences and working together, we are more innovative, more resilient, and safer.  We Deliver – Together. ​

Click here to learn more: Inclusion and Diversity at KBR

KBR is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity or expression, age, national origin, veteran status, genetic information, union status and/or beliefs, or any other characteristic protected by federal, state, or local law.

Job Description Summary

Assist in the day-to-day management of Human Resources for both The Royal Sonesta, Washington, DC, Capitol Hill and The Royal Sonesta, Washington, DC, Dupont Circle. Focus areas may include one or more of the following: recruiting, benefits and pay administration, employee relations, and/ or training for hotel employees. Maintain confidentiality to the extent possible in all HR- related matters. Act on behalf of the Director of Human Resources in his/her absence.

Job Description

Essential Duties & Responsibilities:

• Manage the recruitment process including screening, routing, tracking, and filing of resumes and applications, scheduling interviews, writing and mailing correspondences to candidates, solicited resumes, and/or applicants, maintain internal and external job posting sites, place advertisements, and may enter applications, resumes, and hire information into system(s).

• Identify, recruit, and make recommendations for hiring candidates for all hotel positions. Screen, interview and test applicants; coordinate background checks/references, and process applicable paperwork, etc. Oversee the maintenance of accurate and up to date personnel files on all employees. Ensure that company hiring standards, laws and applicable regulations are followed in the application, hiring and selection process. Work with department heads to anticipate and plan for upcoming staffing needs and related budgets.
• Establish and maintain relationships with local recruiting sources, colleges/universities, and outreach agencies for recruitment purposes, and represent the Company by attending Job/ Career Fairs as appropriate.
• Prepare in-house job postings weekly and distribute in accordance with departmental procedures.
• Maintain up-to-date Applicant Flow information according to established company procedures of application activity and ensure accuracy of information at all times.
• Prepare and send correspondence on job offers to specified applicants.
• Assist in processing new hires, transfers and terminations by explaining instructions on completing all appropriate forms. Complete designated procedures in compliance with hotel standards.
• May be responsible for all employment data entry, to include hires, terminations, transfers, promotions, increases, and applicant disposition, etc.
• Maintain employee I-9 information including re-certifying credentials and using E-Verify
• Maintain confidentiality and security of employee information, correspondence, reports and files.
• Promote teamwork and quality service through daily communication and coordination with other departments.
• Conduct, document and analyze data from exit interviews, turnover statistics, absenteeism reports etc. to identify trends, training needs, supervisory issues, etc., to improve employee satisfaction and retention.
• Administer Hotel’s 401k plan including quarterly enrollment, participant changes, etc.
• Responsible for planning and coordinating annual holiday party and other employee events
• Responsible for monthly benefits enrollment of benefit plans
• Facilitate effective training and development programs for employees, which may include programs such as Designated Trainer Training, G.U.E.S.T. training, the Progressive Discipline process, performance management process, and related management programs and initiatives. Conduct new employee orientation to familiarize employees with Company standards, policies, procedures, rules and other employee programs.
• Participate in Unemployment Process and Workers Compensation Process as needed. Ensure that there is an active safety committee at the hotel and that safety programs are implemented, and employees are motivated to follow safety procedures. Provide required documentation in response to unemployment claims. Ensure that paperwork is complete and documentation is thorough so the company’s position can be legally and effectively represented.
• Promote teamwork and quality service through daily communication and coordination with other departments.  Key departmental contact includes all hotel staff, Corporate Human Resources, and Corporate Legal.
• Attend Management and departmental meetings
• Conduct wage survey within labor market to determine competitive wage rate
• Assist HR Director with preparation of budget and capital expenses
• Attend HR related functions, meetings, training, and informational seminars for the benefit of the Hotel
• Assist with Payroll process as needed
• May coordinate and administer locally developed specialized recognition programs
• Assist with Employee Engagement strategies and activities to ensure the hotel is continually assessing and improving its management and leadership practices to ensure a highly engaged workforce.
•  Promote teamwork and quality service through daily communication and coordination with other departments. Key departmental contacts include all hotel staff, Corporate Human Resources and Corporate legal.
• Perform other duties as assigned.

Qualifications and Requirements:

• Bachelor’s degree in Human Resources, Business Management or related degree or an equivalent combination of education and work experience.
• Professional HR Designation (PHR, SPHR, or other) preferred.
• Previous experience in Human Resources is required.
• Hospitality experience preferred.
• Must speak fluent English. Ability to speak Spanish preferred.
• Ability to work some nights, weekends and Holidays is required.
• Ability to travel between properties when needed

This job requires ability to perform the following:

• Carrying or lifting items weighing up to 25 pounds
• Standing and moving around facility
• Handling objects, files, training materials and equipment, etc.
• Use a keyboard to generate various work-related documents

The statements in this job description are intended to describe the essential nature and level of work being performed. They are not intended to be ALL responsibilities or qualifications of the job.

Additional Job Information/Anticipated

Pay Range

Benefits

Sonesta recognizes that benefits play a vital role in helping ensure the health and financial security of employees and their families. We offer a variety of benefits to our employees including:

• Medical, Dental and Vision Insurance
• Health Savings Account with Company Match
• 401(k) Retirement Plan with Company Match
• Paid Vacation and Sick Days
• Sonesta Hotel Discounts
• Educational Assistance
• Paid Parental Leave
• Company Paid Life Insurance
• Company Paid Short Term and Long Term Disability Insurance
• Various Employee Perks and Discounts

Upon submitting your application, please ensure you complete a full application in addition to attaching a resume. Incomplete applications received will not be considered. 

Being strategic and operational partner to the management in all matters related to HR Management. Incorporates the Bosch Group and BU HR strategy into the BU strategy and operations at location. Ensures the implementation of worldwide and country HR standards, policies, and processes.

Responsibilities:

• Development, management and implementation HR programs and activities at location based on Location/ BU’s strategy and HR country/ location focuses.
• Implementation hire-to-retire HR processes (headcount planning, recruitment, integration, associate development, rewarding, exit clearance) following company policies & processes and VN labor law.
• Consultation with management and associates on matters concerning people management, organization, HR processes and labor law.
• In collaboration with relevant stakeholders for carrying out country HR projects or initiatives regarding PM/TRM, total reward, learning & development and digitalization/ automation.  
• Propose and implement HR initiatives in regards to diversity, culture change, HR transformation, employee recognition, employee engagement…
• Other HR related tasks assigned by HR Leader.

The following are the duties of this position at the GS-12. You will have the opportunity to learn to perform these duties and will receive training to help you grow in this developmental position.

• Maintain current knowledge of federal laws, rules, and regulations and agency-specific directives, policies, bulletins, or other procedural guidance as well as Human Resources (HR) Information Systems (such as HR Connect, webTA, etc.) to ensure timely and proper submission and tracking of HR actions within Office of Mission Support (OMS).
• Assist managers by advising or serving as a proxy to review documents and packages for HR actions and ensuring they are submitted correctly and with proper attachments to HR.
• Track the status of OMS recruit and other HR actions and follows up as necessary to ensure they are progressing and are completed on time.
• Trouble-shoot HR issues, facilitate resolution, and appropriately escalate problems within OMS, Human Capital and Personnel Security (HC&PS), and the Bureau of the Fiscal Service (BFS).
• Conduct New Employee Orientation briefing and receive new employee paperwork with the USA Staffing HR system.
• Represent and/or facilitate attendance to career/job fairs.

Starting at $53,105 Per Year (GS 7-9)

• This announcement will be used to fill two positions in the Climate Office - one position will serve as a Climate Mitigation Lead and one position will serve as a Climate Adaptation Lead.
• This position administers climate-related  natural resources management, conservation programs and policy nation-wide. By providing coordination and direction for a wide range of climate-related natural resources management programs and initiatives.
• Provide leadership to the development and maintenance of Agency-wide policy, procedures, and guidance for implementing and supporting natural resource, climate-related programs.
• Represent the Climate Office, NRCS, and USDA at assigned committees, task forces, and other technical or strategic planning groups involving assigned program functions as appointed.
• Independently gather, analyze, interpret natural resources, conservation program, and other relevant data to evaluate the effectiveness of conservation accomplishments for use in program management and in quantifying environmental outcomes.
• Identify and analyze existing or emerging critical climate-related natural resource conservation issues and develop options for legislative or policy changes.
• Obtain appropriate interdisciplinary involvement, review and concurrence from technical personnel from the various NRCS Deputy Areas as assigned.

Starting at $112,015 Per Year (GS 13-14)

• The duties described are for the full-performance level. At developmental grade levels, assignments will be of more limited scope, performed with less independence and limited complexity.
• The duties may include, but are not limited to:
• Participates with program officials and managers in the development, coordination, implementation and evaluation of the labor relations programs of the Agency with exclusive bargaining units.
• Develops and assists in the development of management contract negotiation preparation of basic contract, mid-term and the most difficult impact/implementation bargaining.
• Performs a full range of the most complex and difficult work related to the employee relations program, including adverse actions, discipline, employee assistance, performance-based actions, etc.
• Provides advice in oral and written form in response to inquiries. Assists management in dealing with employee conduct and performance issues.
• Represents and defends management's action(s) in external administrative, quasi-judicial proceedings.
• Researches pertinent decisions and case law from the courts, the Federal Labor Relations Authority (FLRA), and other Government related systems.
• Assists in the development of Agency labor relations policies adapting government-wide and USDA regulations to Agency needs.

Starting at $53,105 Per Year (GS 7)

VA offers a comprehensive total rewards package: HR Specialist Total Rewards

The incumbent, as the HRSC Shared Services Officer (SSO) has full delegated authority and responsibility to manage and direct the human resources program functions for which he/she is responsible. The SSO provides consultation and policy guidance to Staff Office Senior Executives and senior level hiring managers. The position serves as a subject matter expert in Recruitment, Staffing, Classification and Position Management, along with Employee and Labor Relations and the full range of Benefits Administration. The incumbent provides supervision and oversight of programs that entail the mission, functions, projects, activities, laws, rules, and regulations for which HRA/OSP is authorized and funded by statute to administer and enforce. This position exercises delegated authority to carry out program functions and services that constitute the essential purpose for the establishment and continuation of the mission of the VACO. Programs are of such magnitude that they must be carried out through a combination of line and staff functions.

Additional Duties include but not limited too:

• Plans work to be accomplished by subordinates including detailees and contractors, sets and adjusts priorities, and prepares schedules for completion of work; assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; evaluates work performance of employees; provides advice, counsel, or instruction to employees on work and administrative matters; interviews candidates for positions; hears and resolves complaints from employees
• Responsible for the on-the-job safety and health of all employees supervised.
• Plans, organizes, and oversees efforts and projects that are aimed at achieving and improving the quality, effectiveness, and timeliness of program accomplishment. Serves as a senior advisor to management and executive leadership on developing and implementing human resource shared operations in support of achieving the program objective
• Manages short and long-range planning activities that include multi-year work plans that are the products of subordinate organizational projects/programs.
• The SSO ensures that HR service delivery for the programs he or she manages meets goals, objectives and key performance indicators (KPI} as outlined in customer Service Level Agreements.
• Develops priorities for effective use of resources.
• Leads internal and cross-functional initiatives related to process and quality improvement.

Work Schedule: Monday through Friday 8:00a.m. to 4:30p.m.
Compressed/Flexible: Maybe available
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 will be discussed during the interview process.
Virtual: This is not a virtual position.
Position Description/PD#: Assistant Human Resources Officer/PD41250-O
Relocation/Recruitment Incentives: Not available
Critical Skills Incentive (CSI): Pending Approval
Permanent Change of Station (PCS): Not available
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 Resource Specialist (Recruitment), you will:

Design, develop, and implement targeted, but flexible recruitment and outreach strategies based on the Bureau's staffing and workforce plans. Specific tasks may include:

• Create and implement the campus recruiting strategy in line with entry level and developmental programs. Determine mix of campus events, virtual events, and other outreach activities to attract a diverse and well qualified pool of applicants.
• Create and implement the online strategy to build the Bureau's employment brand among diverse, well qualified, passive job seekers. Online strategy will include social media, database mining, job advertisements, and other emerging outreach strategies.
• Attend recruitment events and ensuring Bureau representation at all registered events. Provide training to Bureau employees who are participating in recruiting events.
• Source and attract candidates for highly specialized, difficult to fill positions; senior level executive positions; and high volume hiring efforts, such as Examiner hiring.
• Evaluate recruiting events for effectiveness and recommending adjustments that will maximize the Bureau's return on investment.
• Participate in the management of the Bureau's recruitment budget.

Starting at $128,117 Per Year (CN 53)

VA offers a comprehensive total rewards package: HR Specialist Total Rewards

The incumbent serves as a Supervisory Human Resources Specialist and the Associate Director, Classification and Performance Management and has the overall responsibility to provide the leadership, direction and consultation required for the classification of positions within VACO Staff Offices, including the HRSC itself.

Additional Duties include but not limited too:

• Plans work to be accomplished by subordinates including detailees and contractors, sets and adjusts priorities, and prepares schedules for completion of work; assigns work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; evaluates work performance of employees; provides advice, counsel, or instruction to employees on work and administrative matters; interviews candidates for positions; hears and resolves complaints from employees; effects disciplinary measures; identifies developmental and training needs of employees, provides and/or arranges for needed development and training; finds ways to improve production and increase the quality of the work directed; and develops performance standards.
• The incumbent of the position will serve as the Associate Director (AD) for Classification & Position Management (PM). He/she has full technical responsibility for independently carrying out complex studies and projects for the classification and position management of positions including especially difficult management advisory services within and outside VA HRSC. Serves as OCHCO and/or VA representative in inter-agency and intra-VA negotiations, discussions, working groups, and both formal and informal advisory forums to present, defend, and negotiate positions as recognized representative of senior administrative management.
• Directs the Classification and PM programs for the HRSC. Plans, organizes, coordinates and reviews program activities to assist management in the day-to-day and long­ term classification and position management needs of VACO Staff Offices. The AD serves as a senior advisor and consultant to VACO senior leadership and executives on the proper classification of positions. Ensures clear understanding by subordinates in applying OPM Classification Standards and sound position management principles.
• Deals regularly on classification and position management issues with a wide variety of VA officials and external sources. Is frequently called on to explain and interpret Federal VA regulations and policy regulations relating classification and position management to Human Resources Specialists, HR Officers, HR Assistants, and other program officials within and outside the immediate organization.

Work Schedule: Monday-Friday 8:00a.m. to 4:30p.m.
Compressed/Flexible: Maybe Available
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 will be discussed during the interview process.
Virtual: This is not a virtual position.
Position Description/PD#: Supervisory HR Specialist Classification/PD41176-O
Relocation/Recruitment Incentives: Not Authorized
Critical Skills Incentive (CSI): Pending Approval
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 $116,393 Per Year (GS 14)

As a Human Resources Specialist, you will:

- Apply HR and technical skills, knowledge and understanding to help the OHR solve broad technical issues involving a variety of HR and other functions throughout the Bureau.
- Develop authoritative recommendations and, upon approval, develop detailed implementation strategies and plans to coordinate activities for successful implementation.
- Investigate and analyze current and innovative HR and technical practices and strategies in the public and private sectors for potential application to the OHR.
- Review, write, edit, and update HR policies and procedures, involving various HR functions.

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

The following are the duties of this position at the GS-13. If you are selected at a lower grade level, you will have the opportunity to learn to perform all these duties, and will receive training to help you grow in this position.

As an HR Specialist (Classification Recruit & Placement), you will:

• Provide customer service to managers, supervisors and employees on a variety of issues affecting human resources utilization, including position classification, position management, pay setting actions, staffing (including, but not limited to: special employment programs such as the Career Transition Assistance Program (CTAP) and the Interagency Career Transition Assistance Program (ICTAP) for Displaced employees, merit staffing, Delegated Examining Unit (DEU) Authority for positions ranging from Grades GS-1 through GS-15), internal placement, and personnel payroll processing.
• Serve as an expert and seasoned consultant on highly technical issues requiring extensive experience and expertise in a given area or areas of the Human Resource Specialties listed above.
• Be recognized as the seasoned point of contact by serviced Managers as well as the HUD HR community in that area based on demonstrated provision of expertise, and continuity in this role.
• Play a lead role in projects assigned which may affect, for example, the nature of, or modifications to, automated systems utilized for HR purposes, methods of recruitment within a program element, or program office, either in Headquarters or Field-wide; or classification issues of comparable complexity and scope.
• Service technical, administrative and professional organizations, which are subject to periodic reorganizations/changes.

Starting at $87,466 Per Year (GS 12-13)

As a Human Resources Specialist (Reasonable Accommodations), you will:

• Serve as a seasoned point of contact and provide authoritative advice on disability, hardship and reasonable accommodation services under the cognizance of the branch.
• Apply broad functional knowledge, detailed technical knowledge, thorough understanding of precedents, familiarity with the organizational environment, sound judgment, and discretion to deliberations.
• Play a role in ensuring that disability, hardship, and reasonable accommodation programs satisfy agency and OCHCO objectives and comply with governing laws, regulations, and policies.
• Identify opportunities for innovation and propose actions to enhance the quality and timeliness of services.
• Recommend significant, new service initiatives and participate in developing short-term and strategic plans and measurement criteria for branch, division, and office programs.

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

As a Human Resources Specialist (Human Resources Development), you will:

- Plan, develop, and implement TIGTA's employee development programs, processes and systems including but not limited to the New Supervisor Training, Manager Training Series, New Employee Orientation (NEO) program, and on-line curriculum development.
- Coordinate the development of training processes, including policies, curricula development, instructional methods and techniques, facilities, and equipment to ensure employees receive development opportunities to improve performance and to manage learning at TIGTA.
- Evaluate trends in training assessment surveys and designs and design individual courses and employee development seminars that provide a framework for the identification and enhancement of the leadership and core competency skills of TIGTA's workforce to provide for a more productive and efficient workforce.
- Independently research, recommend, and develop solutions to support TIGTA-wide training needs based on functional missions with relatively difficult to understand work processes, or with fairly specialized skills (e.g., technical, professional, managerial, or administrative).
- Represent TIGTA at meetings and conferences sponsored by Treasury, OPM, and other governmental groups or organizations and vendors and serves on Treasury wide teams that test new implementations, develops process improvement procedures, identifies, and defines future needs, and provides support to other administrators.

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