Total 210 human resource business partner job vacancies in Pontian District

• Develops and reviews new or revised Department and GTM policies, procedures, and regulations which includes sensitive and/or Secret classified information and/or documents
• Advises management on recruitment strategies, sources and special programs which emphasize affirmative action in staffing positions
• Leads permanent and ad hoc teams in planning, developing, and publishing policy/guidance concerning significant issues in the HR management evaluation area
• Coordinates and initiates personnel actions processing for Bureau employees at all levels, in all employee categories

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

• Keep abreast on new assessment tools that can be used within the department.
• Provide current and emerging assessment options and models.
• Identifies steps and variables to consider when developing as assessment strategy.
• Develops and validates effective competency models and competency-based assessments for recruitment, selection and promotion and career development.
• Utilize assessment tools to gather information about applicants/employees for employment or career-related qualifications and interests.
• Utilize assessment to measure aptitudes, interests, abilities, and achievements levels as revealed by objective test to evaluate candidates.
• Reviews the technical adequacy of evaluation procedures, such as structure interview, assessment techniques, training, and leadership development practices and recommends enhancements.

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

At the full performance level: 

• Conducts research and analysis into division organizational business processes, identifying areas for process improvements, making recommendations for business process solutions; and maintains enterprise business process management systems used to track and monitor Business Innovation initiatives.
• Serves as a root cause analysis (RCA) expert, conducting analysis of business process deficiencies and providing guidance to less experienced personnel. Conducts studies and facilitates discussions with COO customers and internal FDIC partners to identify current and future business challenges, and identifying and recommending IT solutions as appropriate.
• Performs full lifecycle project management for division projects which includes the creation of artifacts such as charters, business needs statements,  outlining project and business requirements, project plans, project schedules, sprints and resource estimates, and supports and leads project planning efforts by setting project objectives, obtaining and managing assigned resources, development of schedule estimates, and measuring and reporting-out progress and productivity.
• Briefs and advises the Chief, Technology & Innovation Group, and the Business Innovation Program Manager, and junior analysts on process improvement projects, and provides information to support briefs on the vision, business case, and direction of the division Business Innovation program and helps define projects and business requirements to support that direction.
• Prepares and presents written proposals to management and senior staff regarding Business Innovation projects and related activities. Monitors and reports on the status and progress of work to stakeholders across all layers of the corporation.

Starting at $122,864 Per Year (CG 13-14)

At the full performance level: 

• Conducts research and analysis into division organizational business processes, identifying areas for process improvements, making recommendations for business process solutions; and maintains enterprise business process management systems used to track and monitor Business Innovation initiatives.
• Serves as a root cause analysis (RCA) expert, conducting analysis of business process deficiencies and providing guidance to less experienced personnel. Conducts studies and facilitates discussions with COO customers and internal FDIC partners to identify current and future business challenges, and identifying and recommending IT solutions as appropriate.
• Performs full lifecycle project management for division projects which includes the creation of artifacts such as charters, business needs statements,  outlining project and business requirements, project plans, project schedules, sprints and resource estimates, and supports and leads project planning efforts by setting project objectives, obtaining and managing assigned resources, development of schedule estimates, and measuring and reporting-out progress and productivity.
• Briefs and advises the Chief, Technology & Innovation Group, and the Business Innovation Program Manager, and junior analysts on process improvement projects, and provides information to support briefs on the vision, business case, and direction of the division Business Innovation program and helps define projects and business requirements to support that direction.
• Prepares and presents written proposals to management and senior staff regarding Business Innovation projects and related activities. Monitors and reports on the status and progress of work to stakeholders across all layers of the corporation.

Starting at $122,864 Per Year (CG 13-14)

PLEASE NOTE: THIS VACANCY IS LIMITED TO THE FIRST 75 APPLICATIONS RECEIVED AND WILL CLOSE AT 11:59 PM (EST) ON THE CLOSING DATE OR AT 11:59 PM (EST) ON THE DATE THE 75TH APPLICATION IS RECEIVED, WHICHEVER COMES FIRST.

The Budget Analyst performs the following duties:

• Identifies potential issues and provides recommendations for resolution of budgetary problems.
• Compiles data and prepares a variety of ad hoc and recurring reports and analyses related to financial management issues such as the status of funds, obligations, and FTE usage.
• Performs budget development, formulation and/or execution functions for assigned programs or administrative budget areas.

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

As a Human Resources Specialist, you will:

• Assist employees with questions relating to conduct and/or performance issues.
• Interpret and explain employee relations procedures, practices, policies, and guidelines.
• Develop knowledge in performance management policy and issues, including those applicable to Senior Executive Service and Senior Leadership employees.
• Aid in disseminating guidance and scheduling information regarding all stages of the performance management cycle.
• Disseminate procedures and scheduling information regarding awards of all types.
• Coordinate the delivery of mandatory training to Division employees, tracks and reports its completion.
• Compile reports on training and responds to related data calls, audits, and other activities.
• Study, review, and analyze new or proposed equal employment opportunity and disability-related policies, procedures, programs and guidelines.
• Review requests and medical documentation for Family and Medical Leave Act and reasonable accommodation purposes.
• Review, process and ensure compliancy of awards with Division policy.
• Organize and coordinate the logistics of annual awards ceremony.
• Oversee and manage the Division's Worklife Program to include advising section of compliance with policy and procedures.

As the federal agency whose mission is to ensure the fair and impartial administration of justice for all Americans, the Department of Justice is committed to fostering a diverse and inclusive work environment. To build and retain a workforce that reflects the diverse experiences and perspectives of the American people, we welcome applicants from the many communities, identities, races, ethnicities, backgrounds, abilities, religions, and cultures of the United States who share our commitment to public service.

Starting at $64,957 Per Year (GS 9-11)

(The duties described reflect the full performance level of this position)

Uses established Human Resources data standards and information technology principles to administer a segment of the agency's Human Resources information management systems.

Assists with providing technical guidance and direction to technician and clerical staff in the daily operation and maintenance of the Human Resources data system.

The incumbent provides assistance in the full range of services in the are as of recruitment and merit staffing; position management and classification; employee relations, recognition, and development; performance management, labor-management relations, and equal employment opportunity.

Incumbent provides day-to-day advice and guidance to management at the division level in the areas of personnel administration.

This includes recruitment, placement, and staffing; position management and classification; organizational and management analysis; policy and program development; salary and pay administration; employee-management relations; equal employment opportunity; employee development; personnel security and suitability; time and attendance and payroll; and related administrative functions..

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Starting at $64,957 Per Year (GS 09)

(The duties described reflect the full performance level of this position)

Uses established Human Resources data standards and information technology principles to administer a segment of the agency's Human Resources information management systems.

Assists with providing technical guidance and direction to technician and clerical staff in the daily operation and maintenance of the Human Resources data system.

The incumbent provides assistance in the full range of services in the are as of recruitment and merit staffing; position management and classification; employee relations, recognition, and development; performance management, labor-management relations, and equal employment opportunity.

Incumbent provides day-to-day advice and guidance to management at the division level in the areas of personnel administration.

Personnel administration includes recruitment, placement, and staffing; position management and classification; organizational and management analysis; policy and program development; salary and pay administration; employee-management relations; equal employment opportunity; employee development; personnel security and suitability; time and attendance and payroll; and related administrative functions.

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Starting at $64,957 Per Year (GS 09)

WHAT YOU'LL BE DOING DAY TO DAY

As an External Affairs Specialist, you will use your knowledge of and experience with the Office of Intergovernmental and External Affairs to optimize business results and customer experience by:

• Performing broad managerial planning, direction, and administration over external communications and outreach strategies to advance equity, justice and opportunity for Asian American, Native Hawaiian, and Pacific Islander communities.
• Ensuring the development of short and long-range external communications plans.
• Managing outreach with external stakeholders.
• Establishing and maintaining effective working relationships with other Federal agencies, State departments, external organizations and the public, in order to support the planning and execution of projects and assignments with interest in advancing equity, justice and opportunity for Asian American, Native Hawaiian, and Pacific Islander communities.

Starting at $78,592 Per Year (GS 11)

The incumbent of the position will serve as a senior recruitment and placement specialist providing a high level of program support in the staffing, recruitment, and pay administration program areas. Assignments include developing and applying recruitment and placement processes, rules, regulations, and laws and suggesting changes and new methodologies to management. The incumbent provides managers and employees with information and interpretations of HR policies, procedures and guidelines, when the issues addressed require substantial interpretation, there is potential for controversy, or the issue involves more than one area of HR policy.

• Provides expert program support of VACO/HRSC HR programs by developing comprehensive solutions to a broad range of the most difficult operational issues handled by the division. Evaluates staffing and recruitment programs to assess if they meet basic program goals and objectives.
• Provides recommendations that meet immediate as well as long-term needs.
• Provides recruitment consulting to fill especially hard-to-fill positions throughout the organization.
• Identify, analyze, and resolve complex problems which require the interpretation and adapting of guides which are only partially applicable and where few precedents exist.
• Reviews and interprets draft regulations, standards or other guides for impact on the recruitment program.
• Determines the degree of compliance with regulations and other employment program requirements.
• Ensures that assigned employee recruitment and placement programs meet requirements outlined in agency guidance.
• Provides technical advice and assistance to personnel and candidates in the resolution of complex recruitment and hiring problems for all levels and complexities of organizations, to include those whose organizational settings are characterized by historically chronic recruitment and staffing challenges.
• Reviews recruitment and placement actions and provides advice on difficult issues.
• Takes appropriate action to correct any inefficient, inadequate, or invalid actions and methods.
• Identifies problems and conflicts with current or acceptable policies and procedures.
• Reviews new or proposed HR policies, procedures and guidelines and makes recommendations to management on the need for changes in existing policies.
• Reviews and analyzes new or proposed HR policies, procedures and guidelines for impact on organization practices.
• Establishes and maintains a cooperative working relationship with managers.
• Meets with managers to develop adequate and accurate vacancy announcements and recruitment strategies.
• Carries out special projects (independently or in conjunction with Division Chief) relating to program operations and resources utilization. Develops and/or monitors proposals or plans related to the implementation of HR programs or projects.
• Leads ad hoc work teams on special projects, etc.
• Performs other related duties as assigned

Starting at $94,199 Per Year (GS 13)

The incumbent performs duties such as:

• Resolves very difficult and complex position management and position classification issues involving a variety of professional, administrative, technical, and clerical and wage grade jobs.
• Provides extensive assistance to supervisors and managers to: clarify and define duties and responsibilities of positions, interrelationships with other positions, and career patterns; to determine the types of positions required and the most appropriate organizational structure; and to recommend options or alternative courses of action for attaining human resource management goals.
• Uses knowledge and exercises judgment to assist managers withproblems associated with atypical combinations of duties, unique needs of small stations, weekend and seasonal work, remote locations, recruitment difficulties, and career enhancement.
• Analyzes duties and responsibilities of positions using a variety of methods and approaches such as on-site or telephone audits and review of background material and work samples.
• Evaluates jobs in accordance with position classification standards and principles to determine proper pay system, title, series, and grade, and prepares defensible evaluation statements based on thorough analysis.
• Conducts or participates in agency-wide position reviews; comments on and performs test application of proposed draft classification standards and develops standard position descriptions.
• Provides technical expertise in determining rates of pay.
• Analyzes individual cases to determine appropriate rate of pay considering many factors such as highest previous rate, special salary rates, retained grade and/or pay, pay schedule changes, etc.
• Gives advice to supervisors, managers and employees on basic pay, locality pay, special salary rates, pay flexibilities, FLSA and Title 5overtime determinations.
• Writes supplemental policies and memoranda, which interpret and implement regulations related to various human resource management programs. Develops new operating procedures as necessary to deal with emerging human resource management issues.
• Continually evaluates the effectiveness of human resource management programs and modifies or develops new procedures to assist management in developing and carrying out programs to satisfy the goals and mission of the FTC.
• Trains and advises managers, supervisors, and employees regarding various human resource management topics and their role in the human resource management program. Prepares background and informational materials for use in such training.
• Works with the Federal Personnel Payroll System (FPPS) as well as other computers systems and software in effecting personnel actions and completing work assignments. Actively supports and implements equal employment opportunity and Regional affirmative action programs.
• Guides a team of human resources management specialists and/or assistants.
• Assigns day-today work, sets priorities, devises a training plan for assigned specialists and/or assistants.

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

• Assists or conduct studies, or portions of studies, to develop polices and procedures and responses to management on new requirements in program operations, legislation, or Departmental regulations.
• Reviews and analyzes new or revised, or proposed personnel policies, procedures and guidelines for use through the Department.
• Evaluates the effectiveness of major areas of the oversees HR systems and collaborates within Bureau management identifying and proposing Human Resources solutions.
• Manages all aspects of the interagency Locally Employed Staff and Department's overseas American personnel systems.
• Drafts replies to difficult and complex Human Resources problems and issues involving new and unusual situations not covered by existing guidelines, and represents the Department and Office on standing groups and ad hoc committees.

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

These positions are unpaid internships. The intern's primary responsibilities include the following: 

Human Resources Office of the Director Internship

• Conducts an assessment of the Human Resources Division function's current utilization of technology. 
• Identifies areas where technology can be leveraged to enhance the employee and HR experience. 
• Utilizes SharePoint to streamline HR processes. document management and collaboration. 
• Develops and maintains SharePoint sites and pages to support HR. 
• Provides training to HR staff on SharePoint usage. 

Human Resources Benefits Internship 

• Evaluates the existing New Employee Orientation and Onboarding process to identify areas for improvement. 
• Conducts research and benchmarks best practices to enhance the onboarding experience. 
• Collaborates with HR team members to develop and implement improvements to the onboarding process. 
• Creates a customer survey to gather feedback from new employees on their onboarding experience. 
• Proposes innovative solutions to enhance the overall onboarding experience. 
• Collaborates with cross-functional teams to ensure alignment and consistency in onboarding practices. 

Starting at $0 Without Compensation (JS NA)

• Bring significant expertise related to development finance (debt financing, loan guarantees, equity, feasibility studies, investment funds, political risk insurance) and blended finance that enable USAID to address critical development challenges.
• Utilize expertise of development finance concepts to represent USAID in the development finance community, including by leveraging relationships with development finance institutions (DFIs), the private sector, and other U.S. Government agencies.
• Lead USAID coordination while bringing together Agency-wide perspectives and learnings to explore untapped potential for collaboration to bolster USAID’s role within development finance, blended finance, and mobilizing finance for development impact.
• Bring expertise in development finance to deepen Agency knowledge of the most relevant trends, dynamics, and actors to more effectively drive change at scale and develop strategies around the Agency’s engagement within development finance.
• Serve as technical expert providing intellectual leadership demonstrating the value of engagement with USAID and the U.S. International Development Finance Corporation to key internal, external and interagency audiences using knowledge and expertise.

Starting at $155,700 Per Year (GS 15)

• Bring significant expertise related to development finance (debt financing, loan guarantees, equity, feasibility studies, investment funds, political risk insurance) and blended finance that enable USAID to address critical development challenges.
• Utilize expertise of development finance concepts to represent USAID in the development finance community, including by leveraging relationships with development finance institutions (DFIs), the private sector, and other U.S. Government agencies.
• Lead USAID coordination while bringing together Agency-wide perspectives and learnings to explore untapped potential for collaboration to bolster USAID’s role within development finance, blended finance, and mobilizing finance for development impact.
• Bring expertise in development finance to deepen Agency knowledge of the most relevant trends, dynamics, and actors to more effectively drive change at scale and develop strategies around the Agency’s engagement within development finance.
• Serve as technical expert providing intellectual leadership demonstrating the value of engagement with USAID and the U.S. International Development Finance Corporation to key internal, external and interagency audiences using knowledge and expertise.

Starting at $155,700 Per Year (GS 15)