Total 83 security armed forces job vacancies in Human Resources category in Malaysia

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Overview of the job

The Ministry of Justice’s People Group supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services that our people group provide across the Ministry of Justice to deliver high quality services for our customers. MoJ has a team of committed and capable professionals delivering people services across the Justice family.

As owner of the People Strategy and delivery plans for their associated area of the business the HR Business Partner will support a number of business units, acting as a consultant to provide direction on how best to align the people and business priorities.

With a key focus on working relationships and an ability to establish how policy, process and good practice can be used to ensure that People Priorities are delivered to maximise performance and optimise staff engagement.

Key strategic People Lead role working to provide a service to stakeholders at either Executive or Senior Leader Level.

Summary

The post holder will be required to deliver their role in a variety of locations and may be called upon to support national projects across areas of the business.

As a qualified (or aspiring) HR professional, the post holder will use a combination of generalist knowledge, personal skills and experience to provide direction on how best to align the people and business priorities.

With links to the wider HR specialist functions, including the Learning and Talent and Organisation Development community, the post holder will work with senior leaders and provide recommendations and advice following analysis and assessment.

Responsibilities, Activities & Duties:

As a lead expert in individual and collective learning, the role will require the post holder to complete business need analysis on the capability of its people, the organisational design of the business and the development of staff and teams.

Providing advice and recommendations for talent management strategies; supporting the building of capability through implementing talent reviews, performance validation and capability plans for the business. Building relationships with expert areas of the business including L&D to meet the skill development needs of staff.

Supporting the implementation of changes by proactively planning and advising on effective change management in collaboration with colleagues from OD&D, People Group Business Change and appropriate specialists from across the HR Function.

Engaging colleagues across the business to ensure people issues and risks are considered at the appropriate time in the execution of change management and during business as usual activities.

Work closely with key stakeholders on strategic workforce planning to establish existing and future workforce numbers, skills requirements and organisational structures.

Provide support and advice on resourcing vacancies, ensuring compliance with Civil Service Recruitment Principles and supporting the workforce plan with effective staff retention plans

Supporting stakeholder group to identify and plan employee engagement interventions, using Civil Service People Survey data, that will drive increased capability and performance.

Proactively work to resolve HR issues which may be a barrier to achieving key performance objectives and improving business functions. Using networks and contacts to identify opportunities to improve people delivery

Working with stakeholders to interpret complex case management and other HR advice into key business activities using HR knowledge and understanding of business demands and priorities.

Awareness of the wider context of the country, department and profession, and an understanding of the impact of these on your area of work.

Specific Areas of work will include:

• Employee Experience and Staff Engagement
• Staff Wellbeing
• Diversity & inclusion
• Contingency Support (Urgent Notification, Special Measures etc)
• Resourcing & Retention Strategy & Planning
• Employee Relations

Role may involve line management of EO or HEO colleagues within the regional or central team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Overview of the job

The Ministry of Justice’s People Group supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services that our people group provide across the Ministry of Justice to deliver high quality services for our customers. MoJ has a team of committed and capable professionals delivering people services across the Justice family.

As owner of the People Strategy and delivery plans for their associated area of the business the HR Business Partner will support a number of business units, acting as a consultant to provide direction on how best to align the people and business priorities.

With a key focus on working relationships and an ability to establish how policy, process and good practice can be used to ensure that People Priorities are delivered to maximise performance and optimise staff engagement.

Key strategic People Lead role working to provide a service to stakeholders at either Executive or Senior Leader Level.

Summary

The post holder will be required to deliver their role in a variety of locations and may be called upon to support national projects across areas of the business.

As a qualified (or aspiring) HR professional, the post holder will use a combination of generalist knowledge, personal skills and experience to provide direction on how best to align the people and business priorities.

With links to the wider HR specialist functions, including the Learning and Talent and Organisation Development community, the post holder will work with senior leaders and provide recommendations and advice following analysis and assessment.

Responsibilities, Activities & Duties:

As a lead expert in individual and collective learning, the role will require the post holder to complete business need analysis on the capability of its people, the organisational design of the business and the development of staff and teams.

Providing advice and recommendations for talent management strategies; supporting the building of capability through implementing talent reviews, performance validation and capability plans for the business. Building relationships with expert areas of the business including L&D to meet the skill development needs of staff.

Supporting the implementation of changes by proactively planning and advising on effective change management in collaboration with colleagues from OD&D, People Group Business Change and appropriate specialists from across the HR Function.

Engaging colleagues across the business to ensure people issues and risks are considered at the appropriate time in the execution of change management and during business as usual activities.

Work closely with key stakeholders on strategic workforce planning to establish existing and future workforce numbers, skills requirements and organisational structures.

Provide support and advice on resourcing vacancies, ensuring compliance with Civil Service Recruitment Principles and supporting the workforce plan with effective staff retention plans

Supporting stakeholder group to identify and plan employee engagement interventions, using Civil Service People Survey data, that will drive increased capability and performance.

Proactively work to resolve HR issues which may be a barrier to achieving key performance objectives and improving business functions. Using networks and contacts to identify opportunities to improve people delivery

Working with stakeholders to interpret complex case management and other HR advice into key business activities using HR knowledge and understanding of business demands and priorities.

Awareness of the wider context of the country, department and profession, and an understanding of the impact of these on your area of work.

Specific Areas of work will include:

• Employee Experience and Staff Engagement
• Staff Wellbeing
• Diversity & inclusion
• Contingency Support (Urgent Notification, Special Measures etc)
• Resourcing & Retention Strategy & Planning
• Employee Relations

Role may involve line management of EO or HEO colleagues within the regional or central team.

We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.

Overview of the job

The Ministry of Justice’s People Group supports the organisation by enabling its people to be the best that they can be. We are continuously reviewing and enhancing the services that our people group provide across the Ministry of Justice to deliver high quality services for our customers. MoJ has a team of committed and capable professionals delivering people services across the Justice family.

As owner of the People Strategy and delivery plans for their associated area of the business the HR Business Partner will support a number of business units, acting as a consultant to provide direction on how best to align the people and business priorities.

With a key focus on working relationships and an ability to establish how policy, process and good practice can be used to ensure that People Priorities are delivered to maximise performance and optimise staff engagement.

Key strategic People Lead role working to provide a service to stakeholders at either Executive or Senior Leader Level.

Summary

The post holder will be required to deliver their role in a variety of locations and may be called upon to support national projects across areas of the business.

As a qualified (or aspiring) HR professional, the post holder will use a combination of generalist knowledge, personal skills and experience to provide direction on how best to align the people and business priorities.

With links to the wider HR specialist functions, including the Learning and Talent and Organisation Development community, the post holder will work with senior leaders and provide recommendations and advice following analysis and assessment.

Responsibilities, Activities & Duties:

As a lead expert in individual and collective learning, the role will require the post holder to complete business need analysis on the capability of its people, the organisational design of the business and the development of staff and teams.

Providing advice and recommendations for talent management strategies; supporting the building of capability through implementing talent reviews, performance validation and capability plans for the business. Building relationships with expert areas of the business including L&D to meet the skill development needs of staff.

Supporting the implementation of changes by proactively planning and advising on effective change management in collaboration with colleagues from OD&D, People Group Business Change and appropriate specialists from across the HR Function.

Engaging colleagues across the business to ensure people issues and risks are considered at the appropriate time in the execution of change management and during business as usual activities.

Work closely with key stakeholders on strategic workforce planning to establish existing and future workforce numbers, skills requirements and organisational structures.

Provide support and advice on resourcing vacancies, ensuring compliance with Civil Service Recruitment Principles and supporting the workforce plan with effective staff retention plans

Supporting stakeholder group to identify and plan employee engagement interventions, using Civil Service People Survey data, that will drive increased capability and performance.

Proactively work to resolve HR issues which may be a barrier to achieving key performance objectives and improving business functions. Using networks and contacts to identify opportunities to improve people delivery

Working with stakeholders to interpret complex case management and other HR advice into key business activities using HR knowledge and understanding of business demands and priorities.

Awareness of the wider context of the country, department and profession, and an understanding of the impact of these on your area of work.

Specific Areas of work will include:

• Employee Experience and Staff Engagement
• Staff Wellbeing
• Diversity & inclusion
• Contingency Support (Urgent Notification, Special Measures etc)
• Resourcing & Retention Strategy & Planning
• Employee Relations

Role may involve line management of EO or HEO colleagues within the regional or central team.

About Certis

We are a leading security services organisation. We put technology to work in making the world a safer place. Our mission is that as trusted partners, we protect lives and assets, and deliver integrated critical services. By empowering our people, our goal is to enable our communities to stay safe and thriving.

We offer a broad range of opportunities and career pathways for our people to grow and explore their potential. We believe that people, equipped with innovative thinking and technological capabilities will make the world safer, smarter and better.

Life at Certis

If yousolution are a passionate individual looking for opportunities to expand your skills, and purposeful work instead of just a 'job', we would love to hear from you.

At Certis, no two days look alike. Our work calendars are filled with chances to collaborate with others, and bring new initiatives to life. Whether you're looking to improve a process, or have an innovative idea awaiting a technology solve, we want you to bring your ideas to the table.

We are a close-knit team that looks out for each other, works hard to get the job done, and encourages each other to grow - the perfect place for you to grow your career!

Duties & Responsibilities

• Generate recruitment leads using social media platform
• Conduct interviews with shortlisted candidates
• Collating all necessary documents required for identified candidates
• Coordinate and participate in recruitment activities (e.g. Career Fairs, Roadshows etc.)
• Assist team in the recruitment of assigned positions
• Explore the relevance of HR-related technological or analytical tools that would be useful to derive stronger insights on how to improve talent attraction and engagement processes, and curate a more positive candidate experience
• Any other ad-hoc task assigned

Skills & Experience

• Minimum Nitec or Diploma holder, with some relevant experience in recruitment
• Customer-service oriented, driven and possess good administration skills
• Outgoing and possess good interpersonal and communication skills
• Independent and able to adapt to a dynamic and fast-paced environment
• Has a keen interest in understanding the impact of technology on the field of HR and demonstrates analytical capabilities, a process improvement mentality and the ability to influence others with data-driven recommendations

Recognition & Reward

What you can expect from us:

• Work on projects for world-class security projects renowned for their safety, reliability and efficiency
• Commitment to your ongoing development, including on-the-job opportunities, formal programs and assistance with further education
• Community volunteering opportunities
• A competitive remuneration package, featuring performance-based incentives and a medical insurance and dental allowance.

Certis is committed to fostering an inclusive and diverse workforce culture, which is supported by our Compass values. Our aim is to attract, develop and retain a truly diverse and high-performing workforce.

This HR Specialist position is located at Southwest Florida International Airport (RSW), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Provide Human Resource related advice and guidance to professionals, managers, and employees sufficient to resolve recurring problems or those requiring adaptation of past precedents.
• Initiate, track and following up on cases and studies ensuring timely completion and regulatory compliance.
• Provide technical interpretations and guidance on Human Resource Management matters such as employee relations, labor relations, payroll and benefits, classification, staffing, and recruitment.
• Coordinate with Office of Human Capital senior specialists to ensure that the human capital decisions and activities within the organizational segment are consistent with Merit System Principles.
• Review decision letters regarding appeals and grievance for accuracy prior to delivery.
• Formulate creative resolutions to problems by applying knowledge of Workers' Compensation and other applicable technical program areas.

Starting at $102,489 Per Year (SV H)

This Supervisory Human Resources Specialist position is located at Austin-Bergstrom International Airport (AUS) in the Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Responsible for supervising a team of HR professionals. Plans work to be accomplished by subordinates by preparing schedules for completion of work, assigns work based on priorities, selective consideration of the difficulty/requirements of assignments, and the capabilities of employees.
• Conducts research and evaluates options for use in implementing Human Capital (HC) programs and policies. Utilizes HR expertise to coordinate or direct program and policy implementation. Provides advice and guidance to junior specialists, professionals, managers, employees, and external representatives to resolve problems.
• Applies expert knowledge of the technical aspects of the HR work directed (e.g., staffing, benefits, worker's compensation, management employee relations).
• Identifies and proposes solutions to complex issues and concerns where previous studies and established techniques require modification and adaptation. Reviews policies and precedents in order to make a recommendation for applying them to sensitive or controversial cases or problems.

Supervisory/Managerial duties include serving as a first line supervisor for the organization. This includes but is not limited to: assigning work, setting priorities, and reviewing and evaluating work and performance of subordinates; approving leave; coaching and developing employees; recommending corrective or disciplinary actions; assisting in budget planning and projecting short-term needs; managing projects within assigned resources; resolving routine problems that typically impact the objectives of the organizational unit; and when required, coordinating with customers outside the immediate organization.

Starting at $100,948 Per Year (SV I)

This Supervisory HR Specialist position is located at Austin-Bergstrom International Airport (AUS) in the Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Responsible for supervising a team of HR professionals. Plans work to be accomplished by subordinates by preparing schedules for completion of work, assigns work based on priorities, selective consideration of the difficulty/requirements of assignments, and the capabilities of employees.
• Conducts research and evaluates options for use in implementing Human Capital (HC) programs and policies. Utilizes HR expertise to coordinate or direct program and policy implementation. Provides advice and guidance to junior specialists, professionals, managers, employees, and external representatives to resolve problems.
• Applies expert knowledge of the technical aspects of the HR work directed (e.g., staffing, benefits, worker's compensation, management employee relations).
• Identifies and proposes solutions to complex issues and concerns where previous studies and established techniques require modification and adaptation. Reviews policies and precedents in order to make a recommendation for applying them to sensitive or controversial cases or problems.

Supervisory/Managerial duties include serving as a first line supervisor for the organization. This includes but is not limited to: assigning work, setting priorities, and reviewing and evaluating work and performance of subordinates; approving leave; coaching and developing employees; recommending corrective or disciplinary actions; assisting in budget planning and projecting short-term needs; managing projects within assigned resources; resolving routine problems that typically impact the objectives of the organizational unit; and when required, coordinating with customers outside the immediate organization.

Starting at $100,948 Per Year (SV I)

• Provides the full range of clinical counseling services for a wide variety of issues such as substance abuse, codependency, family/marital, mental health, financial, legal, and job-related issues.
• Provides critical/traumatic incident intervention which includes grief and bereavement counseling.
• Develops, implements, monitors, and evaluates agency-wide policies and services to conduct effective EAP programs.
• Facilitates the disability retirement application process.
• Analyzes and assess the needs and attitudes of the individuals and the groups within SSA and designs customized stress management programs.
• Establishes and maintains liaison with professionals and representatives at various agencies, e.g., Federal. State and private sector to obtain and exchange information on the latest developments in the occupational and mental health fields.
• Provides consultative/advisory services and training to supervisors, management officials and employees concerning the various services offered by the EAP.
• Advises supervisors on documentation, referral methods and follow-up responsibilities related to management referrals.
• Recommends/makes referral to community resources to help individuals resolve the traumatic impact of the incident.

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

This Human Resource Specialist position is located at Denver International Airport (DEN), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Applying employee relations principles, practices, legal and regulatory requirements, and analytical skills sufficient to advise management about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems.
• Providing advice and assistance to management regarding appropriate disciplinary and adverse actions.
• Identifying and seeking guidance on fitness for duty and Family and Medical Leave Act (FMLA) issues.
• Applying knowledge of guidance, policies, principles, and practices related to employee conduct, performance, and dispute resolution.
• Analyzing a variety of employee conduct and performance-based problems.
• Providing ongoing HR services to managers and employees including initiating, tracking, and following up on cases and actions to ensure timely completion and regulatory compliance, and resolving recurring case specific problems or issues independently when applicable guidelines are available.
• Serving as the resident HR consultant by providing guidance on HR matters; responding to routine HR inquiry actions; ensuring compliance with applicable laws, regulations, and policies, and consistency with merit system principles; communicating changes to HR procedures and policies.
• Undertaking extensive research and analysis and coordinating with OHC senior specialist to ensure the most recent guidance is applied when making technical decisions or advising managers, staff, and employees.
• Providing guidance to junior staff as appropriate to accomplish work.
• Identifying and proposing technically sound and administratively compliant solutions to a range of recurring issues that require considerable judgment to ensure that recommendations and approaches that best meet operational needs.
• Depending on needs and circumstances of the organization to which you are assigned, you may perform disciplinary and adverse action duties, workers compensation duties, HR consulting duties and benefits administration duties.

Starting at $109,107 Per Year (SV I)

This Human Resource Specialist position is located at Denver International Airport (DEN), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Applying employee relations principles, practices, legal and regulatory requirements, and analytical skills sufficient to advise management about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems.
• Providing advice and assistance to management regarding appropriate disciplinary and adverse actions.
• Identifying and seeking guidance on fitness for duty and Family and Medical Leave Act (FMLA) issues.
• Applying knowledge of guidance, policies, principles, and practices related to employee conduct, performance, and dispute resolution.
• Analyzing a variety of employee conduct and performance-based problems.
• Providing ongoing HR services to managers and employees including initiating, tracking, and following up on cases and actions to ensure timely completion and regulatory compliance, and resolving recurring case specific problems or issues independently when applicable guidelines are available.
• Serving as the resident HR consultant by providing guidance on HR matters; responding to routine HR inquiry actions; ensuring compliance with applicable laws, regulations, and policies, and consistency with merit system principles; communicating changes to HR procedures and policies.
• Undertaking extensive research and analysis and coordinating with OHC senior specialist to ensure the most recent guidance is applied when making technical decisions or advising managers, staff, and employees.
• Providing guidance to junior staff as appropriate to accomplish work.
• Identifying and proposing technically sound and administratively compliant solutions to a range of recurring issues that require considerable judgment to ensure that recommendations and approaches that best meet operational needs.
• Depending on needs and circumstances of the organization to which you are assigned, you may perform disciplinary and adverse action duties, workers compensation duties, HR consulting duties and benefits administration duties.

Starting at $109,107 Per Year (SV I)

This Human Resources Specialist position is located at Denver International Airport (DEN), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Provide Human Resource related advice and guidance to professionals, managers, and employees sufficient to resolve recurring problems or those requiring adaptation of past precedents.
• Initiate, track and following up on cases and studies ensuring timely completion and regulatory compliance.
• Provide technical interpretations and guidance on Human Resource Management matters such as employee relations, labor relations, payroll and benefits, classification, staffing, and recruitment.
• Coordinate with Office of Human Capital senior specialists to ensure that the human capital decisions and activities within the organizational segment are consistent with Merit System Principles.
• Review decision letters regarding appeals and grievance for accuracy prior to delivery.
• Formulate creative resolutions to problems by applying knowledge of Workers' Compensation and other applicable technical program areas.

Starting at $91,753 Per Year (SV H)

This Human Resources Specialist position is located at Denver International Airport (DEN), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Provide Human Resource related advice and guidance to professionals, managers, and employees sufficient to resolve recurring problems or those requiring adaptation of past precedents.
• Initiate, track and following up on cases and studies ensuring timely completion and regulatory compliance.
• Provide technical interpretations and guidance on Human Resource Management matters such as employee relations, labor relations, payroll and benefits, classification, staffing, and recruitment.
• Coordinate with Office of Human Capital senior specialists to ensure that the human capital decisions and activities within the organizational segment are consistent with Merit System Principles.
• Review decision letters regarding appeals and grievance for accuracy prior to delivery.
• Formulate creative resolutions to problems by applying knowledge of Workers' Compensation and other applicable technical program areas.

Starting at $91,753 Per Year (SV H)

This Supervisory Human Resources Specialist position is located in the Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Responsible for supervising a team of HR professionals. Plans work to be accomplished by subordinates by preparing schedules for completion of work, assigns work based on priorities, selective consideration of the difficulty/requirements of assignments, and the capabilities of employees.
• Conducts research and evaluates options for use in implementing Human Capital (HC) programs and policies. Utilizes HR expertise to coordinate or direct program and policy implementation. Provides advice and guidance to junior specialists, professionals, managers, employees, and external representatives to resolve problems.
• Applies expert knowledge of the technical aspects of the HR work directed (e.g., staffing, benefits, worker's compensation, management employee relations).
• Identifies and proposes solutions to complex issues and concerns where previous studies and established techniques require modification and adaptation. Reviews policies and precedents in order to make a recommendation for applying them to sensitive or controversial cases or problems.

Supervisory/Managerial duties include serving as a first line supervisor for the organization. This includes but is not limited to: assigning work, setting priorities, and reviewing and evaluating work and performance of subordinates; approving leave; coaching and developing employees; recommending corrective or disciplinary actions; assisting in budget planning and projecting short-term needs; managing projects within assigned resources; resolving routine problems that typically impact the objectives of the organizational unit; and when required, coordinating with customers outside the immediate organization.

Starting at $102,613 Per Year (SV I)

• Serves as Human Resources (HR) Specialist for one or more functional areas of Military HR management functions: Man, the Force; and Provide, Coordinate, and Conduct Military HR Services and Support of Soldiers dispersed world-wide.
• Serves as an action officer and technical advisor in the management and administration of all aspects of the INSCOM Military and Civilian Honorary Awards programs and the Command Awards Program.
• Responsible for screening and notification of all HQDA Level Board results (promotion/command/school) to MSC Commanders.
• Authenticates/approves assigned military permanent orders in accordance with Army Regulations. Includes but is not limited to organizational orders and individual Temporary Duty orders.
• Provide narrative and statistical data for various one­time and recurring reports (e.g., Monthly Commander's Readiness update).
• Brief higher-level supervisors and managers and address specific questions/concerns of military personnel assigned to INSCOM.

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

• Advise officials concerning position management issues and serves as the delegation of classification authority (DCA) official's technical advisor for the Command's position management program.
• Review civilian personnel actions to ensure compliance with laws, regulations, negotiated policies, and local policies. Adjust and re-write local policies to increase efficiencies and strengthen the civilian personnel programs.
• Conduct in-depth, complex studies of special interest to the Command in order to resolve or anticipate difficult/controversial CPM program issues
• Recommend changes to the civilian personnel management program to comply with new policies or to improve recruitment and retention efforts across the command.
• Receive inquiries from field commanders, Army Commands (ACOMs), and CPOs regarding difficult/time-sensitive issues in the execution of the Command's civilian personnel management (CPM) objectives and priorities.
• Communicate with high level officials, including general officers, offering advice and options for meeting civilian personnel management goals.
• Develop comprehensive plans for adapting the civilian workforce to meet changing missions, changing resources, or other strategic organizational goals.

Starting at $99,942 Per Year (GS 13)