Total 5 aviation aircraft job vacancies in Human Resources category in Singapore

The incumbent researches and produces a wide range of original prepared documents, including legal briefs and other advocacy materials. May act as a contributing specialist on large work activities or as a project manager or team leader for large projects/ programs/activities. Serves as technical authority and provides counsel and assistance to management about union/management relations and grievances, as well as disciplinary, performance-based and other adverse actions; recommends appropriate actions and alternatives; provides counsel and assistance to management and employees on all matters arising under the Agency's Accountability Board program.

Applies experience and comprehensive knowledge applicable to labor and employee relations programs too plan and conduct functional activities for projects/programs. Assignments frequently require knowledge and experience working across functional and/or organizational lines. Typical assignments may include: to provide counsel and assistance in administering a wide number of union contracts; researches and interprets the Federal Labor Management Relations Statute and Merit Systems Protection Board case law; facilitates informal resolutions of grievances and ULPs; and serves as advocate in arbitration hearings and other Third-Party Proceedings, including but not limited to Pre-arbitration Review (PAR) meetings.

Independently plans time. Identifies, plans, and organizes available resources to accomplish programs activities. Makes optimal use of resources to complete activities within established schedules. Contacts are internal and external. May act as a point of contact to provide advice and guidance on the applications of policies and procedures. May be called upon to communicate FAA positions on policies and procedures internally and externally.

Established policies/procedures provide guidance for most assignments but allow considerable discretion for employee to select the most appropriate approach(es) or develop new approaches. Assignments regularly require interpretations of internal and external policies and extrapolations from precedents. Resolves most problems and work issues without the assistance of a manager or more experienced professional. Develops and recommends approaches to address current and anticipated problems and issues. Works with management and/or more experienced professionals to solve problems.

Work is reviewed rarely, typically though status reports and at project completion, to ensure policy compliance and alignment with the requirements of projects and/or other work activities. Work activities typically impact directly on the objectives of one or more organizational units, major subdivisions, and/or LOB's/SO's and may affect the objectives of the FAA. The work often affects internal and external customers.

FV-H duties: As a full performance level HR Specialist, applies experience and advanced knowledge applicable to projects/programs to plan and accomplish assignments. Assignments may include:

• Provide consultation services to managers and staff offices in the areas of recruitment and placement.
• Collaborate with managers on recruitment options, hiring flexibilities and incentives.
• Prepares vacancy announcements.
• Rates and ranks application packages for various positions.
• Adjudicates veteran's preference.
• Issues certificate of eligible applicants to managers
• Ensures legal appointment and assignment of selectees.
• Prepares and manages case files.
• Provides guidance on FAA Core Compensation plan and other FAA pay systems to LOB personnel, applicants and employees.
• Completes requests for personnel actions (SF-52) for various types of personnel actions and prepares and manages required documents for case files on personnel actions.
• Updates workload data and closes out merit promotion and recruitment files.
• Applies comprehensive knowledge of staffing principles, laws, and regulations.
• Utilizes high level knowledge and skill in the analysis and interpretation of governing laws, policies and HR principles and practices to effectively advise on and/or resolve operational problems.
• Trains and mentors lower band HR Specialists and Assistants.
• Performs other duties as assigned.

FV-I duties: As a senior HR Specialist, in addition to the duties above at the FV-I level assignments include:

• Troubleshooting and resolving difficult and complex problems associated with recruitment, staffing, compensation and position management issues.
• Provides authoritative advisory services to specialist, management officials, and business partners that include defining issues, determining applicable precedents, policies, laws, or regulations and identifying the most effective approach and validating the correctness and propriety of the actions taken.
• Assists managers in strategically integrating effective HR processes, programs and practices into their business operations.
• Collaborates with managers and business partners to achieve workforce planning objectives and agency time-to-hire goals.
• Serves as contributing specialist or as a project/team lead on large work activities.
• Serves as focal point for conducting annual self-accountability reviews of employment services.
• Conducts periodic/spot reviews of employment services products and transactions to assess accuracy and identify trends or best practices in processing.
• Analyzes and evaluates current staffing situations including turnover, vacancies, historical trends, and current recruiting strategies to identify and forecast potential staffing problems.
• Assess and advises management on the impact of proposed reorganizations and recommends alternative position management structures.
• Provides advice to managers and employees on interpretation of application of guidance pertaining to pay administration.
• Advises on setting and adjusting pay for new and continuing employees, pay limitations, flexibilities, incentives, special salary rates and FLSA.
• Performs other duties as assigned.

FV-F duties: As an entry-level HR Specialist under the close direction of more experienced HR Professionals performs the following duties:

• Advise and consult with managers, employees, and applicants on policies and procedures
• Consult with managers to determine short and long-term recruitment needs
• Research, interpret and apply HR laws, rules, regulations, policies, precedent decisions, etc.
• Draft vacancy announcements, assesses qualifications of applicants and applies Veteran’s Preference and other Special Hiring Authorities as applicable
• Process personnel actions and determine appropriate Nature of Action coding
• Apply basic pay setting rules and flexibilities as prescribed by policies and/or collective bargaining agreements
• Adhere to 80 day hiring model as appropriate
• Utilize various HR automated systems to complete assigned work
• Perform other duties as assigned

FV-G duties: In addition to the duties above, if selected for the FV-G you will:

• Apply merit systems principles to attract, develop, manage, and retain a high quality and diverse workforce
• Provide employment, staffing, and compensation services to fill paraprofessional, professional, technical, specialized, and related support positions
• Assist managers and supervisors by providing advisory guidance on title, series, and grade/band levels, application of pay flexibilities, etc.
• Assist management in developing crediting plans as well as other documentation necessary for the recruitment and placement of well-qualified candidates in internal or external competitive staffing actions.
• Demonstrate some independence in planning time and using assigned resources to accomplish tasks or small projects Evaluate applications and resumes for qualification, eligibility for special hiring authorities, adjudicate veteran's preference and initiate medical/security clearances
• Process personnel actions within Federal Personnel and Payroll System
• Support the communication between client organizations and the processing center by researching and coordinating technical requirements to ensure personnel actions are forwarding to the processing center for final action
• Consult with managers to determine short and long-term recruitment needs.
• Ensure personnel actions are annotated with the appropriate nature of action, legal authority, pay, and remarks; collects/analyzes data and information concerning time-to-fill metrics and accuracy of personnel actions
• May participate in new employee orientation sessions and special programs/projects
• Assist management by researching and gathering documents associated with Equal Employment Opportunity complaints, Freedom of Information Act requests, and drafting initial responses to Congressional complaints or applicant inquiries
• Perform other duties as assigned

FV-F duties: As an entry-level HR Specialist under the close direction of more experienced HR Professionals performs the following duties:

• Advise and consult with managers, employees, and applicants on policies and procedures
• Consult with managers to determine short and long-term recruitment needs
• Research, interpret and apply HR laws, rules, regulations, policies, precedent decisions, etc.
• Draft vacancy announcements, assesses qualifications of applicants and applies Veteran’s Preference and other Special Hiring Authorities as applicable
• Process personnel actions and determine appropriate Nature of Action coding
• Apply basic pay setting rules and flexibilities as prescribed by policies and/or collective bargaining agreements
• Adhere to 80 day hiring model as appropriate
• Utilize various HR automated systems to complete assigned work
• Perform other duties as assigned

FV-G duties: In addition to the duties above, if selected for the FV-G you will:

• Apply merit systems principles to attract, develop, manage, and retain a high quality and diverse workforce
• Provide employment, staffing, and compensation services to fill paraprofessional, professional, technical, specialized, and related support positions
• Assist managers and supervisors by providing advisory guidance on title, series, and grade/band levels, application of pay flexibilities, etc.
• Assist management in developing crediting plans as well as other documentation necessary for the recruitment and placement of well-qualified candidates in internal or external competitive staffing actions.
• Demonstrate some independence in planning time and using assigned resources to accomplish tasks or small projects Evaluate applications and resumes for qualification, eligibility for special hiring authorities, adjudicate veteran's preference and initiate medical/security clearances
• Process personnel actions within Federal Personnel and Payroll System
• Support the communication between client organizations and the processing center by researching and coordinating technical requirements to ensure personnel actions are forwarding to the processing center for final action
• Consult with managers to determine short and long-term recruitment needs.
• Ensure personnel actions are annotated with the appropriate nature of action, legal authority, pay, and remarks; collects/analyzes data and information concerning time-to-fill metrics and accuracy of personnel actions
• May participate in new employee orientation sessions and special programs/projects
• Assist management by researching and gathering documents associated with Equal Employment Opportunity complaints, Freedom of Information Act requests, and drafting initial responses to Congressional complaints or applicant inquiries
• Perform other duties as assigned

FV-G Duties:

Applies experience and detailed knowledge applicable to his/her discipline to plan and accomplish assignments. Applies merit system principles to attract, develop, manage, and retain a high quality and diverse workforce. Provides employment, staffing, and compensation services to fill paraprofessional, professional, technical, specialized, and related support positions; plans, coordinates and implements approved organizational structures that support desired grade/band levels and career pathways; assists managers and supervisors by providing advisory guidance on title, series, and grade/band levels; assists management in developing crediting plans and other documentation necessary for the recruitment and placement of well-qualified candidates in internal or external competitive staffing actions; identifies, analyzes, resolves difficult problems (e.g., qualifications disputes, controversial staffing issues, etc.); provides guidance to lesser experienced staff; May conduct research in the application of HRM laws, rules, regulations, policies, precedent, decisions, etc. Demonstrates some independence in planning time and using assigned resources to accomplish tasks or small projects. Drafts and builds job vacancy announcements for the various/multiple Occupational Job Series, (e.g., 1825, 2101, and 2152) for publishing. Generates candidate referral lists. Audits selections ensuring adherence to veteran’s preference; closes referral list when LOB requests list be closed. Evaluates applications and résumés for qualification and adjudicates veteran’s preference. Issues tentative and firm offer letters (TOL and FOL). Initiate hire actions in Workforce Transformation and Tracking System (WTTS) and processes new hire action within Federal Personnel Payroll System (FPPS). Generates reports detailing applicant’s status: outstanding clearance(s), academy class assignment, TOL/FOL date.

FV-H Duties:

In addition to the "G" duties, locates and identifies qualified candidates for vacancies through competitive and noncompetitive processes. Counsels applicants, employees, and managers on issues of varying complexity concerning recruitment, staffing, and compensation programs. Performs multiple and varying assignments under the limited direction of the HR branch manager, supervisor or team leader. May perform some leadership functions for small projects or other work activities. Applies experience and advanced knowledge applicable to his/her discipline to plan and accomplish assignments. Applies merit system principles to attract, develop, manage, and retain a high quality and diverse workforce. Demonstrates considerable independence in planning time and helping a manager, project/program manager, and/or team leader to plan and use assigned resources to accomplish projects/programs/activities.

Serves as the link between client organizations and the processing center by researching and coordinating technical requirements to ensure personnel actions are researched and coordinated with customers before forwarding to the processing center for final action. Ensures personnel actions are annotated with the appropriate nature of action, legal authority, pay, and remarks; collects/analyzes data and information concerning time-to-fill metrics and accuracy of personnel actions. Recommends improvements to processes and systems.