Total 10 Human Resource Admin job vacancies in Kuala Lumpur Federal Territory of Kuala Lumpur Malaysia

• 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

• Serves as the Chief of ERPM, with responsibility for managing, supervising, and directing the activities of the staff relating to the Senior Executive Service (SES), Senior Level (SL), and Schedule C employees.
• Provides leadership and direction in the areas of classification, SES/SL recruitment, compensation, and performance management policy development and implementation for the Civil Service and SES/SL employees.
• Coordinates the integration of the division's programs with other human resources management programs to ensure achievement of organizational objectives, assessing this impact, and planning short and long range goals toward program improvement.
• Serves as a representative of the Department to the Office of Personnel Management, the Merit Systems Protection Board, the Senior Executives Association and other Federal agencies in all matters under the jurisdiction of the Division.
• Exercises managerial cognizance over and responsibility for planning, directing, and evaluating the programs of the staff.

• 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

• 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.

• Plans, oversees, integrates, implements and evaluates the Department's policy and operations with regard to executive resources, political appointments, performance management, recruitment, position management and classification.
• Assists in creating long range policies to address unprecedented issues in executive resources that require the generation of Human Resource innovations, concepts or principles that lead to department-wide developments and changes.
• Reviews, modifies, approves, or rejects proposals for changes to functions, structure, procedures, or policies and participates with higher management making decisions on major changes in work plans operations.
• Consults with Division Director Executive Resources and Performance Management Division, the CSTM Director/Deputy, the Deputy Assistant Secretary for Global Talent Management, and the Department's Executive Resources Board.
• Develops strategies to include presentations, briefings, conferences, seminars, speeches, etc. to ensure full understanding of Department performance management, recruitment, staffing and employee development policies and related plans/achievements.

• HR Consultations: collaborates with hiring managers to develop strategies to attract, hire, and retain a skilled, diverse, and motivated workforce
• Recruitment & Staffing: executes recruitment strategies by utilizing a variety of job opportunity announcements; utilizes HR systems to track recruitment and processes staffing actions in accordance with OPM guidelines
• Program Representation/Liaison: coordinates with Departmental HR and financial systems on matters relating to position classification, performance management, HR development, benefits, employee relations, and labor relations

• Preparing recruitment request and information for job opportunity announcements, developing crediting plans, reviewing job applicants' basic eligibility and qualifications
• Advising management on long-term recruitment strategies to best attract, hire and retain skilled, diverse and motivated workforce including available flexible hiring authorities, sources and programs
• Serving as an expert and employee counselor for any or all areas of staffing and recruitment, position classification, performance management, employee relations, payroll, employee benefits or other related services
• Reviewing, preparing, and/or coordinating controversial, high priority and complex position classification requests from management officials to assess the accuracy and adequacy of the requests and its supporting documentation

Student Trainee (Human Resources), (GS-05): 

(MED/DO/EX/HR):  Bureau of Medical Services, Directorate of Operations, Executive Office, HR Division: Assists with Awards Program, will serve as the Telework Coordinator, will help with performance evaluations, backup for REA Program & Supports HR Division and Chief and Senior HR Specialist.

The incumbent will be trained to respond to general program inquiries, check cases for required documentation and/or process applications, utilize automated HR systems to track and monitor case assignments, and perform other duties as assigned.

The Bureau of Consular Affairs, Human Resource Division, Executive Director (CA/EX/HRD), provides human capital management support to ensure that domestic offices have the human resources they need to carry out CA’s mission. HRD’s responsibilities include recruiting, performing HR-related actions, analyzing resource distribution and management structures, managing employee relations, and coordinating employee training.

As a (Recent Graduate) HR Specialist, GS-07 you will:

The specialist provides client Bureaus with limited services in at least the first two of the following human resources (HR) functions: staffing and recruitment, workforce development, classification and position management, pay and compensation, leave administration, benefits, performance management, and /or information systems. Performs organization and position management, staff acquisition, and other HR functions that present non-controversial, well – precedented factual, procedural, and recurring issues for which there are readily apparent solutions. Where more complicated issues arise, consults his/her supervisor or a senior HR Specialist. He/she initiates all requests for personnel actions for the Civil Service, ensuring accurate preparations and accomplishment of purpose. The specialist ensures active follow-up through the entire process for various types of assignments/appointments. He/she processes the Foreign Service personnel actions that affect awards, benefits or corrections. The specialist exercises technical authority for personnel actions. Ensures personnel actions and processes conform to applicable laws and regulations. He/she takes appropriate corrective action when deficiencies are found.

• Oversees the full range of HR Management and HR Development (HRD) functions for the serviced Bureau and offices.
• Prepares recruitment requests and compiles information for job announcements.
• Reviews and prepares routine, high priority, and complex position classification requests submitted by management officials, assessing the accuracy & adequacy of the request and its supporting documentation.
• Advises managers about appropriate disciplinary or corrective performance management techniques that are responsive to a range of conduct and performance problems.
• At the GS-11/12 level, the incumbent performs essentially the same duties as outlined above; however, the scope and complexity of assignments are of less responsibility and independence and receives closer than normal supervision than GS-13.