Total 16 Service Engineer job vacancies in Human Resources category in Albuquerque, New Mexico

• Duties are listed at the full performance level GS-11.
• Participates in studies and initiatives to improve the Human Resources program and its ability to provide services to the organizations served.
• Performs reviews of classification determinations to confirm the appropriate application of classification standards and may confirm or change the determination based on the review and classification rationale.
• Reviews and analyzes information from position descriptions, organizational charts, and other document to determine solutions for problems, and advise management.
• Writes panel results and panel recommendations for appropriate coordination and approval.
• Provides written reports and/or briefings outlining findings and recommendations, and coordinates results with activities both within and outside the Classification and Position Management Branch.
• Applies sound judgment, innovation, and initiative in handling unusual or controversial situations

Starting at $57,118 Per Year (GS 9-11)

As a Natural Resource Planner your duties will include but are not limited to the following:

• Develops, coordinates, and reviews Comprehensive Conservation Plans, Habitat Management Plans, NEPA documents, and other agency compliance and planning documents.
• Develops, schedules, budgets and implements planning activities including field work, document preparation, data analysis, public involvement, and appropriate public legal notices.
• Provides guidance in the pre-planning process, identification of appropriate NEPA compliance, and preparing and implementing public involvement plans. Monitors daily work flow and completion of scheduled tasks, and ensures that interrelated tasks are properly integrated.
• In carrying out this work, coordinates closely with Refuge field and regional staff to schedule the development of documents and to ensure products comply with FWS policy and will benefit Refuge resources.
• This requires the ability to develop, coordinate, or review plans that may encompass any and all programs that affect fish and/or wildlife and their habitat conditions including, but not limited to, wetland management, water quantity/quality, timber/forestry, or grassland management and/or restoration.
• Coordinates complex and controversial natural resource planning activities and serves as a Service representative regarding planning policy and plan development.
• Prepares contract scopes of work and selection criteria and recommends appropriate types of contracts to award for each planning effort.
• Chairs selection committees for contracts with private land use planning and design firms engaged to assist with Service comprehensive planning, Refuge step-down planning, or NEPA compliance planning.
• Manages a variety of planning related contracts and serves as the contracting officer's technical representative.
• Develops and administers contracts with firms or institutions for services such as data collection, analysis, and the preparation of documents, including maps and other graphic material, and conduct of public meetings.
• As part of the process of Refuge planning, develops clear and complete written documents that are understandable by the general public and effective for refuge manager and staff implementation. Written materials may include briefing materials, reports, contracts, maps, graphics, tables, and other visual aids.
• Responds to written, telephone and in-person inquiries from refuge staff and the public and the news media, obtaining and providing requested information within established guidelines of the office and in conformance with agency and Departmental policy. Schedules public meetings and hearings to discuss proposed or existing programs or projects.

Starting at $69,107 Per Year (GS 11-12)

• Provides management with interpretations of policy and procedures and recommended actions to take on labor issues, and will be responsible for developing solutions for often complex issues.
• Provides recommendations, guidance, interpretation and information to managers and union officials, and ensures issues relative to the agency are adequately addressed
• Drafts negotiated agreements consistent with law, rule and regulation for negotiations in a number of program areas sufficient to obtain Agency Head Review and concurrence.
• Serves as a Agency Representative in Unfair Labor Practice charges, Unit Petitions, Negotiability Appeals, and Impasse proceedings. Serves as technical liaison and participates in hearings before the Federal arbitrators.
• Conducts studies and coordinates projects that involve analyzing and recommending changes to the structure of Labor Relations work.

Starting at $98,496 Per Year (GS 13)

• Internal Placement and Recruitment: Provide information regarding the Merit Promotion plan (MPP) and Excepted Service Examining Plan to managers and applicants by providing interpretation in degerming the compliance with regulations and other employment program requirements.
• External Placement and Recruitment: Provide external placement and recruitment duties by using multiple recruiting strategies including special appointment authorities for the handicapped/disabled, Federal Career Internal Program (FCIP), student employees, displaced employees, veterans, overseas returnees, direct hires (DH), and Delegated Examining (DEU) to complete placements.
• Technical Assistance: Provide information to hiring managers with minimum pay setting, appointment above the minimum, retention and relocation incentives, special pay, service credit and leave and other compensation and retention flexibilities. Provide information to employees on the Electronic Questionnaires for Investigations Processing (eQIP); processes the forms for pre-security clearances and background investigation clearances for completion including Personal Identity Verification (PIV) requirements. Prepare monthly, annual and special reports. Provide orientation to HR staff, managers and employees on staffing placement functions with use of webbased applications and personnel actions.

NOTE: This position is being announced concurrently with announcement IHS-23-CH-12117500-ESEP/MP for candidates at the GS-09/11 level, please review vacancy announcement for eligibility requirements. Applicants must apply separately for each announcement in order to be considered for each grade level.

Starting at $47,148 Per Year (GS 7)

NOTE: This position is being announced concurrently with announcement IHS-23-CH-12117499-ESEP/MP for candidates at the GS-07 level, please review vacancy announcement for eligibility requirements. Applicants must apply separately for each announcement in order to be considered for each grade level.

• Internal Placement and Recruitment: Provide information regarding the Merit Promotion plan (MPP) and Excepted Service Examining Plan to managers and applicants by providing interpretation in degerming the compliance with regulations and other employment program requirements.
• External Placement and Recruitment: Provide external placement and recruitment duties by using multiple recruiting strategies including special appointment authorities for the handicapped/disabled, Federal Career Internal Program (FCIP), student employees, displaced employees, veterans, overseas returnees, direct hires (DH), and Delegated Examining (DEU) to complete placements.
• Technical Assistance: Provide information to hiring managers with minimum pay setting, appointment above the minimum, retention and relocation incentives, special pay, service credit and leave and other compensation and retention flexibilities. Provide information to employees on the Electronic Questionnaires for Investigations Processing (eQIP); processes the forms for pre-security clearances and background investigation clearances for completion including Personal Identity Verification (PIV) requirements. Prepare monthly, annual and special reports. Provide orientation to HR staff, managers and employees on staffing placement functions with use of webbased applications and personnel actions.

Starting at $57,672 Per Year (GS 9-11)

NOTE: This position is being announced concurrently with announcement IHS-23-NJ-12124768-ESEP/MP, please review vacancy announcement for eligibility requirements. Applicants must apply separately for each announcement in order to be considered for each grade level.

• Reviews actions of performance and/or conduct actions submitted by supervisors and provides guidance on complex and/or sensitive issues.
• Reviews routine to complex, multi-issue, and multi-party complaints or grievances.
• Provides advice on the preparation of disciplinary and adverse action, and administrative grievance, and evidentiary documents required to execute the actions while complying the Collective Bargaining Agreement (CBA) and regional policies and regulations.
• Reviews Performance Management Appraisal Management (PMAP) or other performance and conduct related action on complex and/ or sensitive issues that can be address at the lowest level.
• Review actions of Union grievance submitted by supervisors and provide guidance on complex and/or sensitive issues on Union grievance response by complying with the Collective Bargaining Agreement (CBA) formal grievances process.
• Assists in reviews and analyzes the effects of proposed and actual changes to employee relations policies and guidelines that impacts a significant organizational segment of an organization, such as a Regional Office, Service unit, or major field unit.
• Analyzes the effects of changes in laws and regulations and develops, reviews, and analyzes new or proposed labor relations policies, procedures, and guidelines that impact a significant organizational segment of an organization.
• Provides client managers, supervisors, and employees with information and interpretations of the Regional Human Resources Office's employee conduct and performance management, procedures, practices, policies, and guidelines.
• Provides quarterly managers and supervisors trainings on the new and updated Regional Human Resources rules, regulations, policies, and Collective Bargaining Agreement (CBA).
• Serves as a technical advisor in cases with potential impact on a labor relations program area in a major organizational segment, such as a service unit or regional office.
• Prepares the final employee and labor case files for potential appeal cases of the Merit System Protection Board (MSPB), Office of Special Counsel (OSC), Unfair Labor Practice (ULP) or Arbitration and identify training needs for supervisor after reviewing the final case file.
• Reviews complex leave package with the applicable medical certification. Provides approval letter for Family Medical Leave Act (FMLA) and Paid Parental Leave.

Starting at $83,634 Per Year (GS 12)

• Serve as the primary advisor on matters related to cultural and natural resource management, museum management, ethnographic resources, historic structures, cultural landscapes, lands, and associated laws, regulations, and policies.
• Provide leadership and directs comprehensive and intricated program of resources management activities that involves sensitive and complex issues that may impact a wide variety of park issues.
• As a member of the park's management teams, coordinates with the Superintendents, the other division leads, and park staff in accomplishing the mission of the parks and appropriate protection and preservation of park resources.
• Prepare and coordinate the efforts of others in the preparation of resources management plan and specific actions plans pertaining to the management and protection of cultural and natural resources. Supervises a diverse team of specialists and technicians.
• Develops and implements long range plans for the inventory, evaluation, documentation, preservation, research, and collaborates with interpretation of the resources within the appropriate mission, objectives, and resources contexts.
• Oversees the management of two curatorial facilities, one of which is a Regional Hub. Coordinates documentation, preservation, protection, exhibition, and use of parks collections, whether housed in the parks or at an outside repository according to NPS guidelines.
• Coordinates environmental and cultural resources reviews of projects and management decisions under the National Environmental Policy Act and the National Historic Preservation Act and administers the park's PEPC (Planning, Environment and Public Comment) database and documentation.

Starting at $84,928 Per Year (GS 12)

• Exercises responsibility and delegation of authority to manage a Human Resources program to assure staffing in all serviced positions by recruitment, reassignment or promotion of employees for maximum utilization of skills and mission accomplishment.
• Establishes administrative directives, standards, guidelines and assures adherence to administrative management.
• Determines program goals and objectives and monitors the overall aspect success in meeting each goal.
• Provides policy or technical guidance by interpreting regulations, requirements and procedures concerning human resources issues.
• Assures and provides Human Resources service to the Public Health Service Commissioned Corps Officers; including assisting management explaining civil service qualification and hiring requirements.
• Formulates and issues instructions and procedures for non-routine or complex assignments, new or changed programs, function, procedures, personnel assignments and other operational matter proposed by employees.
• Makes decisions on problems not covered by precedents, protocols, or established policy.
• Reviews and analyzes records, reports and other work activities to evaluate performance.
• Serves as an authority on Indian Preference and Veterans' Preference laws, regulations, and policies.
• Assures selection, placement and utilization of qualified employees, interviewing applicants, analyzing qualifications, referring candidates to program officials.
• Provides management advisory services concerning cases or problems arising from decisions and/or stands involving human resources areas.
• Exercises direct management and supervisory authorizes on all matter pertinent to personnel management.
• Directs classification, staffing automated timekeeping system, electronic pay and personnel processing functions.
• Makes decisions on work problems by implementing and monitoring performance standards, evaluates subordinates' performance.

Starting at $82,830 Per Year (GS 12)

• Provides technical leadership to carry out various types of complex natural resource conservation programs.
• Provides expertise in program management, training, and quality control for NRCS Farm Bill Programs.
• Provides direction to landowners and operators to develop a wide variety of conservation plans.
• Provides guidance and leadership in a work team environment to develop and implement ways to improve the efficiency, effectiveness, and quality of the products and/services provided to customers.

Starting at $69,107 Per Year (GS 11-12)

• Provides program leadership and direction, policy development, program and management guidance, oversight, strategic planning, priority development, and advisory and consultation services in the assigned Human Resources program area.
• Collaborates and consults with key management officials to build consensus for resolving issues that involve major precedent-setting cases or Human Resources program changes that significantly affect how the agency does business.
• Maintains continuing surveillance of trends with respect to service operations, customer service, and partnerships with other HR programs.
• Ensures that Forest Service strategic plan, mission, vision and values are defined and communicated to Branch personnel and integrated into the Branch’s strategies, goals, objectives, work plans, work products and services.
• Promotes equal opportunity and employs nondiscriminatory practices for merit promotion, recruitment and hiring of applicants.

Starting at $116,393 Per Year (GS 14)

• Develops and implements a continuing, dynamic, conservation program, which meets Agency objectives and local needs, and monitors the status of the conservation program.
• Makes needed adjustments in plans and service operations by providing technical assistance on land use and treatment problems and provides inventories and evaluations and other factual data involving soil and other resource interpretations.
• Supports the local Soil and Water Conservation District (SWCD) governing body (or equivalent) in the development and implementation of long range and annual work plans.
• Provides technical expertise in soil and water conservation technology and leadership in formulating land treatment plans to meet planning project objectives for enhancing national economic development and environmental quality.
• Manages and directs field office operations and staff in the development of business plans, and establishes performance measurement.
• Assists staff with administrative assistance, equipment needs, and procurement of supplies; and maintains records, employee development, and safety programs.
• Develops and maintains an information and education program. Conducts field tours and demonstrations to further the development of conservation programs.

Starting at $83,634 Per Year (GS 12)

NOTE: This position is being announced concurrently with announcement IHS-23-NJ-12124769-DE, please review vacancy announcement for eligibility requirements. Applicants must apply separately for each announcement in order to be considered for each grade level.

• Reviews actions of performance and/or conduct actions submitted by supervisors and provides guidance on complex and/or sensitive issues.
• Reviews routine to complex, multi-issue, and multi-party complaints or grievances.
• Provides advice on the preparation of disciplinary and adverse action, and administrative grievance, and evidentiary documents required to execute the actions while complying the Collective Bargaining Agreement (CBA) and regional policies and regulations.
• Reviews Performance Management Appraisal Management (PMAP) or other performance and conduct related action on complex and/ or sensitive issues that can be address at the lowest level.
• Review actions of Union grievance submitted by supervisors and provide guidance on complex and/or sensitive issues on Union grievance response by complying with the Collective Bargaining Agreement (CBA) formal grievances process.
• Assists in reviews and analyzes the effects of proposed and actual changes to employee relations policies and guidelines that impacts a significant organizational segment of an organization, such as a Regional Office, Service unit, or major field unit.
• Analyzes the effects of changes in laws and regulations and develops, reviews, and analyzes new or proposed labor relations policies, procedures, and guidelines that impact a significant organizational segment of an organization.
• Provides client managers, supervisors, and employees with information and interpretations of the Regional Human Resources Office's employee conduct and performance management, procedures, practices, policies, and guidelines.
• Provides quarterly managers and supervisors trainings on the new and updated Regional Human Resources rules, regulations, policies, and Collective Bargaining Agreement (CBA).
• Serves as a technical advisor in cases with potential impact on a labor relations program area in a major organizational segment, such as a service unit or regional office.
• Prepares the final employee and labor case files for potential appeal cases of the Merit System Protection Board (MSPB), Office of Special Counsel (OSC), Unfair Labor Practice (ULP) or Arbitration and identify training needs for supervisor after reviewing the final case file.
• Reviews complex leave package with the applicable medical certification. Provides approval letter for Family Medical Leave Act (FMLA) and Paid Parental Leave.

Starting at $83,634 Per Year (GS 12)

• Duties listed are at the full performance GS-09 level.
• Uses standard human resources management principles, methods, and practices to solve problems.
• Explains and advises co-workers, supervisors, and/or customers on standard regulations or practices.
• Conducts research on laws, policies, and regulations and provides advisory opinions related to human resources functions.
• Defines situations related to standard issues, determines applicable laws and regulations, and provides the most effective and legal resolution.
• Performs compensation work assignments such as pay adjustments, special salary rates, allowances, differentials, hours of duty, premium pay, grade and pay retention, recruitment and retention flexibilities, back pay and settlement of claims.

Starting at $46,696 Per Year (GS 7-9)

• Performs duties of a Human Resources Specialist for assigned units and leads a multi-functional team of Human Resources Specialists and Human Resources Assistants performing internal/external recruitment and placement.
• Coaches the team in the selection and application of problem-solving methods; provides advice on procedures; and assists team members in identifying parameters for appropriate solutions.
• Reviews actions for accuracy and completeness prior to forwarding for processing, ensuring all required technical aspects of requested personnel actions are researched and coordinated with appropriate management personnel prior to submission.
• Trains and helps identify trends that require training, both in teamwork and in subject-matter skills.
• Monitors and reports on work progress; checks work in progress and reviews completed work to see that supervisor’s priorities, instructions, quality criteria, and deadlines have been met.

Starting at $82,830 Per Year (GS 12)

• Interpret and review a wide range of HR practices, laws, regulations, policies, and precedents sufficient to ensure work performed by staff is in compliance.
• Provide operational and advisory human resource services that may require identification and analysis of management staffing problems and resolutions for a total human resources viewpoint.
• Plan, develop, execute, and evaluate any given HR program such as: classification, benefits, pay, workers compensation, recruitment, and/or staffing for the Forest Service.
• Participate in resolving broad programmatic issues that significantly impact Forest Service-wide HR program administration.
• Establishes and communicates guidelines and performance requirements to employees; conducts formal performance reviews; and identifies and provides for the developmental and training needs of employees.
• Promote equal opportunity and employ nondiscriminatory practices for merit promotion, recruitment and hiring of applicants; encouragement, recognition and fair treatment of employees; and career development and full utilization of employees skills.

Starting at $82,830 Per Year (GS 12)