Total 32 Human Resources job vacancies in Langley AFB, Virginia

• You will independently develop case files and maintain an active and computerized personnel file system for officer candidates.
• You will assist with the accounting and management of the officer selection team marketing budget.
• You will collect and maintain all required documents essential to maintain pay records.
• You will initiate and coordinate the security clearances of officer candidates.
• You will prepare request for appointments packages.
• You will develop and prepare all officer selection team official correspondence, lists, vouchers, medical documents, reports and memoranda.

• Responsible for Flight Services, obtaining flight clearances, and validating required Flight Crew Information File (FCIF) and other Go-no-Go pre-flight data.
• Provides technical guidance and expertise in the scheduling of the flying unit Special Use Airspace (SUA).
• Monitors substantiating personnel listings, independently determines the status of incoming/outgoing Personnel in Change of Station (PCS), Separation/Retirement, and Temporary Duty (TDY) status, and performs a wide-range of aviation management duties.
• Manages aviation resource programs, utilizing Ad-Hoc reports and the Centralized AF ARMS systems; monitors the resources and training requirements for mission accomplishment and safety of flight.

• You will serve as a Labor and Employee Relations staff specialist with responsibility for assisting in planning and implementing of the Headquarters’ U.S. Marine Corps Employee and Labor Relations program.
• You will advise management officials on matters pertaining to disciplinary and adverse actions, leave, and performance management issues. Develop case strategy which takes into account relevant precedents from various forums.
• You will create case files and draft formal correspondence on disciplinary and adverse actions, and appeals.
• You will represent the Human Resources Branch in attempting to resolve employee grievances under the agency and/or negotiated grievance procedures.
• You will make assessments of the relevant facts in the grievance, identifying courses of action to resolve the matter and selling the solution to both management and grievant.
• You will analyze and resolve particularly complex and sensitive problems and issues. Assess the potential impact and precedent-setting implications of pending disputes before third-party authorities.
• You will assists parties in problem definition and assessment of alternative approaches to resolving problems.
• You will be responsible for components of the labor management relations activities, including contract administration; negotiations. Y
• You will assist and perform fact finding in connection with unfair labor practice charges and complaints of limited scope and complexity; and evaluate pertinent information and make recommendations for resolution.

• You will provide expert advice and counsel on performance evaluation appeals.
• You will provide briefings, point papers, and other informational material to all level of HQMC and the Department of the Navy, DoD, on issues relating to these areas.
• You will evaluate all appeals for performance evaluation review.
• You will develop, initiate, and provide leadership for decision-making on a wide variety of issues, using data resident in various Marine Corps historical records.

• As a Human Resources Specialist (Military), you will perform the following duties which is not an all-inclusive list:
• Advises on career management policies. Formulates and coordinates personnel replacement, policies, and procedures regarding replacements.
• Provides oversight for the officer and enlisted strength and assignments for CAC. Assists with the direction, coordination, and execution of a variety of military personnel programs.
• Develops, prepares, reports and continuously updates HR data. Maintains knowledge and expertise in the human resources arena.
• Reviews and analyzes the status report to identify current strength and MOS shortages. Collects and evaluates information and data and develops recommendations for timely decision making using statistical analyses regarding personnel readiness.
• Develops and maintains various automated unit readiness reporting systems, from HR data from installation and local data base systems and higher command systems.

• You will provide services in the areas of recruitment and staffing, compensation, and classification/workforce analysis.
• You will assists managers in developing staffing plans, generates statistical data to identify potential gaps (e.g., potential retirements, separations due to terminations of appointments, etc.)
• You will coordinate with EEO and other HR functional areas to provide seamless advisory services to managers.
• You will be a senior expert on recruitment and placement and classification for the entire NCIS organization, CONUS and OCONUS.
• You will provide expert advice and guidance to program managers, supervisors and HR Specialists on a variety of complex and controversial staffing issues.
• You will conduct formal position management studies, which involve reviewing organization and organizational structures.
• You will classify all levels of NCIS positions in accordance with the Office of Personnel Management (OPM) and/or Department of Defense (DoD) Position classification Standards, by conducting position analyses.

• Performs the full range of tasks for assigned areas such as assignment, enlistment, reenlistment, promotion, awards, performance evaluation, routine boards, separation, or similar actions and performs a substantive review of records to determine eligibility for actions
• Serves as a technical authority on all elements of active duty military personnel specialties and reviews reports, forms, documentation, and other related information concerning Air Force members and reviews/constructs/maintains military personnel records on all assigned areas
• Serves as the primary source of information regarding a wide variety of entitlement, allowance, and indebtedness actions and processes actions through military personnel data systems
• Reviews products to identify and correct mismatched data in system and to ensure projections and confirmations have consummated and required actions have been taken in the Personnel Data System
• Uses a variety of office automation hardware, software, and peripherals to perform miscellaneous administrative duties, special actions and other clerical support work pertaining to assigned area of military personnel

• Assist in the design, development, integration, test and fielding of devices, equipment or systems using established criteria or specifications.
• Assist in the inspection and evaluation of technical products, projects and resources.
• Identify technical problems and recommend corrective action.
• Review technical documents, product capabilities, vendor solutions, and contractor deliveries.
• Prepare technical reports, analyses and studies

Employee at this level is an expert within their functional area; heads of branches or divisions; or key program administrators. Conducts or directs activities or assists higher levels on challenging and innovative program development with only general guidance on policy, resources, and planning; develop solutions to highly complex problems requiring various disciplines; responsible for fulfilling program objectives. Results are authoritative and impact programs or the well-being of substantial numbers of people. Position involves 51% or more of time in direct support of acquisition positions.

Advises the Director, Military Policy and Management (S1P) and the Deputy Chief of Space Operations for Human Capital (CHCO) on the most efficient and effective force management policies and procedures for human capital management. Renders authoritative advice and conclusions regarding existing and proposed policies affecting the delivery of personnel force management policies for officer and enlisted personnel. The incumbent is responsible for providing Space Force policy, direction and oversight of $1.5 billion linked to military force management policies and programs, including Permanent Change of Station, Special Pays and Incentives.

Assists with development of the vision, doctrine, policies, procedures, and programs necessary to ensure technically accurate responses that conform to strategic guidance that ensures fiscal responsibility and the delivery of effective programs to provide and support all aspects of personnel force management program requirements. Management of the Space Force personnel policy portfolio presents unusual technical and oversight complexities and demands as well as managing substantial uncertainties and risks, involving a high-level of executive and independent analysis and interaction with political appointees and Congress. Provides policy guidance, interpretation, and waiver authority guidance to FLDCOMs, CCMDs, other Services, and outside government and private agencies to ensure proper human resource policies. Develops and implements short- and long-range strategic plans necessary to guide development and sustainment of the Space Force's force management programs.

Provides expert and independent analysis and recommendations to S1P and CHCO on legislation, OSD policy, and impacts to relations with other Services, government agencies, and private industry. Formulates and proposes policy or supporting legislation in concert with Space Force personnel and force management requirements. Provides independent and high-level justifications of Space Force and DoD needs and develops implementing programs for review/approval at Space Staff, Secretariat and OSD levels. Solicits inputs and develops legislative proposals on military personnel force management issues. Ensures military force management policies accomplish Space Force goals to have a "total force" integration. Authors, reviews, assesses, and develops Space Force response on legislative initiatives from other military components. Monitors authorization and appropriation acts and assesses impact on policy and program implementation for assigned program areas. Assists in developing and proposing legislative proposal initiatives where needed as they apply to evaluations, promotions, retirements, evaluations, and various force management initiatives.

Exercises and provides expert-level technical knowledge of personnel force management policies and procedures. Recommends courses of action, potential policy alternatives, as well as direct and indirect impacts to policies. Provides expertise of policy environment, to include (but not limited to) budgeting, programming, legislative initiatives, interactions with OSD, the Joint Staff, and Congress. Ensures understanding and appreciation of the need to coordinate policies, procedures, and recommendations with other Services, government agencies, or private industry. Maintains awareness of technical requirements for successful completion of items on the Task Management Tool, PPBES, ULB, and related programs. Ensures the requirements for these systems and programs are reflected in budget and systems requests as well as training for staff. Leads heavily matrixed teams from across the DAF, OSD, JCS, and interagency staff.

DUTIES AND RESPONSIBILITIES:
The primary purpose of this position is to provide clerical support and perform routine administrative tasks to assist HR Assistants and HR Specialists assigned to the personnel office.

• Provides general information regarding position vacancies, application procedures, status on vacancies and requests, etc.
• Receives requests for personnel actions.
• Checks request for completion and accuracy.
• Routes/prints requests for personnel action.
• Creates recruitment file/folders.
• Initiates and tracks local/installation records checks.
• Schedules and prepares in-processing and out-processing of employees.
• Reviews and verifies completion of personnel documents.
• Obtains missing information for personnel documents/records.
• Enters data into automated personnel systems.
• Assists in providing recruitment and placement service to Nonappropriated Fund (NAF) activities.
• Assist applicants in applying for vacancies.
• Coordinates onboarding tasks for new hires.
• Refers inquiries about specific issues or actions to the appropriate assistant/specialist.
• Performs a variety of general office duties such as receiving telephone calls and visitors, routing and filing correspondence, sorting and distributing the mail, and providing routine support tasks within the HR office.
• Performs records management tasks/responsibilities.
• Creates and maintains Official Personnel Folders (OPFs).
• Drafts outgoing correspondence.
• Operates a personal computer and office software programs to enter data, complete forms, and correct errors and omissions in documents, files, and records, as needed.
• Utilizes automated office equipment (i.e., copier, fax machine, or equivalent) in accomplishment of tasks.
• Makes copies, scans documents, uploads and files documents for casefile or recordkeeping purposes.
• Distributes copies of personnel actions.
• Performs other related duties as assigned.

Continued from Summary...
labor-management relations, and employment performance and conduct issues as well as in other areas such as resources management, position
management, and other special programs to support the employees, supervisors, managers, and senior leadership.
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DUTIES:

1. Provides strategic and technical guidance as well as consultative management advisory services at a Field Operating Agency on the effective use of HRM to support goals and objectives and produce results that accomplish AFPC missions.
2. Serves as AFPC Liaison between assigned Directorates/Special Staffs, installation CPS, and AFPC civilian personnel processing teams.
3. Conducts, leads, and/or participates in studies to improve HRM programs and/or influence policy changes for the FOA.
4. Performs program evaluation of a full range of HR programs at AFPC and develops and executes improvement/enhancement plans.
5. Prepares and delivers written reports and oral presentations, e.g., briefings, training sessions, consultations, orientations, and discussions with leadership, supervisors, and employees.

SUMMARY CONTINUED:

GS-11
The primary purpose of this position is: to perform a wide range of Human Resources (HR) duties at the installation, Direct Reporting Unit (DRU), or Major Command (MAJCOM) level to include employee relations, staffing, placement, performance management, labor relations, and advisory services for a variety of positions in an assigned area or organization.

DUTIES:

GS-09

• Performs developmental assignments.
• Performs recurring assignments.
• Carries out special projects and participates in special initiatives and studies.
• Prepares written correspondence and other documentation.

• Provides employee relations assistance for assigned organizations characterized by a wide range of
  occupations where work processes are mental, judgmental, involve public contact, or are coordinative in
  nature.
• Serves as the primary point of contact for a range of staffing, placement, and position management
  responsibilities.
• Provides consultation and assistance on conduct-related issues.
• Serves as the HR focal point for one or more employee relations programs.
• Prepares written correspondence and other documentation.

• Coordinate actions with other Army Civilian Personnel Advisory Centers who service subordinate organizations located throughout CONUS.
• Ensure determinations and decisions concerning major policy and courses of action are consistent with laws and regulations governing the administration of civilian personnel.
• Providing advice and guidance in a wide range of civilian personnel functions of labor relations; management employee relations; position management and classification; recruitment and placement; and workforce development and training.
• Supervise an immediate staff of Division Chiefs, Action Officers, and support personnel involved in the full range of human resources management functions.
• Provide overall management, leadership, direction, obtaining affirmative cooperation in meeting the basic objectives of the DoD Program for Stability of Civilian Employment, and is the Army principal point of contact in the region.

• Analyzes and interprets laws, DoDIs, AFIs, and higher headquarters guidance to implement and manage Air Force Reserve Accession processes and procedures to meet resource requirements for current and emerging Reserve missions.
• Provides Reserve Accession authoritative advisories, technical assistance, procedural guidance, and recommendations regarding Reserve Accessions; responds to Air Force, DoD, Congressional and other high level inquiries.
• Applies in-depth knowledge and understanding to use, manipulate, and apply various functions of the Military Personnel Data System (MilPDS) in order to input transactions and analyze output products used to control, assess, evaluate, track, approve/disapprove, and communicate tranacation status information as relates to the total Reserve Accession process.
• Performs special projects which includes preparing and staffing written correspondence, briefings and other documentation.

• You will serve as a senior advisor to ensure human capital requirements are met and in alignment with higher level policy.
• You will ensure staff initiate, monitor and track all requests for personnel actions (RPAs) for the command.
• You will gather information from higher headquarters and identify critical issues.
• You will develop implementation plans that consider personnel, budget, manpower and other management requirements.
• You will provide recommendations and propose plans to senior management.
• You will present formal and informal presentations pertaining to human capital issues.
• You will analyze mission, management objectives and organizational goal, projecting personnel needs and potential problems.
• You will perform on-going studies and analysis to access position structure trends and curtail problems.
• You will serve as the classifier for the command.