Total 167 Human Resources job vacancies in Brunei-Muara District

As a Human Resources Specialist, you will:

• Assist employees with questions relating to conduct and/or performance issues.
• Interpret and explain employee relations procedures, practices, policies, and guidelines.
• Develop knowledge in performance management policy and issues, including those applicable to Senior Executive Service and Senior Leadership employees.
• Aid in disseminating guidance and scheduling information regarding all stages of the performance management cycle.
• Disseminate procedures and scheduling information regarding awards of all types.
• Coordinate the delivery of mandatory training to Division employees, tracks and reports its completion.
• Compile reports on training and responds to related data calls, audits, and other activities.
• Study, review, and analyze new or proposed equal employment opportunity and disability-related policies, procedures, programs and guidelines.
• Review requests and medical documentation for Family and Medical Leave Act and reasonable accommodation purposes.
• Review, process and ensure compliancy of awards with Division policy.
• Organize and coordinate the logistics of annual awards ceremony.
• Oversee and manage the Division's Worklife Program to include advising section of compliance with policy and procedures.

As the federal agency whose mission is to ensure the fair and impartial administration of justice for all Americans, the Department of Justice is committed to fostering a diverse and inclusive work environment. To build and retain a workforce that reflects the diverse experiences and perspectives of the American people, we welcome applicants from the many communities, identities, races, ethnicities, backgrounds, abilities, religions, and cultures of the United States who share our commitment to public service.

Starting at $64,957 Per Year (GS 9-11)

(The duties described reflect the full performance level of this position)

Uses established Human Resources data standards and information technology principles to administer a segment of the agency's Human Resources information management systems.

Assists with providing technical guidance and direction to technician and clerical staff in the daily operation and maintenance of the Human Resources data system.

The incumbent provides assistance in the full range of services in the are as of recruitment and merit staffing; position management and classification; employee relations, recognition, and development; performance management, labor-management relations, and equal employment opportunity.

Incumbent provides day-to-day advice and guidance to management at the division level in the areas of personnel administration.

This includes recruitment, placement, and staffing; position management and classification; organizational and management analysis; policy and program development; salary and pay administration; employee-management relations; equal employment opportunity; employee development; personnel security and suitability; time and attendance and payroll; and related administrative functions..

.

.

Starting at $64,957 Per Year (GS 09)

(The duties described reflect the full performance level of this position)

Uses established Human Resources data standards and information technology principles to administer a segment of the agency's Human Resources information management systems.

Assists with providing technical guidance and direction to technician and clerical staff in the daily operation and maintenance of the Human Resources data system.

The incumbent provides assistance in the full range of services in the are as of recruitment and merit staffing; position management and classification; employee relations, recognition, and development; performance management, labor-management relations, and equal employment opportunity.

Incumbent provides day-to-day advice and guidance to management at the division level in the areas of personnel administration.

Personnel administration includes recruitment, placement, and staffing; position management and classification; organizational and management analysis; policy and program development; salary and pay administration; employee-management relations; equal employment opportunity; employee development; personnel security and suitability; time and attendance and payroll; and related administrative functions.

.

.

Starting at $64,957 Per Year (GS 09)

WHAT YOU'LL BE DOING DAY TO DAY

As an External Affairs Specialist, you will use your knowledge of and experience with the Office of Intergovernmental and External Affairs to optimize business results and customer experience by:

• Performing broad managerial planning, direction, and administration over external communications and outreach strategies to advance equity, justice and opportunity for Asian American, Native Hawaiian, and Pacific Islander communities.
• Ensuring the development of short and long-range external communications plans.
• Managing outreach with external stakeholders.
• Establishing and maintaining effective working relationships with other Federal agencies, State departments, external organizations and the public, in order to support the planning and execution of projects and assignments with interest in advancing equity, justice and opportunity for Asian American, Native Hawaiian, and Pacific Islander communities.

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

The incumbent of the position will serve as a senior recruitment and placement specialist providing a high level of program support in the staffing, recruitment, and pay administration program areas. Assignments include developing and applying recruitment and placement processes, rules, regulations, and laws and suggesting changes and new methodologies to management. The incumbent provides managers and employees with information and interpretations of HR policies, procedures and guidelines, when the issues addressed require substantial interpretation, there is potential for controversy, or the issue involves more than one area of HR policy.

• Provides expert program support of VACO/HRSC HR programs by developing comprehensive solutions to a broad range of the most difficult operational issues handled by the division. Evaluates staffing and recruitment programs to assess if they meet basic program goals and objectives.
• Provides recommendations that meet immediate as well as long-term needs.
• Provides recruitment consulting to fill especially hard-to-fill positions throughout the organization.
• Identify, analyze, and resolve complex problems which require the interpretation and adapting of guides which are only partially applicable and where few precedents exist.
• Reviews and interprets draft regulations, standards or other guides for impact on the recruitment program.
• Determines the degree of compliance with regulations and other employment program requirements.
• Ensures that assigned employee recruitment and placement programs meet requirements outlined in agency guidance.
• Provides technical advice and assistance to personnel and candidates in the resolution of complex recruitment and hiring problems for all levels and complexities of organizations, to include those whose organizational settings are characterized by historically chronic recruitment and staffing challenges.
• Reviews recruitment and placement actions and provides advice on difficult issues.
• Takes appropriate action to correct any inefficient, inadequate, or invalid actions and methods.
• Identifies problems and conflicts with current or acceptable policies and procedures.
• Reviews new or proposed HR policies, procedures and guidelines and makes recommendations to management on the need for changes in existing policies.
• Reviews and analyzes new or proposed HR policies, procedures and guidelines for impact on organization practices.
• Establishes and maintains a cooperative working relationship with managers.
• Meets with managers to develop adequate and accurate vacancy announcements and recruitment strategies.
• Carries out special projects (independently or in conjunction with Division Chief) relating to program operations and resources utilization. Develops and/or monitors proposals or plans related to the implementation of HR programs or projects.
• Leads ad hoc work teams on special projects, etc.
• Performs other related duties as assigned

Starting at $94,199 Per Year (GS 13)

The incumbent performs duties such as:

• Resolves very difficult and complex position management and position classification issues involving a variety of professional, administrative, technical, and clerical and wage grade jobs.
• Provides extensive assistance to supervisors and managers to: clarify and define duties and responsibilities of positions, interrelationships with other positions, and career patterns; to determine the types of positions required and the most appropriate organizational structure; and to recommend options or alternative courses of action for attaining human resource management goals.
• Uses knowledge and exercises judgment to assist managers withproblems associated with atypical combinations of duties, unique needs of small stations, weekend and seasonal work, remote locations, recruitment difficulties, and career enhancement.
• Analyzes duties and responsibilities of positions using a variety of methods and approaches such as on-site or telephone audits and review of background material and work samples.
• Evaluates jobs in accordance with position classification standards and principles to determine proper pay system, title, series, and grade, and prepares defensible evaluation statements based on thorough analysis.
• Conducts or participates in agency-wide position reviews; comments on and performs test application of proposed draft classification standards and develops standard position descriptions.
• Provides technical expertise in determining rates of pay.
• Analyzes individual cases to determine appropriate rate of pay considering many factors such as highest previous rate, special salary rates, retained grade and/or pay, pay schedule changes, etc.
• Gives advice to supervisors, managers and employees on basic pay, locality pay, special salary rates, pay flexibilities, FLSA and Title 5overtime determinations.
• Writes supplemental policies and memoranda, which interpret and implement regulations related to various human resource management programs. Develops new operating procedures as necessary to deal with emerging human resource management issues.
• Continually evaluates the effectiveness of human resource management programs and modifies or develops new procedures to assist management in developing and carrying out programs to satisfy the goals and mission of the FTC.
• Trains and advises managers, supervisors, and employees regarding various human resource management topics and their role in the human resource management program. Prepares background and informational materials for use in such training.
• Works with the Federal Personnel Payroll System (FPPS) as well as other computers systems and software in effecting personnel actions and completing work assignments. Actively supports and implements equal employment opportunity and Regional affirmative action programs.
• Guides a team of human resources management specialists and/or assistants.
• Assigns day-today work, sets priorities, devises a training plan for assigned specialists and/or assistants.

Starting at $94,199 Per Year (GS 12)

• 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.

Starting at $132,368 Per Year (GS 14)

These positions are unpaid internships. The intern's primary responsibilities include the following: 

Human Resources Office of the Director Internship

• Conducts an assessment of the Human Resources Division function's current utilization of technology. 
• Identifies areas where technology can be leveraged to enhance the employee and HR experience. 
• Utilizes SharePoint to streamline HR processes. document management and collaboration. 
• Develops and maintains SharePoint sites and pages to support HR. 
• Provides training to HR staff on SharePoint usage. 

Human Resources Benefits Internship 

• Evaluates the existing New Employee Orientation and Onboarding process to identify areas for improvement. 
• Conducts research and benchmarks best practices to enhance the onboarding experience. 
• Collaborates with HR team members to develop and implement improvements to the onboarding process. 
• Creates a customer survey to gather feedback from new employees on their onboarding experience. 
• Proposes innovative solutions to enhance the overall onboarding experience. 
• Collaborates with cross-functional teams to ensure alignment and consistency in onboarding practices. 

Starting at $0 Without Compensation (JS NA)

• You will plan negotiating strategies by analyzing labor management issues and provide guidance to the NAVFAC Labor and Employee Relations Community.
• You will inform and assist managers in the application of civilian personnel policies and procedures in employee relations (e.g., discipline, grievances, appeals, fair employment practices, performance management, attendance and leave, etc...).
• You will present the impact of potential decisions on strategic plans to an audience with multiple areas of expertise.
• You will develop evaluation strategies to measure a human resources organization's effectiveness in meeting program requirements.

Starting at $94,199 Per Year (GS 12-13)

• Serve as the Product Delivery Manager (PDM) for Center for Enterprise Human Resources Information Services (CEHRIS) products supporting the Product Owner and demonstrates a thorough understanding of program goals and objectives.
• Interpret and apply HR policy and practices to provide specialized expertise to the system development process.
• Responsible for the communication, tracking of deliverables and prioritization for a matrix team/project.
• Lead Integrated Project Team (IPT) as the Subject Matter Expert for assigned product from the design phase through the deployment and sustainment of a project.
• Responsible for the governance, requirements gathering, acquisition, design, development, configuration, system testing, implementation, and sustainment of targeted software solutions across the Agency.
• Manage shifting priorities and demands to ensure project results and that both functional and timeliness requirements are met.
• Provide product delivery expertise, leveraging industry methods such agile as appropriate, providing iterative system development, testing, training, deployment, and sustainment across the VA enterprise.
• Provide oversight, direction, and communication to contractor support staff to include project schedules, deliverables, and performance.
• Stay up to date on current and pending laws, regulations, executive orders, mandates, and judicial decisions that impact functional aspects of HR; to include CFR, USC, Federal Registers, MSPB Decisions, VA HR Directives, OPM Circulars, FAR, etc.

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

• You will be responsible for receiving, reviewing, controlling, and processing Physical Evaluation Boards (PEB) decisions and Department of Veterans Affairs (VA) disability ratings.
• You will be responsible for administrative actions and interpretation of regulations and directives pertaining to retirements, separations, and DES boards for officers and enlisted Sailors and Marines throughout the Department of the Navy.
• You will provide advice and assistance on appropriate processing and/or disposition to PEB personnel when difficulties are encountered, and provide interpretation of disability separation and retirement regulations and relating regulatory directives.
• You will monitor the status of cases within the PEB to ensure smooth and expeditious handling, generates PEB performance reports, and advises the Supervisor of potential problem areas and/or methods and procedures to improve internal operations.

Starting at $64,957 Per Year (GS 9)

This position is also being announced as a Merit Promotion (MP) announcement. If you meet the area of consideration requirements for the MP announcement, you can apply to that one as well: HHS-ASFR-MP-23-12140087.

The Program Manager performs the following duties:

• Serves as a Program Manager leading a Federal shared services Program Management Office (PMO).
• Provides leadership and partner liaison operational support, administrative oversight, marketing and outreach support, and partnership
  development to the Deputy Executive Director as well as other US Government senior executive officials on cross-cutting grant program activities and initiatives pertaining to grant management, grant information systems, contracts, and partnership support.
• Plans, organizes, and oversees efforts and projects that are aimed at achieving and improving the quality, effectiveness, and timeliness of program accomplishment.
• Advises and provides partnership support to the Executive Director and external stakeholders concerning overall program effectiveness.
• Performs a full range of supervisory/managerial duties and responsibilities over assigned staff to achieve operational goals and objectives.

Starting at $155,700 Per Year (GS 15)

This position is also being announced as a Delegated Examining (DE) announcement. If you do not meet the area of consideration requirements for this announcement, please apply to the DE announcement: HHS-ASFR-DE-23-12139181.

The Program Manager performs the following duties:

• Serves as a Program Manager leading a Federal shared services Program Management Office (PMO).
• Provides leadership and partner liaison operational support, administrative oversight, marketing and outreach support, and partnership development to the Deputy Executive Director as well as other US Government senior executive officials on cross-cutting grant program activities and initiatives pertaining to grant management, grant information systems, contracts, and partnership support.
• Plans, organizes, and oversees efforts and projects that are aimed at achieving and improving the quality, effectiveness, and timeliness of program accomplishment.
• Advises and provides partnership support to the Executive Director and external stakeholders concerning overall program effectiveness.
• Performs a full range of supervisory/managerial duties and responsibilities over assigned staff to achieve operational goals and objectives.

Starting at $155,700 Per Year (GS 15)

WHAT YOU'LL BE DOING DAY TO DAY

As a Program Analyst, you will use your knowledge of and experience with the Office of Intergovernmental and External Affairs to optimize business results and customer experience by:

• Analyzing and evaluating the efficiency and effectiveness of agency programs; selecting appropriate qualitative and quantitative techniques for a specific situation; and developing and applying new approaches for conducting complex, comprehensive studies which deal with major issues affecting program management.
• Participating in studies, problem solving, or project management, to address specific problems, issues, and challenges that confront program managers in the organization.
• Utilizing a range of qualitative and/or quantitative methods for the assessment and improvement of complex program effectiveness.
• Advising Senior management utilizing stakeholder engagement and communications techniques or tools.

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

• 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.

Starting at $132,368 Per Year (GS 14)