Total 167 Human Resources job vacancies in Brunei-Muara District

WHAT YOU'LL BE DOING DAY TO DAY:

As a Director Asia and the Pacific, you will use your knowledge of and experience with Office of the Secretary, Office of Global Affairs, to optimize business results and customer experience by:

• Acts as a focal point for coordination and consultation on public health and social welfare issues in the Asia-Pacific Region.
• Collaborates with internal and external stakeholders on a broad range of policy and programmatic issues, such as health financing and reform, the control of infectious diseases, the management of chronic diseases, consumer-protection issues that involve food and drugs, family policy, social-welfare reform, epidemiological studies, and basic biomedical and applied public-health research.
• Works effectively with those who represent a wide variety of often competing interests, including those of other Governments, and in the coordination of diverse stakeholders across U.S. Government Departments and agencies in the development of policy.
• Participates in U.S. Government delegations to international meetings where applicant articulated and presented ideas and policies effectively to a range of audiences, including representatives of countries from all parts of the world, including Ministers, diplomats, public- and private-sector experts from developed and developing countries, and high-ranking officials of multilateral organizations.

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

WHAT YOU'LL BE DOING DAY TO DAY:

As a Director Asia and the Pacific, you will use your knowledge of and experience with Office of the Secretary, Office of Global Affairs, to optimize business results and customer experience by:

• Acts as a focal point for coordination and consultation on public health and social welfare issues in the Asia-Pacific Region.
• Collaborates with internal and external stakeholders on a broad range of policy and programmatic issues, such as health financing and reform, the control of infectious diseases, the management of chronic diseases, consumer-protection issues that involve food and drugs, family policy, social-welfare reform, epidemiological studies, and basic biomedical and applied public-health research.
• Works effectively with those who represent a wide variety of often competing interests, including those of other Governments, and in the coordination of diverse stakeholders across U.S. Government Departments and agencies in the development of policy.
• Participates in U.S. Government delegations to international meetings where applicant articulated and presented ideas and policies effectively to a range of audiences, including representatives of countries from all parts of the world, including Ministers, diplomats, public- and private-sector experts from developed and developing countries, and high-ranking officials of multilateral organizations.

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

If selected for this position, you will perform the following duties:

• Provides human resource management advice based on in-depth knowledge of the operations within assigned organizational units and regulatory parameters.
• Provides a high level of customer service; handles telephone calls and face-to-face contacts tactfully and professionally; ensures that the image of HR and the service are upheld or strengthened as a result of the positive nature of the contact.
• Consults with supervisors, managers, and other human resources specialists in order to jointly develop strategies and solutions for dealing with the most difficult and/or controversial human resource management issues and problems so that management's objectives are met while staying within legal requirements.
• 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 with problems 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.
• Review all personnel actions for accuracy and legal sufficiency.

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

• You will be responsible for Human Resources Information Systems, Classification, Compensation, Awards, Recruitment/Staffing, Benefits, Payroll, New Hire Orientations, Performance Management and Employee Relations.
• You will utilize Human Resources Information Systems to conduct and present HR reports and graphics for workforce dissemination.
• You will work on special studies for classification to advise management on consolidations, duty reassignments, and job restructuring.
• You will participate in recruitment and staffing for the command and provide new employee orientations during the onboarding process.
• You will address employee relations issues by resolving issues that adversely affect performance.
• You will conduct in-depth reviews of documents submitted for employee awards to ensure nominations meet the criteria and requirements.

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

This position is located at the Alcohol and Tobacco Tax and Trade Bureau (TTB), Assistant Administrator - Management/CFO, Human Resources Division/Human Capital Strategy, Evaluation, and Analysis Branch.

As a Human Resources Specialist, you will:

• Provide leadership in assigned program areas by reviewing TTB operations and conducting policy and project development studies.
• Identify appropriate data sources and data sets to support development of human capital strategies in support of TTB programs and missions.
• Provide expert guidance and consultation to TTB senior management staff and other internal/external stakeholders on policies, projects, and strategic initiatives.
• Determine the need for and take the lead in preparing TTB policy operating guidance, training materials, and communication plans, etc. in connection with assigned program areas projects, and/or strategic initiatives.
• Develop evaluation and monitoring strategies for oversight of program effectiveness in assigned areas.
• Take the lead in developing and/or overseeing implementation of special, as well as on-going, TTB strategic initiatives.
• Oversee operational aspects of work performed by TTB's human resources servicing agent in assigned program areas and serve as the TTB point-of-contact for these areas.

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

WHAT YOU'LL BE DOING DAY TO DAY

As a Support Services Specialist, you will use your knowledge of and experience with the Assistant Secretary for Planning and Evaluation (ASPE) to optimize business results and customer experience by:

Providing technical assistance and customer service to the organization to formulate recommendations for efficiency and quality improvement.

Participating in administrative operations to determine the adequacy of present processes and procedures to improve organizational operations.

Assisting the supervisor and other key officials in the timely completion of projects or activities of an urgent nature.

Establishing and maintaining effective interpersonal relationships to coordinate field office administrative activities with the staff on a variety of support service elements; orchestrate protocol arrangements for visits, meetings and conferences; and provide effective advice and assistance on administrative matters.

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

The incumbent will serve as the Deputy Director for the Office of Human Capital Management and Training (HCT) and is dual hatted as the Deputy Chief Human Capital Officer (CHCO) for National Transportation Safety Board (NTSB). This position provides office-wide leadership and continuity in the absence of the Director and oversees the implementation and execution of the human capital operations in accordance with all federal rules, laws and regulations governing human capital. The human capital operations include human capital planning and development, hiring and succession planning, labor and employee relations, compensation, benefits, executive resources, training and leadership development, and other human resources functions, when needed.

Highlights of the duties and responsibilities of this position are:

• Exercises full managerial responsibility for a multidisciplinary team of subordinate supervisors and staff in the Human Resources and the Career Development and Training Divisions.
• Connects human resources policies and programs to mission and service outcomes.
• Interacts with customers in a way that demonstrates customer concerns and problems are heard and acted upon in a timely manner.
• Analyzes metrics across the organization to assess efficiency, effectiveness, and compliance with regulatory procedures.
• Collects, analyzes, and prepares expert recommendations for cases involving large quantities of disputed data that overlap functional areas.
• Develops and implements complex evaluation programs to assess the effectiveness of HCT, NTSB, and federal human resources programs and policies.
• Develops and maintains strategic partnerships across the federal government, sharing resources and best practices, and staying abreast of human resources developments to ensure compliance with established policies and standards.

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

Analyzes HR management recruitment and staffing, develops recommendations and alternative solutions for consideration. Prepares and presents reports and briefings on program status to individuals at all levels within the agency.

Establishes and maintains proactive working relationships within OHRM and throughout FHFA. Consults with and supports subject matter experts to improve human capital planning, services and other activities as a basis for establishing objectives, insuring increased effectiveness and efficiency.

Conducts or participates in conferences/meetings to provide or receive information duties and responsibilities and maintain subject matter expertise.

Reviews job analyses for adequacy, currency, and accuracy. Ensures minimum qualifications conform with OPM and FHFA standards. Works with subject matter experts to review and update Specialized Experience Statements as necessary, and to ensure competencies are identified and applicable to the job description. Develops or provides input to draft job analysis for review and finalization.

Advises supervisors and employees on career ladder promotions, details, reassignments, rewards and recognition program, and other staffing related actions. Ensures hiring and staffing actions are documented appropriately to ensure timely and accurate processing.

Provides management officials with full-cycle recruitment services. Encourages flexible and innovative strategies based upon approved hiring plans and ongoing recruitment and hiring needs to carry out the full range of recruitment actions, e.g., Merit Promotion Staffing, Delegated Examining, Schedule A, and direct hire actions.

Uses an automated system to develop job vacancy announcements, reviews applications for minimum qualification requirements, adjudicates veteran preference, develops Certificates of Eligibles, and develops recruitment files including all required documents including justifications for selection or non-selection.

Consults with managers on developing effective vacancy announcements and supports innovative assessment and recruitment strategies. Provide advisory services on interviewing and selection strategies and supports managers in developing and finalizing selection materials.

Extends offers to candidates and supports selectees with paperwork, security, and other onboarding needs. Responds to inquiries from applicants about benefits, technology, salary, and other conditions of employment.

Prepares for and attends recruitment events as needed. Preparation may include registering for event, gathering materials, coordinating subject matter expert attendance, and posting Agency and/or position information. Interacts with potential candidates, conveying Agency information and directing candidates on how to apply to FHFA positions.

As appropriate, supports colleagues and managers with position management, employee development, and performance management issues. Consults with subject matter experts within OHRM and directs employee and applicant questions as appropriate.

Supports special projects and initiatives to improve and streamline the agency's hiring and onboarding processes. Consults with managers and reviews developments and best practices in both the federal and private sector and plans and supports projects to enhance the agency's HR offerings.

Starting at $101,236 Per Year (EL 12-13)

As a Human Resources Assistant, you will:

• Have the opportunity to learn the elements of several areas of Federal Government Human Resources to include recruitment, staffing, and payroll;
• Partner with the HR Specialist team to issue offers to new employees, provide orientation training, and work on special projects for the HR Office;
• Assist HR Specialists to perform qualification reviews of attorney applicants;
• Get the chance to directly assist applicants with standard questions regarding their applications or the HR process;
• Enter requests into HR payroll system to include promotions, separations, reassignments, and new hires;
• Provide support to HR programs such as the Volunteer Intern Program, Pathways, pay increases, extensions, and the Exit Program; and
• Learn the details of HR policies to be able to answer customers' HR questions.

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 $38,317 Per Year (GS 4-5)

As a Management Analyst, you will:

• Conduct detailed analyses of complex functions and work processes of broad administrative or technical programs and make recommendations for improvement in the effectiveness and efficiency of work operations.
• Counsel and advise program managers on methods and procedures, management surveys, management reports, and control techniques.
• Plan and provide a wide range of advisory and administrative support services to the management staff on all issues that relate to the effective management of the organization's workforce.
• Independently, or as a member of a team, conduct broad or specific studies and assess results relevant to workforce goals and objectives.
• Review, evaluate, and recommend modifications to workforce objectives and priorities.

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

WHAT YOU'LL BE DOING DAY TO DAY

As an Information Technology Cybersecurity Specialist (PLCYPLN/INFOSEC), you will use your knowledge of and experience with The Office of the Chief Information Officer to optimize business results and customer experience by:

Planning, organizing, analyzing, and evaluating the implementation, performance, efficiency, and effectiveness of a complex Health Sector Cybersecurity Coordination Center, cybersecurity and Department of Health and Human Services projects and program activities.

Conducting in-depth studies, reviews, evaluations, and assessments of issues and proposals assigned; determining the functionality of unique organizational structures and providing necessary and appropriate coordination among key participants for the planning and development of acquisition strategies to meet objectives and mission (i.e., information management systems, human capital, and administrative support, financial and budgeting, etc.).

Drafting cybersecurity and privacy communication policy documents on information technology (IT) issues such as the implementation of emerging technologies including identification and interpretation of industry standards and practices.

Supporting and coordinating or participating in projects related to IT, cybersecurity, and privacy communication services and solutions (systems) including studies and research.

Ensuring the confidentiality, integrity, and availability of systems, networks, and data through the planning, analysis, development, implementation, maintenance, and enhancement of information systems security programs, policies, procedures, and tools.

Applying experience with data management software (e.g., Salesforce, PowerBI, etc.).

Starting at $72,974 Per Year (GS 11-12)

As a Supervisory Human Resources Specialist, you will:

• Serve as a Supervisory HR Specialist managing all operational aspects of the NNSA human resources (HR) management program, to include recruitment and staffing; civilian position management; classification; compensation; and personnel actions processing required to support NNSA across the nuclear weapons complex.
• Conceive and develop personnel program enhancements that directly benefit the delivery of basic HR services and that form the foundation of innovative recruitment, staffing, and succession planning initiatives that enhance NNSA's recruiting strategies and techniques, anticipate and prevent skills imbalances, and assess and redress skills gaps, with minimal employee and organizational disruptions.
• Independently plan, manage, and evaluate assigned HCM program elements relative to federal civilian recruitment, staffing, position classification with an emphasis on customer service initiatives and development programs, that are national in scope and make significant contributions to the accomplishment of important NNSA and DOE missions.
• Manage the work of the Office through several subordinate supervisors and/or team leaders. The assigned supervisory and managerial duties and authorities are made more complex due to geographic dispersion of the subordinate staff and customer organizations, quickly evolving HR management policies and practices pertaining to Competitive and Excepted Service HR systems as well as General Schedule and Demonstration Project pay and performance systems; and the urgent, high technology, and national security nature of the work of NNSA.
• Initiate and maintain regular and recurring contacts with high-ranking civilian supervisors and senior management officials in NNSA headquarters and administrative staffs, or comparable personnel in other Federal agencies, contracting project officers and high-level technical staff of M&O firms, etc.
• Develop and promulgate short- and long-range program plans/strategies and policy guidance, including resource levels and program priorities, overall requirements, schedules, milestones and reporting.

Starting at $117,518 Per Year (NQ 4)

This position is located in EPA, Office of Inspector General (OIG), Office of Mission Support (OMS), Human Resources Directorate (HRD). OMS is responsible for organization-wide coordination and leadership in promoting the most efficient use and accountability for OIG resources in effectively achieving its mission and strategic goals. The Human Resources Directorate provides operational support for Human Resource activities such as recruiting and staffing while the Human Capital component addresses employee development and employee relations.

Responsibilities

The ideal candidate will perform the following duties:

• Plans, organizes, and carries through to completion, analytical studies involving human capital issues related to key organization/agency programs.
• Develops and recommends an integrated approach to developing long-range human capital management program plans, goals, and milestones.
• Provides guidance in the resolution of complex problems related to human capital management programs, restructuring, change management, and transformation.
• Recommends and takes the appropriate actions to communicate, define, and establish human capital management policies and programs.
• Plans and appropriately distributes amongst the team, work to be accomplished by the team.
• Provides advice and guidance to employees to help ensure accuracy and production requirements are met.
• Utilizes a variety of techniques to lead to lead a team of specialists and or analysts engaged in the full range of human capital management program operations.

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

Under the supervision of the Special Confidential Assistant to the Associate Librarian, completes work assignments in the area of Human Capita l Management to support the ALSI/CIO and OSI service unit. Receives training and develops familiarity with the Human Capital Management Program work processes as well as the ALSl /C IO and OSI service unit work processes to understand application of the Human Capita l Management Program components (these may include IT organization structure and alignment, definition of career paths and required competencies , talent inventory, training and development, recruitment strategy , performance management program and reward strategies) to the ALS 1/CIO and OSI service unit. Plans and carries out the assignment and resolves most of the conflicts which arise. Coordinates Human Capital Management work with managers, staff, and IT leadership as necessary and interprets the Human Capital Management policies on own initiative in terms of established objectives for the program in support of the ALSl /CIO and OSI service unit's mission and strategy and the Library of Congress mission. Informs supervisor and managers of progress, potentially controversial matters, or far-reaching implications.

Recommends program modifications. Provides guidance and advice within the OSI service unit concerning human capital management policies, management and organizational theories that require considerable adaptation and/or interpretation for application to internal program issues and problems, or where decisions about how to proceed are complicated by conflicting program goals and objectives.

Consults and coordinates with the OSI managers, and staff to make assignments regarding the implementation of the Human Capita 1 Management Program and to review and discuss implementation guidelines , challenges, and key learnings. Assists with long- and short-range human capita 1 management planning, and other management considerations, such as determining training needs, and providing guidance to support implementation of the various elements of the program - career paths, organization structure, personnel performance , recognition and reward and change management. Participates in planning activities with OSI managers and staff to provide necessary information such as status , recommended program changes/adaptations, prioritization , key learnings and additional training pertaining to the Human Capital Program components.

Independently identifies complex program issues or problems in programs of small scope regarding the Human Capital Management Program's components. Makes recommendations to ALSI/CIO and OSI management team for changes to process, timing, and priorities. Coordinates resolutions and improvements to ensure effective implementation of the program components and maximize OSI service unit's investment of time in successfully implementing the program.

Regularly provides advisory services to managers of a significant organizational segment of an agency, such as the OSI service unit. Assists management in efforts to analyze and resolve inadequacies in management's ability to implement the Human Capital Management Program for a large, complex, and diverse organization. Conducts human capital management program training and orientation and informational programs. Provides management advisory services in leadership development, organization structure, talent management, performance management and reward, and change management. Advises managers and supervisors on evaluation, feedback and recognition techniques, establishment of critical elements and standards, aligning human capital programs and initiatives with organizational goals, and the overall adequacy and quality of the defined human capital interventions.

Performs analysis as needed which point toward either conflicting decisions or which apply only very generally, such as precedent decisions or standards which deal with quite different kinds of situations, to provide solutions to human capital management problems, questions, and requests for assistance.

Starting at $77,490 Per Year (GS 12)

As a Human Resources Specialist (Classification & Recruitment), you will:

• Serve as a technical expert providing the full range of support to managers and supervisors in the following: Classification and position management-related duties to include resolving difficult and complex position management and position classification issues involving a variety of professional, administrative, technical, law enforcement, and clerical positions.
• Serve as a technical expert on classification matters. Provide extensive assistance, advice and guidance to supervisors and managers to clarify and define duties and responsibilities of positions, interrelationships with other positions, and career patterns, determine the types of positions required and the most appropriate organizational structure, recommending options or alternative courses of action for attaining human resource management goals. Interpret, analyze, and prepare responses to new or proposed changes to complex legislative, regulatory, and policy guidance affecting classification.
• Serve as a technical expert in providing the full range of support to managers and supervisors in performing the following: complex position analysis to determine position requirements and area of consideration, utilize the most efficient techniques to fill vacancies and meet the goals of the Directorates/Offices served.
• Provide management with a wide range of flexible and innovative strategies in carrying out the full range of Delegated Examining Unit (DEU) for assigned areas. In this capacity, develop job analysis, crediting plans, vacancy announcements, position descriptions, assessment questionnaires, and other rating guides, reviews employment applications for minimum qualification requirements, adjudicates veterans' preference, and prepares Certificates of Eligibles and reviews contractor's work, as appropriate.

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