Total 2,824 Human Resources job vacancies

A GS-0203-7/9, HR SPEC (MILITARY):

• Serves as an advisor to commanders on assigned unit human resources (HR) program.
• Interprets policy and provides procedural guidance to commanders, supervisors, staff members and individual military members.
• Provides training to supervisors and guidance and assistance to military members on program for which assigned.
• Participates in Soldier Readiness Processing (SRP) and unit mobilizations and de-mobilizations.
• Reviews, evaluates, and interprets regulatory guidance, policies, and procedures applicable to military personnel programs and provides guidance to all users.
• Drafts and implements State policy based on the aforementioned policies.
• Publishes guidance to enhance and simplify completion and submission of personnel actions.
• Conducts command inspections, staff visits and trains personnel within the unit in all programs for which responsible.
• Conducts periodic briefings for staff, commanders, and administrative personnel to promote full understanding of all aspects of the assigned program.
• Provides commanders, supervisors, and MILPO staff with a variety of statistical data or reports pertaining to military HR issues in order to assist in HR management decisions.
• Responds to correspondence (general, other agency, congressional, etc.) regarding military personnel issues.
• Researches, prepares response, and maintains action file. As required, forwards responses for review and/or responses for the MILPO Director and/or State Adjutant General.
• Estimates and projects future travel and funding requirements and submits request to MILPO Director.
• Responsible for and oversees the direction of the EPM/OPM or Incentives program and functions as the technical expert.
• Determines the methods and procedures for conducting military career guidance and counseling to ensure officer or enlisted personnel have an optimal and established career pattern.
• Provides direction, information, and/or counseling to MILPO staff and commanders of Major Army Command (MACOMM) through unit commanders, supervisors, as well as individual military members as required. Provides information and ensures regulatory compliance regarding area of responsibility which may include, but is not limited to: accessions, appointments, assignments, reassignments, transfers, promotions, Selected Reserve Incentive Program (SRIP), discharges, separations, retirements, Officer Evaluation Reports (OER) Non-Commissioned Officer Evaluation Reports (NCOER), awarding of Area of Concentration (AOC), Functional Areas (FA), Additional Skill Identifiers (ASI), Special Qualification Identifiers (SQI), Military Occupational Specialty (MOS) identifiers (primary or secondary), Stop Loss programs, and National Guard Bureau (NGB) waivers, casualty assistance, and requests for retention beyond mandatory removal date.
• Reviews and determines eligibility upon accepting military technicians (dual status) or AGR positions.
• Assists other organizations and agencies/units in development of battle roster and personnel assignment.
• Convenes or participates in various boards which may include: Promotion, DA Boards, awards, selective/qualitative retention, MOS Medical Review Board (MMRB), Incapacitation Review Boards, etc. Tracks Contingency Temporary Tour of Active Duty for Operational Support (CO-ADOS).
• Initiates action for the issuance of all military orders relating to military personnel actions and distributes accordingly.
• Responsible for and oversees the direction of SIDPERS and internal/external interfaces, and functions as the technical expert.
• Responsible for and ensures the timely and accurate processing of submitted military personnel actions.
• Manages a control log to maintain document control and an audit trail of all transactions received and dispersed in SIDPERS.
• Notifies units and higher echelons of rejected or incomplete transaction/documentation, necessary steps or processes required to resolve the problem, and maintains a database for tracking and suspension of submissions for identification of trends and problems.
• Identifies problem areas in the types of submissions (based on rejects/incomplete documentation), the locations where training is needed, and creates and provides training material.
• Reviews and processes the units forecasted MTOE and TDA structures.
• Coordinates with the other MILPO sections and Military Pay to resolve any problems associated with the SIDPERS system.
• Responsible for and oversees the direction of the Personnel Services Section and functions as the technical expert. Oversees the performance of document handling, records maintenance, and the Integrated Personnel Electronic Records Management System (iPERMS).
• Accomplishes and oversees the technical support work in the program area assigned with the assistance of subordinate employees which may be Active Guard Reserve (AGR), full time Technician, or civilian.
• Other duties as assigned.

Starting at $51,934 Per Year (GS 7-9)

(1) Manages Force Support programs through subordinate supervisors and senior workers that supervise technical and administrative activities within organizational sub­ units. Assigns work based on consideration of project requirements, priorities, and functional unit responsibilities. Accepts, amends, or rejects work, which has been reviewed by subordinate supervisors. Provides advice, counsel, or instruction to supervisors and/or subordinate employees on highly complex technical and administrative matters. Makes decisions on work problems presented by subordinate supervisors. Advises officials at the National Guard Bureau (NGB) on problems involving the relationship between the work of the organization supervised and broader programs, and the impact on such programs. Ensures preparation for annual self­ inspection, formal MAJCOM inspections, evaluations, audits, staff assistance visits, as well as inspections and exercises, which are specific to installation missions.

(2) Manages, directs, and administers military human resources and personnel programs for the assigned and supported organizations. Personnel programs include Recruiting and Retention, Installation Personnel Readiness, Officer Personnel Management, Enlisted Personnel Management, Military Personnel Data System (MILPDS), Military Personnel Section, Force Management, Career Development, Force Development. Acts as principal advisor to Wing and Group Commanders, Director of Staff, and A-TAG on interpretation, planning, and subsequent execution of published personnel directives/doctrines from Department of Defense (DoD), Department of the Air Force (OAF), MAJCOMs, and NGB. Responsible proponent for the implementation of all NGB,Air Reserve Personnel Center (ARPC), Air Force Personnel Center (AFPC), Air Expeditionary Force (AEF) Center, and Major Command Personnel regulations and policies pertinent to wing activities and requirements. Develops local instructions based on guidance derived from DoD, USAF, MAJCOMs and NGB regulations and statutory requirements. Provides leadership and g'uidance for the utilization of personnel resources and requirements.

(3) Performs strategic planning in support of wing long-range objectives. Oversees organizational preparation necessary to accomplish Force Support programs essential to daily operations and mission readiness. Reviews and analyzes personnel data derived from a variety of systems and documents such as Military Personnel Execution System (MPES); Unit Manning Document (UMD); Unit Manpower Personnel Roster (UMPR); Deliberate Crisis Action Planning and Execution System (DCAPES); and the Unit Type Code Management Information System (UMIS) for inclusion in the wing strategic plan. Provides technical recommendations to senior leadership on all organizational personnel actions such as activations, deactivations, conversions, and reorganizations. Reviews and analyzes existing and forecasted military force structure to identify, determine, and mitigate the impact on personnel requirements. Directs development of personnel force management plans to resolve complex force structure issues. Coordinates with NGB staff to resolve complex personnel issues encountered in producing pragmatic, executable plans.

(4) Plans and directs personnel mobilization and deployment activities through the Installation Personnel and Readiness office. Coordinates military human resources activities, which are focused on wartime readiness and effective personnel utilization. Maintains a high state of military readiness by ensuring sufficient numbers of trained military personnel are available to accomplish wartime, contingency, and peacetime taskings. Provides oversight for the Personnel Deployment Function (PDF) and monitors effectiveness. Directs the preparation of contingency, exercise, and deployment (CED), NATO, and mobilization orders. Oversees the Military Personnel Appropriation (MPA) workday program. Reviews and analyzes applicable exercise and operational plans (0-Plan) annexes. Identifies training, personnel, and equipment requirements, and ensures the readiness capability of squadron Unit Type Codes (UTCs). Directs the assignment, management, and training of the Personnel Support for Contingency Operations (PERSCO) and Readiness in Base Services (Prime RIBS) teams. Oversees the unit Status of Resources and Training System (SORTS), Defense Readiness Reporting System (DRRS), and Air Expeditionary Force (AEF) Reporting Tool (ART) for the squadron to reflect unit mission capability.

5) Performs other duties as assigned.
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Starting at $93,076 Per Year (GS 12)

The Chief Health Informatics Officer (CHIO) is responsible for operationalizing health informatics functions and processes as they relate to information gathering, analysis, clinical care, education, and presentation to the benefit of clinical staff, patients and the leadership team. The CHIO will work closely with the Office of Information and Technology, Biomedical Engineering, Clinical Applications Coordinators (CAC), Facility Telehealth Supervisor, Data Analytics Committee, and clinical end-users to enhance methodologies, systems redesign, and user-ability related to the interface of clinician-clinician and clinician-patient interactions via the Electronic Health Record System (EHRS). These efforts arch towards goal of providing the highest quality patient care and improved medical documentation. The position is 50 administrative and 50 percent clinical time. The CHIO reports directly to the facility Chief of Staff (COS).The CHIO will update and maintain clinical functionality of the Computerized Patient Record System (CPRS) and Cerner EHRS that have direct patient care interface (e.g. consults, orders, templates, clinical reminders) and review and make recommendations on proposals for informatics technology acquisition that will impact delivery of clinical care.at the main facility and CBOCs. s. As an Informaticist - the CHIO will be recognized as a leader in the Healthcare and Information Management arenas, possessing both the requisite information technology (IT) expertise and knowledge of health care from both a clinical and administrative perspective to include leveraging the utilization of mobile and virtual technologies to improve point of care delivery to Veterans. The incumbent will assist in the development of strategic plans for clinical and administrative information systems and will foster relationships with internal staff as well as local and national information technology professionals. By establishing a core competency of IT/informatics consultancy and performance management at the point of health care delivery, the incumbent will maintain and optimize the ability for OGJVAMC to deliver superb healthcare. The CHIO is a member of the Medical Staff Executive Committee, Peer Review Committee and Professional Standards Board, and is a privileged licensed independent practitioner within the facility. The CHIO presents on health informatics topics at the monthly professional services meeting. The CHIO monitors and engages in informatics and systems redesign related to organizational improvement on Strategic Analytics Improvement and Learning (SAIL) healthcare metrics.

The CHIO will supervise and provide guidance to facility CACs setting short and long-range goals and objectives for these employees. Additionally, knowledge is required in the areas of planning, programming, budgeting, program integration, interoperability, leadership, team building, and oversight of facility clinical informatics.- Coordinates the integration of inter- and intradepartmental services.- Develops and implements policies and procedures that guide and support the provision of services.- Recommends staffing levels for services within CHIO office.- Coordinates recruitment of qualified and competent staff within the CHIO office.- Provides continuing surveillance of the professional performance of all individuals for all direct reports.- Provides continuous assessment and improvement of the quality of care and services provided.- Represents the COS service line on various Medical Center Committees and provides follow-through on items discussed in those forums.- Holds regular meetings with staff.- Ensures that the CHIO service line is in compliance with The Joint Commission (TJC) and Commission on Accreditation of Rehabilitation Facilities (CARF) standards, as well as other external regulatory bodies.

VA offers a comprehensive total rewards package. VHA Physician Total Rewards.

Recruitment Incentive (Sign-on Bonus): Pending Markey Pay Analysis

Education Debt Reduction Program (Student Loan Repayment): Eligibility will be reviewed

Pay: Competitive salary, annual performance bonus, regular salary increases
Paid Time Off: 50-55 days of paid time off per year (26 days of annual leave, 13 days of sick leave, 11 paid Federal holidays per year and possible 5 day paid absence for CME)
Retirement: Traditional federal pension (5 years vesting) and federal 401K with up to 5% in contributions by VA
Insurance: Federal health/vision/dental/term life/long-term care (many federal insurance programs can be carried into retirement)
Licensure: 1 full and unrestricted license from any US State or territory
CME: Possible $1,000 per year reimbursement (must be full-time with board certification)
Malpractice: Free liability protection with tail coverage provided
Contract: No Physician Employment Contract and no significant restriction on moonlighting

Work Schedule: Full Time, Monday - Friday 08:00am - 4:30pm

Starting at $115,587 Per Year (VM 15)

This HR Specialist position is located at Southwest Florida International Airport (RSW), Transportation Security Administration, Department of Homeland Security (DHS). Duties include but are not limited to:

• Provide Human Resource related advice and guidance to professionals, managers, and employees sufficient to resolve recurring problems or those requiring adaptation of past precedents.
• Initiate, track and following up on cases and studies ensuring timely completion and regulatory compliance.
• Provide technical interpretations and guidance on Human Resource Management matters such as employee relations, labor relations, payroll and benefits, classification, staffing, and recruitment.
• Coordinate with Office of Human Capital senior specialists to ensure that the human capital decisions and activities within the organizational segment are consistent with Merit System Principles.
• Review decision letters regarding appeals and grievance for accuracy prior to delivery.
• Formulate creative resolutions to problems by applying knowledge of Workers' Compensation and other applicable technical program areas.

Starting at $102,489 Per Year (SV H)

• Guides Human Capital Management (HCM) succession planning for several key Army Commands, large complex Direct Reporting Units (DRU) and major commands that are extremely important to the Army and extremely diverse.
• Influences a large breadth of policy development and must take into account the diverse nature of hundreds of commands and activities, satellite organizations, located across multiple states and OCONUS.
• Directs a large breadth of work that consists of very complex agency HR functions and program segments, policy recommendations, and policy developments.
• Advises a large breadth of General Officers, Senior Executive Service (SES), Senior Intelligence Executive Service (SIES), Senior Intelligence Professionals (SIP), Commanders, senior military and civilian leaders at all levels of serviced commands.
• Advises on the development of a wide variety of extremely difficult and complicated HCM and succession planning issues.
• Exercises delegated managerial authority for the full range of personnel actions and organization design proposals recommended by subordinate supervisors.
• Exercises delegated managerial authority to set a series of annual, multi-year, or similar types of long-range work plans and schedules for in service or contracted work.

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

Reporting to the Chief Human Capital Officer (CHCO), the Executive Resources Manager will have tactical and strategic responsibility for overseeing the employee life cycle for AOC’s senior executives including talent acquisition, onboarding, performance management, talent development, succession planning and compensation and benefits administration.

In this capacity, the Executive Resources Manager will:

Serve as an authoritative expert regarding executive level management human capital programs. Update, implement and administer AOC’s Senior Rated Executive System policy, and supporting guidelines and procedures to meet strategic goals and maintain legal compliance.

Analyze requests for personnel actions and reorganizations, identify solutions and recommend appropriate action to achieve AOC’s operational and strategic plan objectives.

Provide position management and resource management advice to the CHCO, senior leaders and human resources staff.

Coordinate Executive SR executive recruitment actions including determining diversity and inclusion recruitment strategies, drafting vacancy announcements, evaluating applicant qualifications, advising and structuring interview panels, processing personnel actions and onboarding selected SR executives.

Create an effective onboarding process that enables knowledge transfer and leverages leadership insight.

Administer AOC’s SR executive performance management program and system activities, including system updates, training, Performance Review Board evaluation, awards and certification.

Develop and implement a succession planning strategy that builds a strong leadership pipeline and strengthens organizational continuity.

The ideal candidate has significant experience executing and managing an executive resources program, delivering advisory services and applying sound human resources policies and regulations with knowledge of Executive Core Qualifications.

A bachelor’s degree from an accredited college or university is preferred. Excellent interpersonal and communication skills, both verbal and written, sound judgment with strong planning and problem-solving skills are essential. Must have a demonstrated ability to manage multiple initiatives in a fast-paced environment with competing and changing priorities. Proven experience in fostering continuous program improvement and innovation is preferred.

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

• 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

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

This position is located under the Office of Human Resource and Professional Development, Leadership and Professional Development Division, Training Accreditation Branch in Glynco, Georgia.

The primary purpose of this position is to is to serve as the FLETA Accreditation Manager and functions as the SME for the Bureau's accredited programs.

As a Supervisory Human Resources Specialist (Human Resource Development), GS-0201-14, your typical work assignments may include:

• Supervises and manage the Bureau's FLETA accredited training and development programs and initiatives and oversee the work of training accreditation and instructional personnel.
• Provides written and oral communication to senior staff on accreditation and its impact on the strategic plan, FLETA and OA staff, and interpretation of compliance requirements.
• Interprets accreditation standards to assess and modify Bureau policy and procedures.
• Establishes and oversee a comprehensive instructor management program, including processes for identifying, training, and assigning instructors to various HRPD accredited courses.
• Works with HRPD program and training managers, subject matter experts (SME) to ensure that the curriculum design is completed in accordance with established FLETA standards and practices.

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

Supervises subordinate staff in the use of on-line entry modules, time and attendance software, and National Finance Center (NFC) databases to process and retrieve payroll and personnel information. He/she oversees the receipt of and responses to payroll and personnel related complaints or problems from regional, field human resource offices, and CPU staff. This position requires a high degree of technical knowledge in order to function as a subject matter expert in the correction of actions rejected by the automated systems.

Interprets OPM, DOJ, BOP, and NFC policy and instructions and prepares supplemental guidance and training plans for use as necessary. The subject matter includes such areas as Position Management System Online (PMSO), Nature of Action Code (NOAC) entries, time and attendance (T&A) problems, salary payments, benefits, payroll allotments, retirement and back pay issues.

Maintains a close working relationship with program analysts at NFC and management analysts and computer specialists in the Human Resource Systems Analysis Group (HRSAG) at the Department of Justice to facilitate information flow, identify problems and provide assistance with special or unique issues.

Starting at $89,848 Per Year (GS 12)

At the full performance level (GS-12) the major duties of this position include, but are not limited to the following:

1. Establish strategic partnerships with management to analyze skill gaps and budget, conduct organizational assessments and convene focus groups.
2. Exercise responsibility for all facets of training administration including identifying and addressing employee and organizational development/performance improvement needs.
3. Assess training projects to determine effectiveness, quality and return on investment and make recommendations for improvement.
4. Provide policy and technical subject matter expert in the implementation, maintenance, use and coordination of key HRIS programs. Analyzes and provides recommendations or modifications for improvement.
5. Serves as the focal point for monitoring and controlling Learning Management System (LMS) access; troubleshoot and resolve operating issues coordinating and implementing changes made for improvement

Starting at $78,592 Per Year (GS 11-12)

• Uses processes and systems to review transactions, complete or process documents and reports, or to determine their sufficiency, accuracy, and completeness.
• Provides a full range of military personnel advisory support to address Soldier inquiries.
• Analyzes inquiries and either replies directly or advises supervisor on the appropriate resolution or response.
• The incumbent activity participates on team building activities, group/team problem solving, and process improvement activities.
• Ensures correct grammar, spelling, punctuation and arrangement of material.

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

The William S. Middleton Memorial Veterans Hospital in Madison, WI is looking for a Float Pool Registered Nurse (RN) to join our team! The Flow and Support Services Unit provides staffing support throughout the medical center based on the current needs of specific units. Flow and Support RN's supplement staffing and perform direct patient care in a variety of patient care areas.

The William S. Middleton Memorial Veterans Hospital in Madison, WI ( http://www.madison.va.gov/) is a 131 bed facility that provides tertiary medical, surgical, neurological, and psychiatric care, and a full range of outpatient services. This facility serves 130,000 Veterans who live in 15 counties in south-central Wisconsin and in five counties in northwestern Illinois. The Madison VAMC is also the specialty care referral center for an additional 57,000 Veterans who reside in the Tomah VAMC primary service area, is affiliated with the University of Wisconsin School of Medicine and Public Health, and is physically connected to the University of Wisconsin Clinical Science Center which includes the UW Hospitals and Clinics.

The Registered Nurse possesses the knowledge and skills necessary to effectively apply all aspects of the nursing process within a collaborative, interdisciplinary practice setting. This broad based clinical knowledge enables the Registered Nurse to effectively implement health promotion and prevention interventions, manage acute and chronic illness states, assist veterans in the attainment of optimal levels of functioning through rehabilitation and provide supportive measures for the dying patient and their significant others. The Nursing Professional Practice Model at the William S. Middleton Memorial Veterans Hospital provides nurses with an organizing framework, based on the mission, vision, and values, that depicts how nurses practice, collaborate, communicate and develop professionally, while providing Veteran-centered care. Underlying the Profession Practice Model is Systems Theory which recognizes that Veterans, their families, and their community interact with nurses, the health care team, and the healthcare organization through a complex set of dynamic, interdependent, and interlinking subsystems.

The Nursing Professional Practice Model is based on 7 components, empowering nurses to deliver Veteran-centered care in a supportive environment. These components are: Veteran Centered Care, lnter-professional Collaboration, Evidence-Based Practice, Shared Decision-Making, Leadership, Professional Development, and Care Delivery System.

VA offers a comprehensive total rewards package: VA Nurse Total Rewards

This position is eligible for the Education Debt Reduction Program (EDRP), a student loan payment reimbursement program. You must meet specific individual eligibility requirements in accordance with VHA policy and submit your EDRP application within four months of appointment. Approval, award amount (up to $200,000) and eligibility period (one to five years) are determined by the VHA Education Loan Repayment Services program office after complete review of the EDRP application.

Pay: Competitive salary, regular salary increases, potential for performance awards
Paid Time Off: 50 days of paid time off per year (26 days of annual leave, 13 days of sick leave, 11 paid Federal holidays per year)
Retirement: Traditional federal pension (5 years vesting) and federal 401K with up to 5% in contributions by VA
Insurance: Federal health/vision/dental/term life/long-term care (many federal insurance programs can be carried into retirement)
Licensure: 1 full and unrestricted license from any US State or territory

Work Schedule: Full-time Nights; 40 hours per week; 7pm to 7am working every other weekend
Compressed/Flexible: 72/80 schedule may be available after successful completion of orientation.
Telework: Not Available
Virtual: This is not a virtual position.
Relocation/Recruitment Incentives: May be Authorized
EDRP Authorized: Contact Eva.Gennara@va.gov, the EDRP Coordinator for questions/assistance. Learn more
Permanent Change of Station (PCS): Not Authorized
Financial Disclosure Report: Not Required

Starting at $69,841 Per Year (VN 00)

*** Bargaining Position ***

The LVN in the primary care clinics at the Las Cruces VA Clinic is responsible for the daily operations in support of a primary care provider with the following duties: patient screening with vital signs and reason for seeking care documented, completion of clinical reminders, medication administration via oral, intramuscular and topical routes, immunizations, patient calls, routing and follow up of patient messages, as well as dressing changes and assisting providers with invasive procedures such as joint injections. Each assigned LVN will conduct blood pressure and glucose checks as ordered by provider staff. All clinical documentation is entered in the electronic patient record with strict security protocols followed.

• Recognizes side effects of medications; reports observation.
• Provides patient education concerning medications and reinforces education initiated by the Registered Nurse.
• Demonstrates ability to prioritize care delivery, considering the patients individual needs, condition, and the overall needs of the unit.
• Takes and records vital signs including pain level. Reports abnormal vital signs and pain level immediately to the Registered Nurse. Initiates interventions outlined in the plan of care.
• Assist with implementation of changes in processes to improve patient care.

Work Schedule: Monday - Friday 7:45 a.m. - 4:30 p.m.
Telework: Not Available
Virtual: This is not a virtual position.
Functional Statement #: 000000
Relocation/Recruitment Incentives: Authorized for highly qualified candidate
Permanent Change of Station (PCS): Not Authorized
Financial Disclosure Report: Not required

Starting at $50,523 Per Year (GS 6)

Assists the Human Resource Manager (HRM) in supervising Human Resources Specialists in the areas of local labor management, disciplinary and grievance procedures, staffing (recruitment, requesting certificates of eligibles, interviewing and pre-employment processing), classification, employee benefits, workforce projections, pre-employment, the performance evaluation and incentive awards programs, time and attendance, leave administration and compensation.

Assists in the review of program areas to ensure regulatory requirements are met.

Participates with management officials in the formulation, implementation and evaluation of policies, procedures and programs including the strategic planning process.

As an expert in human resources, may be called upon to provide advisory services to the Associate Wardens and/or Wardens.

Along with all other correctional institution employees, AHRM is charged with responsibility for maintaining security of the institution. The staffs correctional responsibilities precede all others required by this position and are performed on a regular and recurring basis.

Starting at $72,001 Per Year (GS 11-12)

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.

The duties and responsibilities of a Supervisory Human Resources Specialist (Labor/Employee Relations) generally include, but are not limited to, the following:

• Supervises a group of employees performing work at the GS-13 and GS-14 level.
• Establishes guidelines and performance expectations for staff members, which are clearly communicated through the formal employee performance management system.
• Plans, directs, and administers interrelated and interdependent employee relations program operations on a national level.
• Drafts new DOJ policy statements, or revises existing policies and regulations, covering employee relations areas.
• Conducts studies designed to improve existing labor relations programs or to develop solutions to exceptionally difficult or complex labor relations operating problems.
• Prepares members of the management team for contract negotiations by providing contract interpretations on straightforward contract provisions.

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