Total 73 qa specialist job vacancies in Human Resources category in Fort Knox, Kentucky

• Serve as a Human Resource Specialist in the Military Personnel Division Transition Center.
• Manage the out-processing of Army retiring Soldiers and Survivor Benefit Plan (SBP) counseling, Retiree SBP changes, and SBP processing for Army retiring Soldiers.
• Monitor the updates of the Integrated Personnel and Pay system (IPPS-A).
• Serve as authentication authority of all Transition documents.
• Assist in adjustments to workload and aids in making changes in assignments to accommodate changes in workload and staff resources.
• Prepare retirement orders, associated documents, and the Certificate of Release or Discharge from Active Duty (DD Form 214) for review by retiring soldiers and authentication by reviewing official.

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

• Direct and manage functional operating programs to provide and/or coordinate comprehensive Human Resources services.
• Evaluates performance and initiates appropriate remedial action for performance or conduct deficiencies.
• Resolve complex or intricate HR issues and problems.
• Develops and provides policy guidance on a wide range of recruitment and placement strategies.
• Provide management advisory services and support affecting highly complex, frequently changing organizations with a wide variety of difficult position and personnel actions which are often sensitive and extremely difficult in nature.
• Develops short and long range staffing plans to meet forecasted mission requirements.
• Participates in designing and planning a future workforce.

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

• Exercises position management responsibilities, assuring job descriptions are current and accurate and that position structure of the organization is designed and structured to ensure optimum efficiency.
• Plans, supervises, and coordinates the operation and resources of the Personal Affairs Brand and the Identification Card Section.
• Performs and coordinates military personnel services and support.
• Ensures that procedures are properly followed and provides assistance or guidance.
• Prepares reports and/or briefings to inform management of the analysis results for use in the decision-making process.
• Plans work to be accomplished by subordinates, sets, and adjusts short-term priorities, and prepares schedules for completion of work.

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

• Provide administrative and management support for the accomplishment of military personnel functions for assigned programs.
• Review personnel action requests to ensure compliance with policies and regulations.
• Maintain liaison and make periodic and special visits and inspections.
• Provide military personnel management support to Army Reserve units within the Readiness Support Command area of operations.
• Interpret regulations and policies and advise on appropriate action.

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

• Ensures compliance with technical and non-technical regulations.
• Brief management and provide recommendation based on analysis of data trends.
• Perform review of personnel documents prior to processing military actions.
• Provide guidance on military personnel management programs.
• Conduct staff visits to ensure compliance with administrative procedures.
• Provide correspondence to non-technical administrative matters.
• Assist in the development and implementation of internal regulations.

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

• Ensures compliance with technical and non-technical regulations.
• Brief management and provide recommendation based on analysis of data trends.
• Perform review of personnel documents prior to processing military actions.
• Provide guidance on military personnel management programs.
• Conduct staff visits to ensure compliance with administrative procedures.
• Provide correspondence to non-technical administrative matters.
• Assist in the development and implementation of internal regulations.

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

This Supervisory Human Resource Specialist position is located in the Ft. Lauderdale-Hollywood International Airport (FLL), Department of Homeland Security (DHS). Duties include but are not limited to:

• Serves as a Supervisory Human Resources Specialist providing management advisory services on organizational Human Resource (HR) projects that are often complex and difficult to resolve. The incumbent assigns subordinates to resolve issues/problems requiring consideration of multiple human resource laws, policies and procedures. Applies a comprehensive knowledge of human resource management to provide advice and assistance to managers. Exercises an expert knowledge of HR recruitment, placement and processing.
• Provides leadership in implementing, evaluating, and improving HR processes and procedures to monitor the effectiveness, efficiency, and productivity of the organization directed.
• Performs a wide range of advisory services to managers regarding human resources program activities, including options and strategies for recruitment and hiring, position description documentation, and utilizing and applying sound position management principles.
• Plans and carries out highly complex analyses of unique programs, processes, and procedures and recommends changes to improve efficiencies and effectiveness of organization performance. Coordinates, develop, and prepares customized reports that identify trends such as attrition rates, salary comparison, and demographics and prepares appropriate analyses for the Federal Security Director (FSD)/Assistant Federal Security Director (AFSD) as required.
• As the recognized expert on HR recruitment and placement program matters, provides continuing advice and guidance on program areas which include, but are not limited to, any of the following: Pay and benefits, awards, Employee relations, basic employment policy, appointment authorities, recruitment, and staffing; various affirmative employment programs.
• Develops information for and prepares unique or recurring reports and studies relating to the total personnel program or specific areas.
• Supervisory/Leadership Responsibilities: Serves as the first-level or as assigned second level supervisor of airport employees engaged in HRM work. Plans work to be accomplished by subordinates, sets and adjust short-term priorities and prepare schedules for completion of work.
• Coordinates with designated headquarters Labor Relations and Employee Relations staff in providing advice and guidance to local management on respective labor relations and/or employee relations issues.

These duties apply to supervisors that have subordinate supervisors.

• Uses subordinate supervisors to direct, and plans work to be accomplished by subordinates, sets and adjust short-term priorities and prepare schedules for work completion.

Supervisory/Managerial duties: include serving as a first line supervisor for the organization. This includes but is not limited to: assigning work, setting priorities, and reviewing and evaluating work and performance of subordinates; approving leave; coaching and developing employees; recommending corrective or disciplinary actions; assisting in budget planning and projecting short-term needs; managing projects within assigned resources; resolving routine problems that typically impact the objectives of the organizational unit; and when required, coordinating with customers outside the immediate organization.

Starting at $104,955 Per Year (SV I)

• Provides a full range of HR services for managers and employees; advises management and employees on complex personnel issues.
• Assists the NAF Human Resources Officer in developing short and long range staffing plans to meet forecasted mission requirements, human capital losses, and changes in critical competencies.
• Provides continuing technical advice and assistance to assigned organizations in resolution of staffing problems. Applies knowledge of recruitment and placement principles and concepts.
• Advises management on a wide range of staffing matters (e.g. recruitment strategies, workforce shaping/business-based actions, recruitment methods, special pay incentives, etc).
• Responsible for recruitment and placement, screening and rating applications, determining preference categories, creating and issuing referral lists, extending job offers, and ensuring selectees meet requirements for entrance on duty.

Starting at $59,505 Per Year (NF 4)

• Provide administrative and management support for the accomplishment of military personnel functions for assigned programs.
• Review personnel action requests to ensure compliance with policies and regulations.
• Maintain liaison and make periodic and special visits and inspections.
• Provide military personnel management support to Army Reserve units within the Readiness Support Command area of operations.
• Interpret regulations and policies and advise on appropriate action.

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

• Serve as a Human Resources Specialist in an Army Reserve Battalion or equivalent size unit.
• Conduct analysis of records for appropriate documentation and adherence to Army and United States Army Reserve Command (USARC) requirements.
• Identify program deficiencies and make recommendations for resolution.
• Review and process military personnel records and actions through various automated systems.
• Monitor compliance with regulations, personnel readiness, and assists in review of unit status reports.
• Provide guidance to supported units on administrative aspects of military personnel management programs.
• Develop unit administrative actions, such as military correspondence, reports, military orders and personnel actions.
• Prepare briefings to provide management concerning the status of military personnel actions and program requirements and for use in the decision making process.

Starting at $66,757 Per Year (GS 9)

As a Human Resources Specialist (Compensation) (Staffing) you will be responsible for the following duties:

• Provides advice, guidance, and assistance on the application of compensation flexibilities based on federal laws, DCIPS policy, and the agency's practices.
• Develops competitive compensation packages for the agency's new hires.
• Evaluates federal and DCIPS compensation policies and incentives for applicability and impact to DCSA human capital management strategies.
• Evaluates the applicability of existing incentives and develops new incentive proposals to hire and retain individuals with highly desired talent and experience. Evaluates the effectiveness of existing incentives.
• Participates in working groups to develop, revise, and evaluate incentives applicable to DCIPS organizations.
• Develops and presents products and reports illustrating the agency's compensation philosophy and practices.

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

• Establish workflow, functional assignments and distribute work to meet demands.
• Instruct and direct employees to ensure they understand regulatory guidelines and current operational directives and policies.
• Perform supervisory personnel management functions for employees in the assigned work area.
• Serve as supervisor and independently processes/completes actions involving routine and recurring unusual or complex procedural or substantive issues.
• Schedule, conduct, document, attend, and preside over meeting with support assigned tasks ensuring requirements or objectives are met.
• Retrieve data from various information sources for use in answering questions, responding to correspondence, or preparing reports.
• Ensure all subordinate users are fully trained and aware of the proper use of hardware and software capabilities to meet mission objectives.
• Ensure the operation and operability of a variety of automated systems supporting the assigned military personnel functions.

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

• Provide technical guidance to assist in budget formulation.
• Prepare written instructions based on incoming guidance.
• Serve as a technical advisor to the Commander and staff on personnel programs.
• Coordinate timely execution of the unit’s military personnel management activities.
• Counsel military personnel on benefits and additional Army Reserve programs.
• Provide guidance on military personnel management to subordinate units.
• Advise on current and proposed policies for staff within the organization.
• Plan periodic visits to ensure subordinate units are adhering to command policy.
• Establish internal controls to ensure compliance with regulatory guidance.
• Create innovative programs designed to enhance personnel support to the command.
• Review personnel action requests submitted to ensure compliance with policies and regulations.

Starting at $69,996 Per Year (GS 11)

• Establish workflow, functional assignments and distribute work to meet demands.
• Instruct and direct employees to ensure they understand regulatory guidelines and current operational directives and policies.
• Perform supervisory personnel management functions for employees in the assigned work area.
• Serve as supervisor and independently processes/completes actions involving routine and recurring unusual or complex procedural or substantive issues.
• Schedule, conduct, document, attend, and preside over meeting with support assigned tasks ensuring requirements or objectives are met.
• Retrieve data from various information sources for use in answering questions, responding to correspondence, or preparing reports.
• Ensure all subordinate users are fully trained and aware of the proper use of hardware and software capabilities to meet mission objectives.
• Ensure the operation and operability of a variety of automated systems supporting the assigned military personnel functions.

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

• Coordinate civilian and military personnel programs with the appropriate staff.
• Provide advisory assistance to subordinate units on civilian/military personnel matters.
• Manage military and civilian human resources operations throughout the command.
• Provide technical advice to subordinate commands on personnel issues.
• Disseminate regulations, directives, and reports pertinent to military personnel.
• Analyze Human Resources programs to address problems and deficiencies.
• Identify developmental and training needs of employees.
• Assign work to subordinates based on the capabilities of employees.
• Give advice, counsel, and instruction to employees on both work and administrative matters.
• Plan staff visits with subordinate units to monitor special programs.
• Advocate as a member within the management team to negotiate union contracts.
• Articulate errors and provide recommendation of corrective actions.
• Write instructions for procedures on complex military personnel management programs.
• Prepare a wide variety of military and civilian products.

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