Human Resources Specialist

You can make a difference in the world with a human resources career at the Department of State! The Department established the Skill Enhancement and Employee Development (SEED) Program to build a cadre of professional Human Resources Specialists who are prepared to support a growing and evolving workforce.

We are hiring entry-level Human Resources (HR) Specialists. If selected, you will be emersed in a robust two-year training and development program through the SEED. During the second year, and upon successful completion of the program, you may be reappointed in one of the various regional or functional Bureaus. Completes skill-building rotations in different areas of Human Resources, including: Employee and Annuitant Services Provides the opportunity to work in the Department's centralized Human Resources Service Center (HRSC) who filters and addresses general HR inquiries from Department of State employees. The HRSC manages and processes a variety of items for employees including employee benefits, personnel actions, employee data changes, beneficiary forms, and actions for retired Foreign Service employees. Employee Relations- Provides the opportunity to develop, implement, and promote work-life policies and programs, employee accountability, disciplinary processes, and providing guidance on conduct and performance issues for Department employees. Classification-Provides the opportunity to evaluate and apply the Office of Personnel Management's (OPM) classification standards to assign the appropriate pay plan, position title, occupational series, and assessing the Fair Labor Standards Act designation for positions descriptions. Staffing and Recruitment-Provides the opportunity to engage in the hiring process from the beginning by advising hiring officials, drafting and posting vacancy announcements, and conducting qualifications analysis. To the end by extending job offers, processing pre-employment paperwork, and onboarding new employees. Policy Administration-Provides the opportunity to interpret, create and administer policy and program guidance related to the employment life cycle including, career and leadership development, performance management, senior executive service, and political appointments. Bureau Executive Office-Provides the opportunity to support employees and managers in the Bureau by assisting with staffing and recruitment, performance management, training request, awards programs, benefits, work-life programs, workforce planning, position management, employee relations, and management resources. Completes structured training program including a variety of HR-related courses through internal and external vendors and passes any assessments required for courses. Prepare capstone project during the second year of employment to exhibit the learned competencies and present to management as a solution to an issue identified. Be assigned a mentor to provide you with valuable guidance on navigating workplace dynamics and offer insights into HR best practices and help you develop essential skills for success in this the field. Additional Duties: Researches and provides guidance to management on all recruitment and placement issues, modes of recruitment, staffing alternatives, and recommends strategies to resolve problems. Creates job analyses, develops crediting plans and makes eligibility and qualifications determination. Researches pertinent policies and guidelines to provide consultative advice. Extends job offers, verbally and in writing; provides new employees information on eligibility requirements and various benefit options; and tracks the progress of recruitment actions by using electronic HR systems in a timely manner. Utilizes automated systems to process personnel actions in accordance with established policies and procedures. Serves as the initial point of contact and source of information on benefits, (including Federal Employees Group Life Insurance, Health Benefit, and Thrift Savings Plan programs, etc.) counseling management, employees, and beneficiaries on program coverage, options, variances in coverage, and advantages and disadvantages of benefits. Examines pertinent guidelines relating to compensation and discusses issues with Departmental payroll officials to verify that the existing pay is correct or take the necessary action to correct it and adjust, if appropriate. Advises on appropriate procedures and practices involved in developing employee performance plans, conducting appraisal interviews, and submitting and justifying employee award nominations. Confers the basis for position classification decisions with management by providing advisory guidance on title, series, and grade as well as position structuring, effective position management, and establishment of career ladders.