HR Representative Jobs in Montana

Job Title: Human Resources Specialist Esep Company: Location: Billings, MT Description: Employee Relations: Provides advice and assistance on situations requiring extensive analysis in which the nature and scope of personnel issues are concealed and obscured by such conditions as communications barriers due to conflicts in attitude, complex organizational structures or personal rivalries, and adverse working conditions or threats to job security which create extremely negative attitudes to other issues. Advisory services to correct poor work situations or prevent potential problems may require substantial interactions with other personnel fields, integrated solutions, and special coordination to minimize impact on activity morale. Advice and assistance is impacted by three or more environmental factors which pose problems of considerable complexity such as substantial numbers of employees in diverse occupational groups ranging through professional and executive, diverse ethnic groups with negative attitudes towards each other, large and complex or highly dynamic organizations with problems in communications or understanding work goals, poor morale or high turnover, and widely dispersed geographical locations. The work force often has mission impacting scarce skill/retention conditions.  As an agencies technical expert, he/she responds to personnel program situations where there is the potential for serious impact on the agency's mission. Reviews new or proposed policies, procedures and guidelines and makes recommendations to management on the need for changes in existing policies. Develops policies for and/or evaluates Employee Relations. The incumbent will participate in and help set up a facilities training program for supervisors on proper investigation and factual documentation of reports and disciplinary actions. Incumbent is relied upon to provide technical expertise to HR personnel, IHS management and higher echelons on technical aspects. Helps develops strategies and plans, develops new agency policies, procedures and guidelines when the issues under consideration are new and have no applicable precedent or are highly controversial and provides management with interpretations of policy and procedure. Develops and maintains a sound working relationship with other Federal Agencies, especially the Department of Labor, the Office of Inspector General and the Office of Regional Counsel to insure a viable program. Develops solutions to extremely complicated problems with potential to impact all employees or the entire program for the organization, and institutes beneficial changes to the program to eliminate problematic developments in previous practices.  Implements procedures for hearing and adjusting grievances and compliance in a prompt and equitable manner, and directs or performs the necessary inquire to establish all facts. Insure that employees have the full benefit of the policy which assures them the freedom to seek adjudication of any grievances. In this regard, the incumbent functions in an advisory capacity on a broad scope to both management and employees in attempting to inform both parties concerned of their rights and obligations concerning the proper procedural requirements under this procedure. The incumbent is responsible for the orderly conduct of matters related to disciplinary or adverse action. Examines in detail the charges, case documentation, and the affected employee's past record while considering the investigation of the circumstances involved in reports of alleged misconduct, while establishing and/or otherwise developing all available facts.  Labor Relations: Performs duties associated with Labor Management Relations, including representing the Area Office in meetings and discussions with formal and informal employee groups determining the appropriateness of recognition required by employee organizations under Executive Order 11491 and serving as an advisor to management's negotiating committee for general agreements, and handling grievance cases in accordance with negotiated agreements as appropriate. Performs work concerned with controversial and complex organizing and recognition issues such as unit appropriateness in which significant elements are unique and require considerable judgment and originality to relate existing precedent to the specific case in justifying management's view. Prepares documentation and acts as a technical advisor and/or representative on such matters before FLRA. Advises management on appropriate procedures and practices to avoid unfair labor practice charges on proposed actions, and acts as a technical advisor and/or representative on controversial and complex ULP and grievance issues, to include mediation and impasse proceedings before FMCS and FSIP. Workers Compensation Program: Works with supervisors in the area of on-the-job injuries reporting to OWCP; dental of within grade increases; requests for outside activity; and processes NACI cases referred to the Area OPM. Develops and implements creative techniques to proactively manage the OWCP chargeback with the goal of reducing and preventing unnecessary and costly expenditures. Reviews third party involvement in negotiations and will represents the agency in appropriate cases like DOL oral hearings as the representative of the agency, while monitoring and maintaining status of current cases arising from the Workers Compensation Program and makes recommendations that are well thought out and can be adopted with minimal change.

Job Title: Human Resource Specialist Classification Ba184a Esep Company: Location: Billings, MT Description: DUTIES AND RESPONSIBILITIES:  This position is located in the Northern Plains Region, Division of Human Resources, Billings, Montana.  The primary emphasis of this position is on relating, in a positive service oriented way, to operating officials in all position classification and position management activities necessary to obtain, developing, and maintaining a work force which accomplishes the mission of the Indian Health Service in accordance with the law, and guidelines of the Department.  The incumbent plans and oversees the position management and position classification function within the framework of policies and guides set forth by management and legal authorities.  The incumbent classifies a variety of jobs, without technical assistance.  Participates in formal classification surveys.  The classifier may work with lower graded personnel or may conduct surveys on his/her own.  These surveys include the desk audit of virtually all positions in the Area to help meet the Department's Three year Plan, which involves an on site review of the third of all positions annually.  Promotes implementation of management improvement and cost reduction identifies possible deficiencies and recommends appropriate action.  This facet of the work also entails assembling necessary materials (position descriptions, organizational charts, evaluation statements, ect.) requested by a higher-level Departmental Office of Personnel Management in adjudicating classification appeals.  Supervises the Northern Plains Region Classification Sections.  Serves as Lead for the HR staff located in Billings, Montana.  Performs other duties as assigned.