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Employers: Current IPAC members can post professional job opportunities within their own organization here. please do not post jobs from third-parties, nor jobs unrelated to selection and assessment. IPAC reserves the right to remove listings that do not meet these criteria. Please remember to delete your post when the position is no longer active. If you are not an IPAC member, you can reach out to an IPAC member to post on your behalf. Learn more about how to become a member

Candidates: Please contact the prospective employer directly! IPAC cannot and will not answer any questions about these position listings.

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  • 29 Nov 2022 8:49 AM | Andrey Pankov (Administrator)

    Joining the Secret Service, Office of Human Resources (HR), HR Research and Assessment Division will allow you to participate in research, development, implementation, and maintenance of effective competency-based assessments for selection, promotion, career development, and organizational effectiveness to support the establishment and maintenance of a quality workforce.

    https://www.usajobs.gov/job/690391600

    Open & closing dates:  11/21/2022 to 12/05/2022

    Duties

    The selectee will serve as Personnel Psychologist in the Office of Human Resources, HR Research and Assessment Division. Typical work assignments include:

    • Formulating, defining and conducting research assignment of moderate scope and complexity, addressing problem in human resource management.
    • Performing responsibly in all phases of the research and project management process, including problem definition, planning, execution, analysis, interpretation, and reporting of results.
    • Developing entry level and promotional tests, assessments, and other tools for selection, promotion, and career development.

    This Personnel Psychologist position starts at a salary of $89,834 (GS-12 step 1), with promotion potential to $164,102 (GS-14 step 10).


  • 23 Nov 2022 3:37 PM | Michael Blair

    Are you a graduate student interested in working with senior industrial/organizational psychologists to deliver employment and organizational assessment services to Federal agencies?  You could be part of a team working to develop, implement, and evaluate assessment tools for selection or promotion; develop and administer surveys; analyze data using SPSS, Excel, or R; write technical reports; conduct job analysis/competency modeling or gap analysis and/or program evaluation.

    For a full description and to apply, visit: https://www.usajobs.gov/GetJob/ViewDetails/688181300 no later than December 5, 2022. Location negotiable, limited to the United States.

    Webinar Opportunity:

    OPM will be hosting three webinars to provide additional information about our organization and the kinds of projects our psychologists complete.  Webinars are currently scheduled on November 29, 2022 from 12:30-1:30 PM Eastern Standard Time, November 30, 2022, from 4:00-5:00 PM Eastern Standard Time, and December 1, 2022 from 10:00-11:00 AM Eastern Standard Time.  If you would like to attend a webinar, please send an email to Leadership_Assessment@opm.gov.


  • 17 Nov 2022 7:20 PM | Adelaide Alderks

    Click here to apply!

    Salary 

    $40.08 - $46.68 Hourly

    Location 

    Seattle, WA

    Job Type

    Classified Civil Service, Regular, Full-Time

    Department

    Seattle Department of Human Resources

    Job Number

    2022-02171

    Closing

    1/3/2023 4:00 PM Pacific

    Language Premium

    Yes

    Position Description

    Seattle Human Resources endeavors to promote an equitable and engaging work environment so employees can do their best work and make a difference for the people and communities we serve. The Department focuses on providing high quality services to all City employees and departments and works collaboratively with department leaders to align policies, practices, and programs citywide to fulfill the vision of workforce equity and excellence.  

    As part of this mission, the Fire and Police Exams Unit is responsible for developing and administering merit-based, entry-level, and promotional exams under the direction of the Public Safety Civil Service Commission (PSCSC) and on behalf of the Seattle Police and Fire Departments to establish eligibility lists to fill entry-level, lateral, and promotional positions. We strive to administer exams that are equitable, compliant, and transparent. To support these goals, we are looking for a Fire and Police Exams Analyst who will provide program coordination, research and analysis, and support a high volume of exams administered on behalf of the Fire and Police Departments. This position will also increase the unit’s capacity to administer entry and lateral police officer exam administrations. 

    This position will give you the opportunity to work with a diverse team that centers equity, learning, transparency, and continuous improvement to serve our uniformed employees and the broader community. In this role, you will support the administration of entry and promotional exams, research best practices, analyze data, provide customer service to candidates and partner departments, manage dashboards, budgets, contracts, and records, coordinate public disclosure requests, and provide general logistical support. In addition, you will have the opportunity to regularly utilize your problem-solving and organizational skills to improve exam administration for both the Fire and Police Departments, ultimately making our community a safer and more equitable place by contributing to hiring and promotional processes.

    Job Responsibilities

    In this role: 

    You will be successful if you feel passionate about: 

    • Improving administrative processes and identifying opportunities that make a significant impact 
    • Providing exceptional and welcoming customer service to fire and police exam candidates 
    • Solving complex problems creatively and efficiently 
    • Building and maintaining positive team relationships 
    • Maintaining the utmost level of security and confidentiality 
    • Identifying and undoing inequities in examination processes  
    • Utilizing your organizational skills for seamless project coordination and records management 

     Your effectiveness will depend on your ability to: 

    • Communicate effectively, both orally and in writing 
    • Apply critical thinking and problem-solving in a fast-paced environment 
    • Research and analyze exam administration decisions, past practices, and best practices, providing recommendations and revisions as necessary 
    • Partner tactfully, courteously, and effectively with a variety of people, members of the Seattle Police and Fire Departments, as well as the Public Safety Civil Service Commission and consultants and other industry subject matter experts 
    • Support Senior Analysts by facilitating exam development committee meetings, administering protest periods, and fielding stakeholder communications 
    • Supporting the Fire & Police Exams Unit in testifying and defending work before the PSCSC 

     You will feel prepared if you have experience in: 

    • Supporting and administering employment-related examinations (written, oral board, working tests, practical exams, certifications, etcetera), particularly public safety or apprenticeship exams
    • Researching and interpreting rules, regulations, contracts, and policies and procedures 
    • Communicating technical exam-related concepts to non-technical audiences
    • Coordinating exam logistics, such as booking hotels, event spaces, airfare, and shuttles 
    • Applying your advanced skills in Microsoft Word, Excel, PowerPoint, and Outlook 
    • Conducting statistical reports and creating data dashboards 
    • Processing and monitoring contracts and receipts  
    • Providing instructions and assistance to large groups of people 
    • Industrial or Organizational Psychology and Personnel Selection
    Qualifications

    In addition to the ability to perform the tasks described above, you will need to possess the below required qualifications:

    • A Bachelor’s Degree in Human Resource Management, Business or Public Administration, Social Sciences, or a related field 
    • Two years in personnel selection assessments (preferably for Civil Service positions), public-sector exams, or performing other human resources-related tasks, or a related field 

     

    OR

    • An Associate Degree in Human Resource Management, Business or Public Administration, Social Sciences, or a related field 
    • Three years in personnel selection assessments (preferably for Civil Service positions), public-sector exams, or performing other human resources-related tasks, or a related field 

     

    OR

    • Four years in personnel selection assessments (preferably for Civil Service positions), public-sector exams, or performing other human resources-related tasks, or a related field 
    Additional Information

    This position is classified a Personnel Analyst and requires the ability to lift 30 pounds and work overtime, evenings, and weekends.

     

    The first round of interviews for this position are tentatively scheduled for Thursday, January 12 and Friday, January 13, with the second round taking place on Thursday, January 19, 2023. 

     

    Applicants must successfully pass a background check, which will be conducted in accordance with Seattle’s Fair Chance Employment Ordinance, SMC 14.17. Applicants will be given a chance to explain or correct background information and provide verifiable information of good conduct and rehabilitation.

     

    The City of Seattle recognizes every City employee must play a role in ending institutional and structural racism. Our culture is the result of our behavior, our personal commitments, and the ways we courageously share our perspectives and encourage others to do the same. To cultivate an antiracist culture, we seek employees who will engage in the Race and Social Justice Initiative by working to dismantle racist policies and procedures, unlearn the way things have always been done, and provide equitable processes and services.

     

    COVID 19 Vaccination Mandate - City of Seattle employees are required to be fully vaccinated against COVID-19. If hired, you will be required to submit proof of vaccination prior to your employment start date. People are considered fully vaccinated two weeks after their second dose in a two-dose series or two weeks after a single-dose vaccine. Employees may make requests for a reasonable accommodation based on a medical disability or for sincerely held religious beliefs. Philosophical, political, scientific, or sociological objections to vaccination will not be considered for an exemption or accommodation.

     

    APPLICATION PROCESS:

    To be considered for this position, please submit your complete application, resume, and cover letter to https://www.governmentjobs.com/careers/seattle no later than 4:00pm Pacific Time on Tuesday, January 3, 2023. In your 1-page cover letter, please explain your interest in this position and identify specifically how the combination of your knowledge, skills, and interests align with our business needs and will contribute to your success in this role. This position is open to all candidates that meet the minimum qualifications. The City of Seattle values diverse perspectives and life experiences. Applicants will be considered regardless of race, color, creed, national origin, ancestry, sex, marital status, disability, religious or political affiliation, age, sexual orientation, medical condition, or pregnancy. The City of Seattle encourages people of all backgrounds to apply, including people of color, immigrants, refugees, women, LGBTQ, people with disabilities, veterans, and those with diverse life experiences. If you have questions, please contact Lindsey King at Lindsey.King@seattle.gov.


  • 07 Nov 2022 10:54 AM | Kathy Stewart (Administrator)

    U.S. Customs and Border Protection (CBP), Personnel Research and Assessment Division (PRAD) has 2 openings for a Personnel Research Psychologist. PRAD seeks interested and eligible employees at the GS-12, GS-13, or GS-14 levels. All positions are non-supervisory and have promotion potential to the GS-14. These positions are eligible for remote work, anywhere in the United States. Applications will be accepted from Monday, November 7 to Monday, November 21, 2022 for the first 100 applicants.

    The Personnel Research and Assessment Division is a team of Industrial-Organizational Psychologists leveraging expertise in human capital strategies and applied research to make a difference in the safety and security of our Nation.

    Selected applicants will be responsible for designing, developing, and validating tests and other assessment instruments for use within CBP, enhancing organization effectiveness through organizational development, and conducting research to support national initiatives. Typical work assignments, include but are not limited to:

    • Planning and conducting job analysis studies, the results of which serve as the foundation for a variety of human resources programs including development of tests and assessments for frontline hiring and career paths for employee development.
    • Leading the development of innovative assessment tools in support of multiple-hurdle selection processes and conducting validity studies to determine the predictive effectiveness of new and existing assessments for specific occupations. Using classical test theory and item response theory to develop assessments, including computer adaptive tests.
    • Applying the knowledge base and scientific methods of psychology to critical human capital issues to include talent acquisition, succession planning, retention, employee motivation, and occupational skills gaps.
    • Designing and implementing surveys to support data driven decision-making around human capital issues or to enable program evaluation.
    • Participating in all phases of the research process, including problem definition, planning, execution, statistical analysis, and interpretation, and reporting of results. Preparing and presenting briefing materials that communicate technical information to non-technical audiences of all levels, documenting applied research study methods and results in technical reports.

    If you know of any good candidates for these positions, please pass this information along. For questions, please contact Julia Leaman (JULIA.A.LEAMAN@cbp.dhs.gov) or Kevin Byle (KEVIN.A.BYLE@cbp.dhs.gov).

    Current Federal employees (GS-0180-12/13): https://www.usajobs.gov/job/687734500 

    Current Federal employees (GS-0180-14): https://www.usajobs.gov/job/687664500

    All other applicants (GS-0180-12/13): https://www.usajobs.gov/job/687664600


  • 24 Oct 2022 11:37 AM | Andrey Pankov (Administrator)

    USA JOBS: https://www.usajobs.gov/job/684237600

    Open & closing dates:  10/20/2022 to 10/26/2022

    Joining the Secret Service, Office of Human Resources, Human Resources Research and Assessment Division will allow you to implement organizational practices, policies and procedures for increased effectiveness. This Student Trainee (Psychology) position starts at a salary of $40,883 (GS-5, step 1) with promotion potential to $80,532 (GS-9, step 10). Apply for this exciting opportunity to impact human resource functions that support work under the Personnel Research Psychologist discipline.

    Duties

    The selectee will serve as a Student Trainee (Psychology) in the Office of Human Resources, Human Resources Research and Assessment Division.  Typical work assignments include:

    • Managing portions of research or practical projects (i.e. individual segments of a larger project); and addressing problems in human resource management, development or assessment.
    • Assisting with survey planning and design; evaluating survey results to determine outcomes and trends; providing input on recommendations related to human resource management, development, or assessment. 
    • Assisting senior members in tasks of limited scope and complexity related to the development and validation of special-purpose tests, employee or organizational development initiatives, or other related human resource initiatives. 
    • Assisting with data collection to support human capital research efforts.

    More than one selection may be made from this announcement if additional identical vacancies in the same title, series, grade and unit occur.

    For more information on the Secret Service click here.  View common definitions of terms found in this announcement

  • 21 Oct 2022 5:44 PM | Laura Wagman

    Join the Arlington County Human Resources Department (HRD) assessment team as an Assessment and Selection Analyst. We are searching for an experienced, detail-oriented individual desiring to further their professional experience in a progressive local government, by providing subject matter expertise in personnel assessment & selection, data analytics, and process improvement. Experience working with public safety organizations is desirable.

    Apply here!

    Location: Arlington County, VA 22201

    Typical duties include:

    • Meeting facilitation
    • Training facilitation
    • Data analysis and validation
    • Job-related selection instrument development
    • Collaboration with various stakeholders
    • Executive summary preparation

    Minimum Requirements:

    • A combination of education and experience equivalent to a Bachelor's degree in Industrial/Organizational Psychology, Human Resources Management, Public Administration or a related field. 
    • Professional level experience in testing and assessment applied to hiring and/or promotion, including experience assisting in developing and/or administering validated assessment centers.

    Substitution: Additional qualifying experience may be substituted for required education on a year-for-year basis.  
     
    Preference may be given to candidates with any of the following desirable qualifications:

    • Advanced degree in Industrial and Organizational Psychology or a related field;
    • Experience building and managing relationships with internal and external customers;
    • Experience researching, analyzing, and developing solutions to complex issues, procedural and/or operational problems;
    • Experience working with a public safety agency and/or developing selection processes for public safety occupations; 
    • Experience handling a variety of human resource processes including but not limited to employee selection and recruitment; and/or
    • Possession of a human resources certification or license such as PHR, SPHR, SHRM-CP SHRM-SCP or CCP. 


  • 18 Oct 2022 8:29 AM | Alok Bhupatkar

    Link to the full position: https://www.usajobs.gov/job/683341300

    About the Position:

    The Army Research Institute drives scientific innovation to enable the Army to acquire, develop, and retain Soldiers and enhance personnel readiness. ARI's Emerging Research Unit (ERU) conducts applied research on emerging topics in the Army, particularly those topics that have bearing on Army personnel policy. ERU scientists develop new approaches to measuring and improving unit readiness, group resilience, and understanding Soldiers' adaptation to evolving technologies.

    Conditions of Employment

    • Appointment may be subject to a suitability or fitness determination, as determined by a completed background investigation.
    • Must be able to obtain and maintain a Secret security clearance.
    • Three-year trial/probationary period may be required.
    • This position requires you to submit a Public Financial Disclosure Report (OGE 278) or a Confidential Financial Disclosure Report (OGE450) upon entry, and annually thereafter.
    • This position will require you to obtain and maintain a COR appointment(s) from the Army Research Institute -approved contracting agents.

    Qualifications

    Who May Apply: Only applicants who meet one of the employment authority categories below are eligible to apply for this job. You will be asked to identify which category or categories you meet, and to provide documents which prove you meet the category or categories you selected. See Proof of Eligibility for an extensive list of document requirements for all employment authorities.

    • Current Department of Army Civilian Employees
    • Current Permanent Department of Defense (DOD) Civilian Employee (non-Army)
    • Executive Order (E.O.) 12721
    • Interagency Career Transition Assistance Plan
    • Land Management Workforce Flexibility Act
    • Military Spouses, under Executive Order (E.O.) 13473
    • Non-Appropriated Fund Instrumentality (NAFI)
    • Non-Department of Defense (DoD) Transfer
    • Office of Personnel Management (OPM) Interchange Agreement Eligible
    • People with Disabilities, Schedule A
    • Priority Placement Program, DoD Military Spouse Preference (MSP) Eligible
    • Reinstatement
    • Veterans Employment Opportunity Act (VEOA) of 1998


  • 13 Oct 2022 11:16 AM | Trey Trainum

    The US Postal Service is looking to add an Industrial Psychologist IV to our team of I/O psychology professionals as part of our Organizational Effectiveness team, USPS’s in-house team of I/O psychology practitioners responsible for addressing all job analysis and design, selection and assessment, and people analytics needs for the entire organization. 

    This is an experienced position primarily responsible for leading large complex job analysis and job design projects by leveraging their experience and technical expertise. Ideal candidates should have significant professional experience serving as a technical expert in job analysis and job design projects.

    While our team is primarily based at USPS Headquarters in Washington, D.C., any applicants located within the United States will be considered. Please note that the salary range on the listed job advertisement only reflects the minimum to the midpoint of the full salary range for V-01 positions. However, exceptional candidates may be hired above the posted salary range on the job advertisement, contingent on internal reviews and approvals.

    Please apply for this opportunity at the following link: APPLY HERE


    JOB DESCRIPTION OVERVIEW

    Functional Purpose

    Serves as the technical expert for job architecture and competency development programs. Leads large complex job analysis studies and projects designed to identify large scale organizational needs and inform talent management strategies. Leverages professional knowledge and experience provide technical guidance regarding job analysis and competency development to team members and consult with business owners and managers at all levels of the organization.

    Duties & Responsibilities 

    1. Consults with stakeholders to identify organizational goals and strategies regarding competency models and job architecture. Collaborates with internal stakeholders on initiatives and projects designed to develop competency models and job architecture frameworks. Provides technical advice and program guidance to organizational leadership regarding effective methods, procedures, instruments, and strategies to develop competency models, interview guides, and job architecture.
    2. Leads large complex job analysis studies and project teams by developing and implementing strategies and project plans to conduct observations, focus groups, interviews, and surveys to identify and evaluate work requirements, tasks, duties, and responsibilities. Designs, develops, and administers job analytic surveys to capture necessary data to inform the development and validation of competency models, job descriptions, selection processes, training, performance management and succession planning strategies. Develops deliverables resulting from job analytic studies, including job descriptions, competency models, and interview guides.
    3. Conducts quantitative and qualitative data analysis for job analysis, competency modeling, and other projects. Analyzes job analysis survey data to describe and understand job responsibilities and requirements by running descriptive, frequencies, correlations, regressions and factor analysis. Generates graphs and charts to display the data visually. Documents results in presentations and detailed technical reports. Ensures adherence to applicable professional standards, principles and guidelines.
    4. Conducts external research on industry best practices in competency modeling, job analysis, and job architecture to identify trends, technology enhancements, and methodologies. Develops recommendations for processes, policies, guidelines, and practices for incorporating competency models throughout the employee life cycle, including hiring, development, and performance management and evaluation. Shares technical knowledge (e.g., methodological, statistical, psychometric), and professional development support (e.g., coaching, mentoring) to teammates.
    5. Develops, implements and maintains job architecture guidelines, methods, and procedures to ensure the accurate creation and modification of job descriptions and related materials. Develops the framework, methodology and process for career path analysis and modeling, to inform talent management strategies and evaluate effectiveness of talent management programs and initiatives.
    6. Leads the design of best-in-class job evaluation process to include identifying and implementing legally defensible evaluation methodologies. Conducts internal and external salary analysis studies using market data sources (e.g., ERI, Payfactors) to ensure job equity; prepares and documents analysis to inform recommendations for the appropriate job grade level. 
    7. Leads large scope organizational review and restructure initiatives and projects to review, create, and/or modify job descriptions. Consults with managers at all levels of the organization to identify job description and requirements needs based on organizational changes. Provides technical guidance to organizational leadership regarding job architecture process and value.
    8. Develops and facilitates training of job analytic methods and tools and content validation strategies to enable the team to effectively define job roles, requirements, and determine the appropriate occupational group, classification, and Fair Labor Standards Act (FLSA) designation for new and existing jobs. Provides technical direction, guidance, and training to team members regarding the evaluation of jobs using established methodologies (e.g., point factor, factor comparison, market pricing) to determine pay grades.
    9. Identifies the impact of competency models on talent management tools and programs and organizational performance. Conducts complex analyses related to the development, delivery and reporting of the impact of competency models on job descriptions, performance, and development. Identifies and makes recommendations for opportunities for improvement of talent management strategies, tools and techniques by leveraging competency models and other job analytic data.
    10. Provides written and/or oral testimony, briefings and reports on complex technical and professional issues. Serves as a technical expert and testifies in legal proceedings in the area of I/O Psychology. 
  • 13 Oct 2022 10:51 AM | Trey Trainum

    The US Postal Service is looking to add an Industrial Psychologist I to our team of I/O psychology professionals as part of our Organizational Effectiveness team, USPS’s in-house team of I/O psychology practitioners responsible for addressing all job analysis and design, selection and assessment, and people analytics needs for the entire organization. 

    This is an early-career position primarily responsible for supporting organization-wide job design and job analysis efforts. Ideal candidates would have some previous experience writing job descriptions and participating in job analysis projects.

    While our team is primarily based at USPS Headquarters in Washington, D.C., any applicants located within the United States will be considered. Please note that the salary range on the listed job advertisement only reflects the minimum to the midpoint of the full salary range for EAS-21 positions. However, exceptional candidates may be hired above the posted salary range on the job advertisement, contingent on internal reviews and approvals.

    Please apply for this opportunity at the following link: APPLY HERE

    JOB DESCRIPTION OVERVIEW

    Functional Purpose

    Performs a variety of projects and assignments in support of organizational talent management goals. Gathers and analyzes job analysis data for use and application in job analysis studies, career pathing, competency models and related projects. Documents job analysis results, evaluates and classifies jobs and updates job descriptions, competency models, and related materials in accordance with established procedures and guidelines.

    Duties & Responsibilities 

    1. Participates in job analysis studies (e.g., observations, focus groups, surveys) to gather work related information regarding specific job families to inform the development and modification of job architecture, assessments, competency models, and training programs. Compiles and analyzes job analytic data to identify tasks, job requirements, trends, patterns, and anomalies.
    2. Receives and processes job architecture requests such as changes to job descriptions and grade levels. Conducts research to gather necessary information to begin request. Schedules and facilitates meetings with customers to identify request needs, to include changes in job and structure.
    3. Writes and modifies job descriptions and qualifications/requirements to describe the duties, responsibilities, and skills required to perform the job at entry. Collaborates with senior team members on restructure and job analytic projects.
    4. Works collaboratively as a member of a team to support large-scale job analysis studies and competency models. Independently completes projects and assignments such as data analysis, research and reporting for small-scale job analysis and competency update projects.
    5. Analyzes job information to define job roles and requirements and to determine the appropriate occupational group, classification, and Fair Labor Standards Act (FLSA) designation. Evaluates jobs to determine pay grades using methods such as point factor, factor comparison, and market pricing.
    6. Queries data and utilizes human resources information systems to complete analyses, create, revise, maintain, and retrieve job related information. Aggregates and formats data from multiple sources, and conducts analyses such as descriptive, correlations, regressions, factor analysis, and significance testing.
    7. Uses standard operating procedures (SOPs), guidelines, and training materials for job classification and evaluation processes, policies, and methods

  • 07 Oct 2022 9:10 AM | Martinique Alber (Administrator)

    Executive Director, Personnel Board of Jefferson County - Birmingham, Alabama, United States (On-site)

    The Executive Director of the Personnel Board of Jefferson County directs the operations of an independent organization responsible for a civil service system comprised of twenty-two separate agencies/municipalities with over 8,000 employees within Jefferson County, Alabama. The Executive Director is responsible for guiding the day-to-day planning, organizing, directing, and coordination of activities of the Personnel Board and its various divisions, including Applicant Services, Classification and Compensation, Employee Relations, Training and Organizational Development, Employment Testing, and Information Services. Working under the authority of a Three-Member Board appointed by civic leaders, the Executive Director sets policy and strategic short and long-term goals and objectives for the organization, and assigns, supervises, and evaluates the work of professional staff members. The Executive Director accomplishes work through close coordination and collaboration with a team of division managers, establishing work plans to address complex business issues and management practices and processes that ensure the organization effectively and professionally serves its customers.

    Mission

    The Personnel Board’s mission is to establish and facilitate a model merit (civil service) system that enhances the employment and development of government employees through innovative, efficient, and effective human resources practices that firmly uphold our values and comply with applicable laws.

    The Personnel Board strives to achieve its mission by adhering to and promoting the following Merit System values:

    Professional values - Serve professionally with dedication, competence, and efficiency.

    Ethical values - Act ethically, reliably, and with integrity so as to uphold public trust.

    Civic values - Pursue public interest with accountability and transparency.

    Human values - Demonstrate respect, compassion, dignity and fairness in dealings with citizens and fellow public servants.

    Excellent & Highly Competitive Benefits

    Our employees enjoy long-term employment with reliable benefits. We offer our employees a strong benefits package with options that truly work for all and meet the needs of our employees.

    • Comprehensive medical benefits with low copays, low deductibles, and high levels of coverage after 30 days of employment for self and eligible dependents
    • Dental and Vision insurance plans after 30 days of employment for self and eligible dependents
    • Term Life Insurance and Voluntary Accidental Death & Dismemberment Insurance for self and eligible dependents
    • Optional Healthcare and Dependent Care Flexible Spending Accounts (FSAs)
    • Disability benefit options such as Short-Term Disability and Long-Term Disability
    • Supplemental insurance options such as Group Accident, Group Critical Illness, and Group Hospital Indemnity
    • General Retirement System (Pension) enrollment
    • Paid vacation, paid sick leave, and paid holidays
    • Deferred Compensation

    Required Qualifications

    • Master’s Degree in Industrial-Organizational Psychology, Human Resources, Business Administration, or a closely related field
    • Experience managing a large (15 or more people) division or organization that provides human resources services to multiple departments or agencies
    • Responsibility for an organizational budget of at least $8 million
    • Experience driving strategic innovations for an organization
    • Experience working with multiple stakeholders and political entities to ensure compliance with legal statutes and system rules
    • Experience overseeing through subordinate managers/supervisors the operations of several of the following: employment selection, recruiting, classification and compensation, information technology, employee relations, and training
    • Experience in establishing, reviewing the legality of, and managing contracts with external vendors

    Preferred Qualifications

    • Ph.D. in Industrial-Organizational Psychology
    • Experience gaining progressive levels of responsibility working in a civil service organization providing human resources services to multiple agencies

    For more information about this opportunity, the Personnel Board, and the Birmingham area, please follow this link.

    https://www.pbjcal.org/JobsQuest/Recruiting/

    If you are Interested and qualified, please submit a resume to personneldirector@pbjcal.org.


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