USPSC Human Resource Specialist 123 views


USPSC Human Resource Specialist

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    US Agency for International Development


    Closing date:
    06 Jan 2020

    Request for Personal Service Contractor

    United States Agency for International Development

    Office of U.S. Foreign Disaster Assistance

    Position Title: Human Resource Specialist (Multiple Positions)

    Solicitation Number: 720FDA18B00046

    Salary Level: GS-12 Equivalent: $81,548 – $106,012

    Issuance Date: April 13, 2018

    Closing Date: Open and continuous through March 13, 2020 with (7) Review Periods closing on:

    June 8, 2018, at 12:00 P.M. Eastern Time

    September 28, 2018 at 12:00 P.M. Eastern Time

    January 23, 2019 at 12:00 P.M. Eastern Time

    April 26, 2019 at 12:00 P.M. Eastern Time

    August 23, 2019 at 12:00 P.M. Eastern Time

    January 6, 2020 at 12:00 P.M. Eastern Time (Deadline Extended)

    March 13, 2020 at 12:00 P.M. Eastern Time

    Closing Time: 12:00 P.M. Eastern Time

    Dear Prospective Applicants:

    The United States Government (USG), represented by the U.S. Agency for International Development (USAID) Office of U.S. Foreign Disaster Assistance (OFDA), is seeking applications from qualified U.S. citizens to provide personal services as a Human Resource (HR) Specialist under a United States Personal Services Contract (USPSC), as described in the attached solicitation.

    Submittals must be in accordance with the attached information at the place and time specified. Applicants interested in applying for this position MUST submit the following materials:

    1. Complete resume. In order to fully evaluate your application, your resume must include:

    (a) Paid and non-paid experience, job title, location(s), dates held (month/year), and hours worked per week for each position. Any experience that does not include dates (month/year), locations, and hours per week will not be counted towards meeting the solicitation requirements.

    (b) Specific duties performed that fully detail the level and complexity of the work.

    (c) Names and contact information (phone/email) of your current and/or previous supervisor(s). Current and/or previous supervisors may be contacted for a reference.

    (d) Education and any other qualifications including job-related training courses, job-related skills, or job-related honors, awards or accomplishments.

    (e) U.S. Citizenship

    (f) Optional: How did you hear about this opportunity? (FedBizOps, OFDA Jobs, Career Fair, etc.).

    Your resume should contain sufficient information to make a valid determination that you fully meet the experience requirements as stated in this solicitation. This information should be clearly identified in your resume. Failure to provide information sufficient to determine your qualifications for the position will result in loss of full consideration.

    2. USPSC Application form AID 302-3. Applicants are required to complete sections A through I. This form must be physically signed. Electronic signatures will not be accepted.

    NOTE ABOUT THE DATA UNIVERSAL NUMBERING SYSTEM/SYSTEM FOR AWARD MANAGEMENT REQUIREMENTS

    All USPSCs with a place of performance in the United States are required to have a Data Universal Numbering System (DUNS) number and be registered in the System for Award Management (SAM) database prior to receiving an offer. You will be disqualified if you either fail to comply with this requirement or if your name appears on the excluded parties list. The selectee will be provided with guidance regarding this registration.

    NOTE: As of March 28, 2018, all new SAM.gov entity registrations will now require a signed notarized letter identifying the authorized Entity administrator for the entity associated with the DUNS number. Additional information on the format of the notarized letter and where to submit can be found via the below Federal Service Desk link:

    https://www.fsd.gov/fsd-gov/answer.do?sysparm_kbid=d2e67885db0d5f00b3257d321f96194b& sysparm_search=kb0013183

    Additional documents submitted will not be accepted. Incomplete or late applications will not be considered. OFDA reserves the right to select additional candidates if vacancies become available during future phases of the selection process.

    Applicants can expect to receive a confirmation email when application materials have been received. Applicants should retain for their records copies of all enclosures which accompany their applications. Your complete resume must be emailed to:

    OFDA Recruitment Team

    E-Mail Address: recruiter@ofda.gov

    Website: www.OFDAjobs.net

    Any questions on this solicitation may be directed to OFDA Recruitment Team via the information provided above.

    Sincerely,

    Renee Newton

    Contracting Officer

    Solicitation for USPSC Human Resource Specialist (Multiple Positions)

    1. SOLICITATION NO.: 720FDA18B00046

    2. ISSUANCE DATE: April 13, 2018

    3. CLOSING DATE/TIME FOR RECEIPT OF APPLICATIONS: March 13, 2020 12:00 P.M. Eastern Time

    This solicitation is open and continuous until March 13, 2020. The following are the closing dates for each review period:

    June 8, 2018, at 12:00 P.M. Eastern Time

    September 28, 2018 at 12:00 P.M. Eastern Time

    January 23, 2019 at 12:00 P.M. Eastern Time

    April 26, 2019 at 12:00 P.M. Eastern Time

    August 23, 2019 at 12:00 P.M. Eastern Time

    January 6, 2020 at 12:00 P.M. Eastern Time

    March 13, 2020 at 12:00 P.M. Eastern Time

    Candidates not selected during a previous review period must reapply in order to be considered for positions available in subsequent review periods. A review period may be cancelled at OFDA’s discretion.

    4. POSITION TITLE: Human Resource Specialist

    5. MARKET VALUE:

    GS-12 equivalent ($81,548 – $106,012 – includes locality pay). Final compensation will be negotiated within the listed market value based upon the candidate’s past salary, work history and educational background. Salaries over and above the top of the pay range will not be entertained or negotiated. Candidates who live outside the Washington, D.C. area will be considered for employment but no relocation expenses will be reimbursed.

    6. PERIOD OF PERFORMANCE: Two (2) years, with three (3) one-year options.

    7. PLACE OF PERFORMANCE: Washington, D.C.

    8. STATEMENT OF WORK

    POSITION DESCRIPTION

    OFDA has a complex and evolving human resources landscape. The office has approximately 450 staff members around the world through a variety of hiring mechanisms including but, not limited to: direct hires (both civil and foreign service), Personal Services Contractors (PSCs), Fellows, Institutional Contractors, Participating Agency Services Agreements (PASAs) employees and interns. Each mechanism operates under its own authorities complete with a unique set of benefits and governing Human Resources (HR) policies. In addition, during the last year, OFDA has been operating at an unprecedented level both in terms of the number and complexity of simultaneous responses such as simultaneously supporting up to three RMTs and four DARTs. This has created both a significant HR challenge for the office in terms of staffing to these high requirements as well as a unique opportunity to increase staffing levels and develop new positions and evolve the nature of other positions. As such, OFDA is undergoing significant growth across all Divisions.

    OFDA has established a HR Team within the PS Division to provide comprehensive HR support across all OFDA hiring mechanisms. The complexity and diversity of its hiring mechanisms coupled with the current staffing increases has highlighted the need to dedicate appropriately skilled resources to the management of OFDA’s unique HR requirements.

    The HR Team support includes but is not limited to the following tasks: providing a full range of comprehensive management advisory/consultative services and assistance for the various OFDA divisions; performing personnel management functions; advising on legal, regulatory and procedural issues related to position management and classification, staffing, recruitment, benefits, performance management, employee relations, workforce planning, staff development and other HR activities; assisting in the recruitment and retention of all OFDA PSC’s and other hiring mechanisms; advising OFDA management on personnel issues; assisting in the interpretation and application of USAID Automated Directive System (ADS) policies relating to all HR, human capital, and talent management issues; supporting OFDA’s compliance with annual performance evaluations requirements across all hiring mechanisms; maintaining the OFDA Staff Development SharePoint portal and all related efforts including seminars, brown bags, and other educational opportunities; supporting the agencies automated time and attendance process, Transit Benefits Program and Telework Program; planning and implementing HR outreach activities designed to strengthen the OFDA community; gathering and capturing HR statistical and performance tracking data; conducting research and analysis on a variety of HR related topics and service offerings; participating in HR related projects and managing a specified work stream of activities; assisting with and supporting the HR Document Retention Program; supporting the Worker’s Compensation Program; as needed, assisting in drafting OFDA specific tools, templates and processes for applicable Agency HR policies; providing OFDA’s in-house expertise on best practices in the field of HR, capital and talent management; performing and assisting with workforce planning for steady state operations and response surges; developing training materials and facilitating knowledge transfer to broad audiences; responding to data calls on staffing and general personnel inquiries; performing and assisting with employee on-boarding and exit activities; liaison with OFDA hiring managers on recruitment and hiring activities and provide status reporting; writing HR policies, procedures and guidelines in line with USG requirements; and as needed, liaison with USAID’s Office of Human Capital and Talent Management (HCTM), USAID Staff Care Center, and the Office of Human Diversity, Program, Policy and Management (PPM) and Administrative Management Staff (AMS).

    The HR Team will be comprised of one USPSC Team Lead GS-14 equivalent, one USPSC Technical Advisor GS-14 equivalent, and up to five additional supporting staff at the GS-12 and GS-13 equivalent levels. The team will reside within the PS Division, with the HR Specialists reporting directly to the Human Resource (HR) Team Lead.

    OBJECTIVE

    OFDA requires the services of multiple HR Specialists at the GS-12 equivalent level in order to operate the daily delivery of HR services and talent management support across all of OFDA’s various hiring mechanisms; including but not limited to civil and foreign service, PSCs, PASAs, fellows, interns, and administratively determined (AD) personnel.

    9. CORE FUNCTIONAL AREAS OF RESPONSIBILITY

    DUTIES AND RESPONSIBILITIES

    OFDA GS-12 Equivalent, HR Specialist will perform the following:

    RECRUITMENT & HIRING

    · Advise management on a wide range of staffing issues such as position classification, recruitment and staffing strategies, prohibited personnel practices, the use of valid selection criteria, and other approaches that help in filling vacancies and staffing the organization for various hiring mechanisms.

    · Provide position management and classification support to assigned organizations, including collaborating with divisions to compose vacancy solicitations for various hiring mechanisms, auditing existing position descriptions and communicating grade distinctions to management with supporting criteria and justification.

    · Counsel on recruitment and hiring; advise management on processes related to rating and ranking applicants; participate on recruitment panels as needed.

    · Liaison with hiring managers on recruitment and hiring activities and provide related status reporting for all hiring mechanisms.

    STAFF DEVELOPMENT

    · Provide guidance to management and employees on career development principles, practices, and opportunities; including, preparing correspondence to formal and information inquiries.

    · Conduct research and provide advisory opinions on broad HR topics such as staff development, training, performance improvement, and organizational effectiveness.

    · Research and identify training opportunities to enrich skills, performance and competencies.

    · Research, analyze, and develop reports on training return on investment (ROI).

    · Assess strategies for learning and development solutions to ensure OFDA offers a balanced portfolio of cost-effective learning opportunities tailored to meet specific career goals and development needs.

    · Assists with maintaining the OFDA Staff Development SharePoint portal and all related efforts including coordinating seminars, brown bags, and other educational opportunities.

    PERFORMANCE MANAGEMENT

    · Serves as an employee counselor for any or all areas of performance management, employee relations, performance improvement planning and monitoring, terminations, employee awards, teleworking, comp time, leave and other related services.

    · Support OFDA’s compliance with annual performance evaluations requirements across all hiring mechanisms. Collect and review annual Evaluation Forms for completeness and compliance, providing recommendations when necessary.

    · Collect and review Individual Development Plans and advise employees/supervisors accordingly.

    · Partner with managers to design human capital performance enhancement solutions for employee growth aligned with OFDA’s needs.

    POLICIES & PROCEDURES

    · Assists in interpreting and applying Human Resource laws, regulations, policies, and practices across various hiring mechanisms.

    · Assists in the interpretation and application of USAID Automated Directive System (ADS) policies relating to all human resource, human capital, and talent management issues.

    · Assists in writing a wide variety of technical documents including drafting policies, standard operating procedures, correspondence, reports, and project implementation documents. Support the development of an OFDA Employee Handbook.

    · Conducts evaluations of new or revised HR related policies, procedures and regulations.

    · Provide guidance to OFDA employees and supervisors regarding practical application of HR procedures.

    · Evaluate HR business processes, employment policies, and historical practices.

    · Ensure that management and employees are kept informed of new changes in HR policies, procedures, and programs for various hiring mechanisms.

    WORKFORCE PLANNING

    · Recommend strategies to resolve routine problems related to recruitment, job turnover, potential inequities across all hiring mechanisms, long and short-term workforce planning with occasional guidance, and reinvention while ensuring the legality and propriety of actions taken.

    · Assists with workforce planning for steady state operations and response surges.

    · Update and maintain library of OFDA organizational charts and staffing patterns with Divisions.

    · Apply skills in position classification and management principles to assist management with the establishment of efficient and effective organizational structures, workforce analysis and position descriptions for various hiring mechanisms.

    · Assists with identifying HR related operational issues and provide recommendations with some guidance, review or revision.

    · Collect and assemble HR data from various sources for status and demographic reporting as well as statistical tracking to internal clients.

    · Conduct fact-finding analysis of issues surrounding the matter at hand to identify and clarify problems or relevant issues.

    EMPLOYEE OUTREACH

    · Plan, coordinate and support a variety of employee outreach events and initiatives aimed at improving employee productivity, morale, and retention.

    · Actively participate and/or lead a variety of HR outreach activities for the OFDA community.

    · Design and distribute HR related outreach materials, including writing regular blogs on workforce issues and posting HR related resources/readings on OFDA Staff Development SharePoint portal.

    · Plan and conduct Brown Bags on various HR and workforce related topics.

    · Participate in off-site Job Fairs with the Recruitment Team, as needed.

    · Prepare on-boarding package and documentation. Conduct New Hire on-boarding activities and schedule employees’ New Hire Orientation.

    MISCELLANEOUS ACTIVITIES

    · Independently plans, designs, delivers, and evaluates major HR development programs.

    · Respond to general to moderately difficult HR data calls and personnel inquiries.

    · Work on and lead a segment of work for a variety of short and long-term human capital projects spanning the HR life cycle: strategic human capital management, workforce analysis and planning, recruitment and outreach, career track development, employee development, performance management, coaching and mentoring, awards and compensation practices, and incentive programs.

    · Gather information and prepare documents in response to data calls or internal audit requests.

    · Maintain OFDA’s HR Document Retention Program and Filing System.

    · Manage access requests to HR related systems.

    · Support the agencies automated time and attendance process, Transit Program and Telework Program.

    · Support the Workman’s Compensation Program by ensuring all incident reports are fully completed accurately and conducting follow-up as needed with all stakeholders.

    · Serve as a liaison with program administrative staff to deliver advisory services and complete the organizations HR requests. Upon request, liaison with USAID’s Office of Human Capital and Talent Management (HCTM), USAID Staff Care Center, and the Office of Human Diversity.

    · As needed, serve on DARTs which may require immediate (within 24 hours) deployment overseas for an extended period of time.

    · Sign-up for and serve as needed, on Washington-based Response Management Teams (RMTs), which provides services and support to DARTs deployed in response to disasters. The duties on RMTs will be varied.

    · Serve as the OFDA after-hours duty officer on a rotational basis, for approximately one week every six months.

    · As needed, may serve on temporary details within the office to meet operational needs during staff shortages, not to exceed six months. Duties performed while on detail will be aligned with the Team’s existing duties and responsibilities as well as directly related to the scope of work provided.

    SUPERVISORY RELATIONSHIP:

    The HR Specialist will take direction from and report to the HRM Team Lead or his/her designee.

    SUPERVISORY CONTROLS:

    Supervisor sets overall objectives and resource available; the USPSC consults with supervisor to develop deadlines, projects and work to be done. The USPSC is responsible for planning, designing and carrying out assignments, projects, studies or other work. The USPSC is responsible for planning approach or methodology to be used in carrying out assignments.

    10. PHYSICAL DEMANDS

    The work is generally sedentary and does not pose undue physical demands. During deployment on DARTs (if required), and during site visits, there may be some additional physical exertion including long periods of standing, walking over rough terrain, or carrying of moderately heavy items (less than 50 pounds).

    11. WORK ENVIRONMENT

    Work is primarily performed in an office setting. During deployment on DARTs (if required), and during site visits, the work may additionally involve special safety and/or security precautions, wearing of protective equipment, and exposure to severe weather conditions.

    12. START DATE: Immediately, once necessary clearances are obtained.

    13. POINT OF CONTACT: See Cover Letter.

    EDUCATION/EXPERIENCE REQUIRED FOR THIS POSITION

    (Determines basic eligibility for the position. Applicants who do not meet all of the education and experience factors are considered NOT qualified for the position.)

    At the GS-12 equivalent level:

    Bachelor’s degree in HR limited to one of the following: BA or BS in Human Resource Management (HRM), BA or BS in Management with a concentration in HR, BA or BS in Business Administration with a concentration in HRM, Bachelor of Business Administration with emphasis in HR, Organizational Behavior, Labor Relations, Industrial Relations, Organizational Development, or Human Capital Development.

    PLUS

    Five (5) years of progressively responsible experience working in the HR field, organization development, and/or human capital and talent management.

    AND

    HR experience must include at least four (4) years performing at least six of the following duties:

    1. knowledge and skill to counsel on recruitment and placement;

    2. advise management on processes related to rating and ranking applicants;

    3. advise management on performance management, staff development, employee relations with applicable EEO laws or regulations, general employment laws or regulations, and policy changes for various hiring mechanisms;

    4. recommend strategies to resolve problems related to recruitment, employee turnover, long and short-term workforce planning, terminations, awards, work life balance, and reinvention while ensuring the legality and propriety of actions taken;

    5. skill in applying position classification and management principles to assist management with the establishment of efficient and effective organizational structures and position descriptions;

    6. ability to effectively communicate both orally and in writing to broad audiences, including developing a broad variety of HR documents and facilitating employee trainings;

    7. establish and maintain effective and positive working relationships; and

    8. knowledge and skill in applying federal civilian HR principles, practices, concepts, and legal regulatory requirements.

    In addition, experience in working with a variety of personnel mechanisms such as PSCs and USG direct hires is desired.

    OR

    Master’s degree in HR limited to one of the following: MA in Human Resource Management, MS in Human Resources (HR), MA or MS in Industrial and Organizational Behavior, MA in Management (MAM) with HR concentration, MBA with concentration in HRM, Organizational Leadership or Leadership Development with HR concentration, Human Capital Development, Organizational Behavior, Labor Relations, or Industrial Relations.

    PLUS

    Four (4) years of progressively responsible experience working in the HR field, organization development, and/or human capital and talent management.

    AND

    HR experience must include at least three (3) years performing at least six of the following duties:

    1. knowledge and skill to counsel on recruitment and placement;

    2. advise management on processes related to rating and ranking applicants;

    3. advise management on performance management, staff development, employee relations with applicable EEO laws or regulations, general employment laws or regulations, and policy changes for various hiring mechanisms;

    4. recommend strategies to resolve problems related to recruitment, employee turnover, long and short-term workforce planning, terminations, awards, work life balance, and reinvention while ensuring the legality and propriety of actions taken;

    5. skill in applying position classification and management principles to assist management with the establishment of efficient and effective organizational structures and position descriptions;

    6. ability to effectively communicate both orally and in writing to broad audiences, including developing a broad variety of HR documents and facilitating employee trainings;

    7. establish and maintain effective and positive working relationships; and

    8. knowledge and skill in applying federal civilian HR principles, practices, concepts, and legal regulatory requirements.

    In addition, experience in working with a variety of personnel mechanisms such as PSCs and USG direct hires is desired.

    SELECTION FACTORS

    (Determines basic eligibility for the position. Applicants who do not meet all of the selection factors are considered NOT qualified for the position.)

    ● Applicant is a U.S. Citizen.

    ● Complete resume submitted. See cover page for resume requirements. Experience that cannot be quantified will not be counted towards meeting the solicitation requirements.

    ● USPSC Application form AID 302-3. Applicants are required to complete sections A through I. This form must be physically signed. Electronic signatures will not be accepted.

    ● Ability to obtain and maintain a Secret up to Top Secret/Sensitive Compartmented Information level clearance as provided by USAID.

    ● Must not appear as an excluded party in the System for Award Management (SAM.gov).

    ● Satisfactory verification of academic credentials.

    APPLICANT RATING SYSTEM

    The applicant rating system factors are used to determine the competitive ranking of qualified applicants in comparison to other applicants. Applicants must demonstrate the rating factors outlined below within their resume, as they are evaluated strictly by the information provided. The rating factors are as follows:

    Human Resources Professional Experience (25 points):

    · Experience working with a variety of personnel hiring mechanisms, including but not limited to: USG Direct Hires and Foreign Service, U.S. Personal Service Contractors (USPSCs), contractors, consultants, fellows/interns, Participating Agency Services Agreements (PASAs), other Interagency Agreements (IAAs), short term contract or temporary employees, private sector personnel, and state and local government personnel. Experience must include but is not limited to the following: employee relations, recruitment/hiring, position classification, performance management, staff development, training development and facilitation, employee rewards and recognition, employee outreach, workforce planning, policy development, benefits coordination, and HR generalist support.

    · Experience in the following elements of human resources/human capital and talent management: workforce analysis/development, policy evaluation/interpretation/application, individual development planning, work-life balance/wellness programs, organizational design/development/effectiveness, change management, HR data analysis/metrics/quantitative reporting and employee outreach/ morale.

    · Familiarity with OPM guidelines, Equal Employment Opportunity Act, Code of Federal Regulations, and Federal Acquisition Regulations (FAR) pertaining to USPSCs.

    · Experience representing an organization’s human resource interests at operational level forums, such as working groups, planning committees, task forces and other similar venues.

    · Experience researching/reviewing/evaluating/analyzing work processes and administrative operations of an organization in order to provide management with recommendations for improving organizational effectiveness as well as ensuring adherence to compliance requirements.

    · Experience in developing HR intervention strategies/solutions and implementing best practices that appropriately meet the customers’ needs and are supported by both ethical and legal standards.

    Oral and Written Communications (10 points):

    · Experience must include but is not limited to the following: writing a wide variety of HR documents for various and vast audiences to include drafting or revising policies or written policy guidance on HR issues; writing vacancy announcements, statements of work or position descriptions; writing comprehensive materials for trainings, briefings, meetings, or conferences; written products to explain general to moderately complex and non-controversial agency policies and programs; reports, memoranda, and correspondence for signature by higher-level officials; operational guidelines or standard operating procedures; gathering information and preparing summary reports on organizational data, which includes analysis and recommendations.

    · Experience must include but is not limited to the following: verbally providing technical advice to broad audiences; providing counseling to employees and managers on regulations, procedures and eligibility determinations; delivering effective presentations or trainings; influencing, motivating, persuading or negotiating with others pertaining to HR related matters; communicating, explaining, or defending ideas or information clearly and adapting to the audience’s level of knowledge or understanding; and actively engaging in a variety of outreach events and activities.

    Team Work/Interpersonal Skills (10 Points):

    · Experience participating in and responding to collaborative efforts across an organization; serving on a cross-functional team to achieve organizational results; working as part of a team in a dynamic, fast-paced, and demanding environment; contributes to teambuilding and team results.

    · Experience working on human resources issues in a matrixed organization where staff might be temporarily reassigned to focus on organizational priorities or where the workforce must regularly expand/contract to meet emergent requirements.

    · Experience working in human resources for a decentralized organization with a field/headquarters component and/or an organization with international operational requirements.

    · Experience establishing and maintaining positive working relationships; facilitating amicable resolution of competing or conflicting interests among parties whose cooperation is needed to meet an objective; interacting effectively in situations where frequent changes, delays, or unexpected events arise that cause major shifts in priorities, timetables, or work assignments; persuading and/or inspiring others to adopt new methods, procedures, or techniques to improve operations; and developing trusting, productive working relationships with key stakeholders, subordinates, colleagues, and supervisors to achieve goals and objectives.

    Writing Test (10 points)

    Interview Performance (40 points)

    Satisfactory Professional Reference Checks (5 points)

    Total Possible Points: 100

    BASIS OF RATING: Applicants who meet the Education/Experience requirements and Selection Factors will be further evaluated in accordance with the Applicant Rating System. Those applicants determined to be competitively ranked may also be evaluated on interview performance and satisfactory professional reference checks.

    Applicants are required to address each factor of the Applicant Rating System in their resume, describing specifically and accurately what experience, training, education and/or awards they have received as it pertains to each factor. Be sure to include your name and the announcement number at the top of each additional page. Failure to address the selection factors and/or Applicant Rating System factors may result in not receiving credit for all pertinent experience, education, training and/or awards.

    The most qualified candidates may be interviewed and required to provide a writing sample. OFDA will not pay for any expenses associated with the interviews. Professional references and academic credentials will be evaluated for applicants being considered for selection. Note: Please be advised that references may be obtained independently from other sources in addition to the ones provided by an applicant. OFDA reserves the right to select additional candidates if vacancies become available during future phase of the selection process.



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