As a Human Resources Specialist, you will be responsible for providing advice and guidance to management and employees regarding the full range of employee relations issues. Location of position: GSA, Office of Human Resources Management, Dallas/Fort Worth, TX; Denver/Lakewood, CO; Kansas City, MO; Raleigh, NC; Tacoma, WA; Washington, DC We are currently filling two vacancies, but additional vacancies may be filled as needed.
For each job on your resume, provide: the exact dates you held each job (from month/year to month/year) number of hours per week you worked (if part time). If you have volunteered your service through a National Service program (e.g., Peace Corps, Americorps), we encourage you to apply and include this experience on your resume. The GS-12 salary range starts at $90,067 per year. Locality pay will be determined upon selection. If you are a new federal employee, your starting salary will likely be set at the Step 1 of the grade for which you are selected. To qualify, you must have at least one year of specialized experience equivalent to the GS-11 level or higher in the Federal service. Specialized experience is experience independently providing advice and assistance to managers and employees for several organizational components of an organization on matters related to: discipline and conduct; performance management; awards; developing performance standards; adverse actions; and experience developing and recommending policies and procedures on employee relations issues.
As a Human Resources Specialist, you will perform the following duties: Perform analytical research, fact-finding, interviewing, recommending solutions and innovative changes in procedures, and resolve complex, controversial and sensitive employee relations issues with a high degree of independence. Review and recommend appropriate action on complex and controversial employee relations issues. Research past agency practices for similar actions and uses this knowledge to frame disciplinary charges that will withstand third-party scrutiny. Determine methods for fact-finding; interpret a variety of guidelines; resolve conflicts in the facts or the guidelines as necessary; and, determine the best method to present findings and recommendations to management. Advise managers and supervisors on the appropriateness of a disciplinary based action given the severity of the action, the type of offense in question, past practices of the organization, the potential implications/ramifications of the proposed action, unforeseen issues (i.e., medical issues), mitigating factors pertinent to the pending disciplinary case and alternative options (such as proposing alternative dispute resolution). Present findings and recommendations to management when providing advice and assistance. Provide advice and guidance to managers/supervisors related to all phases of the performance management process. Provide technical advice to supervisors regarding the intent and procedures of the awards and recognition program. May participate as an agency representative during alternative dispute resolution (ADR) proceedings. Recommend, prepare and conduct supervisory training and training materials to address employee relations issues (i.e., documenting conduct issues, framing charges, deciphering between formal/informal conduct related matters, leave abuse, and similar matters). Address complex issues and questions pertaining to hours of work, and the leave administration program, including flexible and compressed work schedules, telework, hours of work/provisions of the Fair Labor Standards Act, leave without pay (LWOP), military leave, annual leave, sick leave, court leave, administrative leave, the leave transfer program, Family Medical Leave Act (FMLA)/Family Friendly Leave Act (FFL), etc. Advise managers/supervisors on appropriate steps when an employee’s performance diminishes or falls below the fully successful level. Work with the manager/supervisor to effectively place the employee on a Performance Improvement Plan (PIP). Review the employee's performance plan, assisting the manager/supervisor in developing the components of a PIP to ensure the manager/supervisor is performing his/her part during the process with the employee, and advising the manager/supervisor as to the appropriate options if the employee fails to improve performance under the PIP.