Veteran's preference does not apply to DHA recruitment Click on "Learn more about this agency" button below to view IMPORTANT information. The primary purpose of this position is to serve as the Eglin AFB Chief, Employee and Labor-Management Relations???????
In order to qualify, you must meet the SPECIALIZED experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/0200/human-resources-management-series-0201/ SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower broadband NH-02, equivalent to the next to lower grade GS-11 or equivalent in the Federal Service. Specialized experience must include experience researching, reviewing, analyzing and interpreting policy, regulations, statutory guidance, case law, and other source reference material, developing and writing well-written products such as letters, memorandums, presentation papers, documents, reports, policy, and effectively recommending guidance on hiring, firing, directing, assigning, promoting, rewarding, disciplining, advising on employee benefits, and performing required personnel management-related duties. IDEAL CANDIDATE: Ideal candidate has 6+ years supervisory experience in Employee Management Relations (EMR), and Labor Relations (LR) experience. Strong communications skills both orally, and in writing! KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: 1. Ability to effectively communicate orally and in writing and establish and maintain effective working relationships with all levels of personnel to include explaining rules and procedures to employees and advising on their rights and obligations and encouraging objectivity in situations that may be charged with emotions and assumptions. 2. Sound theoretical knowledge and practical understanding of federal personnel management functions, theories, and techniques. 3. Knowledge of the methods and techniques of fact finding, analysis, and resolution of complex problems and the development of concrete action plans to solve problems. 4. Knowledge of management and installation's missions and objectives and their implications on personnel management programs at a large, multi-mission or otherwise diverse and complex organization or installation. 5. Knowledge of and the ability to apply laws, executive orders, regulations, policies, and concepts pertaining to employee relations. 6. Ability to plan, organize, supervise, and direct the functions and operations of assigned staff. PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week. VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social). Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment.You will receive credit for all qualifying experience, including volunteer experience.
Exercises supervisory personnel management responsibilities at least 25% of the time Provides labor and employee relations management advisory, resolving very difficult employee relations issues in support of a wide variety of organizations with varying missions Advises management about appropriate disciplinary or other corrective techniques to respond to a range of conduct and performance issues; furnishes pertinent legal, regulatory, and policy information involving performance management, leave administration, disciplinary and adverse actions, grievances and appeals, management and employee advisory service Advises supervisors on their role and specific responsibilities for managing employee benefit programs encompassing all areas of concern (leave and absences, hours of work, overtime, pay, honorary and incentive awards, supervisory records, code of ethics, Office of Workers· Compensation (OWCP), drug and alcohol abuse, unemployment compensation, grievances/complaints/appeals, disciplinary and adverse actions, and physically restricted employees, etc.)