See below for important information regarding this job. Additional vacancies may be filled from this announcement.
To qualify for a Human Resources Specialist (Employee Relations/Labor Relations), your resume and supporting documentation must support: Specialized Experience: One year of specialized experience that equipped you with the competencies to successfully perform the duties of the position and is directly in, or related to, this position. To qualify for the NH-03 level, specialized experience must be at the NH-02 or GS-11 grade level or equivalent under other pay systems in the Federal service, military or private sector. Applicants must meet eligibility requirements including time-after-competitive appointment, minimum qualifications, and any other regulatory requirements by the cut-off/closing date of the announcement. Creditable specialized experience includes: Providing a full range of advisory services, assistance and policy guidance to management officials and employees concerning all aspects of labor-management and employee relations programs. Developing and writing management proposals and counter proposals, exchanging initial proposals with a union, and analyzing union proposals to determine the ramifications for an organization. Reviewing regulations and administrative instructions pertaining to all phases of grievances, appeals, and adverse personnel actions. Assisting and advising on preventative measures which may subsequently be the foundation for disciplinary or adverse action. Serving as a technical expert for performance management programs and in the administration of performance appraisal systems. Applying comprehensive, general labor relations concepts, principles, and practices, including non-traditional collaborative approaches to labor relations. Applying analytical (quantitative and qualitative) methods and techniques to gather, investigate, analyze, evaluate, and interpret information.
Provide guidance to supervisors and managers concerning all aspects of the federal labor management relations and employee relations programs.
Provide guidance to supervisors and managers on the appropriate corrective actions to resolve employee misconduct and performance deficiencies.
Draft disciplinary and adverse actions that are clear, concise, and technically accurate in accordance with agency policy, federal laws, rules, and regulations.
Draft administrative and negotiated grievance decisions for supervisors and managers in accordance with agency policy, federal laws, rules, and regulations.
Review and analyzes regulations and administrative instructions pertaining to all phases of appeals.
Assures compliance with applicable statues, OPM regulations, Executive Orders, case law ( e.g.), court decisions, etc. when preparing and providing advisory services to management.
Present training for supervisors and managers concerning the federal labor-management relations and employee relations programs.