Human Resources Specialist (NAF/Employee Relations)

Fort Belvoir, Virginia
Jul 13, 2017
Jul 20, 2017
Human Resources
Full Time

About the Agency

The Area of Consideration for this vacancy announcement is eligible US and Non-US Citizens. (Military Spouse Preference (MSP) and Involuntarily Separated Military Preference (ISMP) Preference eligible candidates are included in the area of consideration.)

This position is located at the North Central Region, Fort Belvoir Civilian Personnel Advisory Center, NAF Human Resources Office in Fort Belvoir, Virginia.

  • Occasional Travel
  • 10 percent for training purposes.

  • No

  • Direct Deposit and Social Security Card is required
  • Meet qualification/eligibility/background requirements for this position
  • Satisfactorily complete an employment verification (E-Verify) check
  • A one year probationary period may be required
  • Possess twenty-four (24) months of work experience in a federal human resources office or equivalent which demonstrates knowledge to apply Nonappropriated Fund and federal employee and/or labor relations laws and regulations. Experience analyzing, evaluating and recommending appropriate resolutions to complex interrelated employee relations problems and issues. Possess prior experience using Microsoft Office Programs (Word, Excel, PowerPoint, Outlook) and the ability to work with a variety of human resources information systems. The related work experience must have been equivalent in difficulty and complexity to the next lower pay band (NF-03).

    Highly Preferred: In addition to above minimum qualification requirements, applicants will possess twelve (12) months of prior work experience in a NAF Human Resources Office in an employee relations capacity and have completed CHRA NAF Career Path I.

    Conditions of Employment:
    1. If selected, a completed and signed copy of our job application form (DA Form 3433) is required prior to entrance on duty. (Click here to view form).
    2. A one-year probationary period may be required.
    3. Meet all qualification/eligibility requirements.
    4. Satisfactorily complete an employment verification (E-VERIFY) check.
    5. Appointment is subject to completion of a favorable background checks/investigation to determine suitability for this position.
    NOTE (1): Applicants have the ability to perform an E-Verify Self Check to confirm employment eligibility at Although a Self-Check is not mandatory, it can be a useful tool for applicants to find out if there is a problem with their employment eligibility records and resolve any issues before taking a job.

    NOTE (2): No person, regardless of circumstance, will be approved to provide child care services and/or approved for hire in positions designated as having regular and recurring contact with children if the background check discloses that the individual has been convicted for any of the following: a sexual offense, any criminal offense involving a child victim or a felony drug offense.

    Public Trust - Background Investigation


    As a Employee Relations Specialist, assists the NAF Human Resources (HR) Officer in implementing official NAF policies, regulations and directives pertaining to employee relations, labor relations (if applicable), performance administration, workers' compensation administration and suitability adjudication for federal employment. Serves as a Labor Relations Specialist for a serviced workforce covered by a collective bargaining agreement.

    Provides continuing technical advice and assistance to assigned organizations in resolution of employee relations issues regarding discipline, adverse action, grievances, performance management and recognition, employee counseling and related functions. Identifies, analyzes and resolves problems which require the interpretation and adaptation of standard operating practices, local and/or Army policies for delivering effective HR services to customers. Develops and delivers briefings, project papers, status/staff reports and correspondence to managers in order to analyze issues, trends and mitigation strategies for employee-relations issues.

    Ensures disciplinary actions are taken in accordance with regulation. Gathers background information and prepares formal correspondence on full range of disciplinary actions. Advises and assists employees, managers and supervisors on grievance procedures and appropriate options for proper resolution of conflicts or problems.

    Performs other duties as assigned.

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