Human Capital Specialist (ER & LR)

Washington, D.C
Sep 13, 2021
Sep 17, 2021
Full Time


This position is located in Department of the Chief Operations Officer (COO), Office of Human Capital. The Human Capital Specialist (ER/LR) serves as an advisor, providing consultative advice and guidance to supervisors, managers, and employees on disciplinary and adverse actions, performance management, work life programs and labor relations
Learn more about this agency


  • Provides advice on the application and provisions of Federal employee and labor relations statutes, regulations, and case law in an operations environment.
  • Serves as expert writer in the preparation of disciplinary, adverse, and performance based actions, including cases that are of a significantly complex and/or unprecedented nature.
  • Assists in the development and implementation of employee or labor relations policy/guidance, initiatives, or strategies.
  • Recommends and implements improvements to employee relations operations or programs.
  • Leads the Performance Management Program and achieves proficiency in performance management appraisal system to provide one on one consultations to supervisors and employees to address performance management issues.
  • Provides interpretation of policy in the areas of leave, attendance, hours of duty, grievances, performance management, workforce effectiveness and other employee relations matters.
  • Provides coaching to supervisors, managers, department heads to address performance management deficiencies and/or areas that are impacting the organization
  • Advises supervisors, managers and employees on resolving workplace disputes using alternative dispute resolution and grievance processes.
  • Designs and delivers formal and informal training and learning resources on employee and labor relations topics for a variety of audiences.
  • Conducts both broad and in-depth research on employee and labor relations issues and incorporates research results to form recommendations for action.
  • Keeps Workforce Relations Director apprised of barriers, issues, challenges, or successes that affect workforce relations programs.
  • Provide advice and guidance to managers related to all phases of the performance management process to include performance-based actions.
  • Advise on disciplinary based actions, the type of offense, past practices of the organization, the potential implications/ramifications of the proposed action, unforeseen issues pertinent to the pending disciplinary case, and alternative options.
  • Translate broadly defined requirements into HR system specifications
  • Provide expertise on system operations, personnel applications and programs.

Travel Required

Occasional travel - You may be expected to travel for this position.

Supervisory status

Promotion Potential


Conditions of Employment

  • You must be a United States Citizen
  • A 2-year probationary period is required for new Federal employees
  • Merit Promotion applicants must submit a SF-50 to verify Status and grade
  • Must be telework ready
  • Satisfactory completion of a background investigation


Applicants must have one year of specialized experience comparable in scope and responsibility to at least the upper range of the NY-02 pay band, which would be at or equivalent to, the GS-11 level in the Federal Service. Specialized experience is that which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position, and that is typically in or related to the work of the position to be filled. Specialized experience includes: 1) providing technical guidance, advice and counseling to management officials and supervisors to address issues with workforce-related conduct and/or performance; 2) drafting performance and adverse action documents, e.g., performance improvement plans; performance standards; reprimand, suspension, removal letters; and, 3) conducting research and performing analysis related to employee relations or labor relations to provide influential direction; AND 4) preparing and conducting training and presentations related to employee relations or labor relations to agency employees and managers.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps VISTA) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills can provide valuable training and experience that translates directly to paid employment. You will receive credit for qualifying experience, including volunteer experience.

Such experience must be clearly documented in the applicant's resume.

Note: Applicants who are referred to the hiring office for selection consideration may be required to submit a writing sample as part of the interview/selection process.


Education cannot be substituted for this position.

Additional information

If you are a male applicant who was born after 12/31/59 and are required to register under the Military Selective Service Act, the Defense Authorization Act of 1986 requires that you be registered or you are not eligible for appointment in this agency.

Veteran's Preference: If you are claiming 5-point or 10-point veteran's preference, you must submit documentation described below in "Required Documents."

Special Employment Consideration: Persons with disabilities, disabled veterans who have a compensable service-connected disability of 30% or more, certain other veterans, spouses of certain members of the Armed Forces, VISTA volunteers, some Peace Corps employees and returning Peace Corps volunteers are examples of individuals who are potentially eligible for noncompetitive appointment. If you are eligible and would like to be considered for one of these noncompetitive appointments, applicable documentation that supports your eligibility must be submitted with your application package.

Ethics Requirement: Our Agency is committed to the highest ethical standards and, as an employee you will be covered by the criminal conflict of interest statutes (18 U.S.C. 201-209) and the Standards of Ethical Conduct for Employees of the Executive Branch (5 C.F.R. part 2635). Additionally, you may be required to complete a Confidential Financial Disclosure Report (OGE Form 450) or Public Financial Disclosure Report (OGE Form 278e) within 30 days of your appointment date and on an annual basis thereafter.

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

Your application will be evaluated first for the basic qualifications described above. The applications that meet the basic qualifications will be evaluated further against the following criteria:
  • Employee and Labor Relations
  • HR Information Systems
  • Oral and Written Communication
  • Partnering
  • Performance Management
  • Problem Solving
  • Technical Competence

Important Note: Your resume must support your answers to the job specific questions. High self-assessment on the Occupational Questionnaire that is not supported by the information in your resume or supporting documents can/will result in elimination from further consideration. If you do not answer all of the job specific questions you will not be considered. Incomplete applications (resume and required supporting documents) will be considered ineligible.

Qualified applicants will be placed in one of the following three categories:

1 - Qualified Category - Meets the minimum qualification requirements as described in the Qualifications section of this announcement.
2 - Well Qualified Category - Meets the minimum qualification requirements and demonstrates proficiency based on the answers to the job specific questions.
3 - Best Qualified Category - Meets the minimum qualification requirements and demonstrates high level proficiency based on the answers to the job specific questions.

NOTE: Status candidates will be considered under the provisions of the agency's Human Resources system which allows for:
1) Non-competitive referral of lateral candidates; and
2) The separation of status and non-status applicants for referral purposes.

Status candidates will be referred on one selection list only, i.e., either merit promotion or non-competitive. Non-status candidates who are eligible for Noncompetitive referral, e.g. Peace Corps, VRA, etc., will be referred under Noncompetitive procedures only. For Noncompetitive categories, See "Special Employment Consideration" below under "Other Information."

Background checks and security clearance

Security clearance
Not Required

Drug test required

Position sensitivity and risk
Non-sensitive (NS)/Low Risk

Trust determination process

Required Documents

  • Resume showing relevant experience (cover letter optional);
  • Unofficial transcript (if qualifying based on education):
  • Veterans' Preference Documentation (DD-214, VA Letter, and SF-15 if claiming 10-point preference; DD-214 if claiming 5-point preference), if applicable;
  • For Merit Promotion Eligibility: SF-50, Notification of Personnel Action (must indicate tenure and position occupied), if applicable;
  • Documentation supporting eligibility for Non-Competitive appointment, e.g., Schedule A (severely disabled), eligible veterans (VRA or 30-percent or more disabled), VISTA, Peace Corps, etc., if applicable

If you are relying on your education to meet qualification requirements:

Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education .

Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.

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