HUMAN RESOURCES SPECIALIST (Employee and Labor Relations)

3 days left

Employer
USAJobs
Location
Washington, D.C
Posted
Jan 13, 2022
Closes
Jan 21, 2022
Function
Human Resources
Hours
Full Time
Duties

If you are selected for this position, you will perform the following duties:
  • Provides advisory services to managers and supervisors on employee performance and conduct.
  • Serves as a functional expert in Employee Relations (ER) and Labor Relations (LR) program issues. Reviews issuances from OPM and FTC developing instructions for use by HCMO. Coordinates the application and implementation of new guidance and assures general consistency in interpretation. Reviews or initiates reviews of ER data bases to identify discrepancies and takes or assures corrective action is taken.
  • Serves as specialist/troubleshooter with independent responsibility for providing advice to management on very difficult problems presented by all levels of managers and executives for their resolution by their respective organizations.
  • Provides continuing services in the following assignments to designated organizational element(s) and/or program(s). Management advisory services includes advice and assistance from a broad agency personnel management viewpoint.
  • Provides advice and assistance to managers when difficult problems arise in establishing and maintaining employer-employee relations that contribute to satisfactory productivity, motivation, morale, and discipline. Explores probable causes, contributing factors, and possible courses of actions to resolve problems and better relationships.
  • Provides advice and assistance to management and suggests constructive methods for dealing with systematic problems arising from indifference, personality conflicts, and poor work habits or behavior problems.
  • Responds to the most difficult situations in correcting work deficiencies, poor performance, and leave abuse. Informs management and staff on regulatory and other requirements in effecting Alternative Dispute Resolution (ADR), disciplinary actions, removals, suspensions, resolving grievances/appeals, and assisting in development of required correspondence/documents.
  • Provides advice regarding the administration of formal rating and recognition plans, as well as assisting in resolving systematic complaints concerning performance ratings or recognition actions.
  • Provides advice and assistance to management and higher echelon staff on the application of negotiated agreements and Federal Labor Relations Authority decisions, resolution of grievances, and arbitration proceedings. Monitors efforts of union representatives and management to establish and maintain open and effective communications and consultation efforts on new and revised personnel policies and practices.
  • Analyzes proposals to determine impact and possible ramifications. Studies requirements of the Statute covering installation labor relations issues. Reviews case decisions by the Federal Service Impasse Panel, the Federal Labor Relations Authority, and the Federal Courts in the development of policy and administration of the program.
  • Provides consultation and advice to management and higher echelon staff on matters running the gamut of questions covering laws and regulations contained in the CFR's, ER's, case law and precedent decisions, all related to administration of the labor guidance and/or interpretation of regulations, means of obtaining third party mediation and/or fact finding.
  • Provides advice to management on questions raised by unions in complying with terms of contracts, requirements of the Statute, means of settling disputes, etc. As called on by the management, investigates disputes, unfair labor practice charges, and formal/informal complaints to obtain facts for use in recommending a course of action.
  • Analyzes experience under negotiated agreements and conducts special studies to develop improvements in management's positions and/or to respond to union's demands. Prepares reports required by higher authority on labor relations program.
  • Where problems are recognized, takes or recommends immediate action to resolve. Analyzes existing and new OPM and FTC human resource management policies and directives impacting the delivery of regionalized of civilian personnel services. Provides solutions and options as appropriate for implementation.
  • Projects are concerned with such issues as moderation, recruitment and placement, position classification, human resource development, benefits and entitlements and personnel demonstration projects. Develops, plans for and performs program development, management and evaluation for the various personnel management programs approved by OPM, and the FTC.
  • Plans, conducts and completes studies and projects in cited program areas, providing staff-level advice and service throughout the life of the project as a project manager and/or senior HR specialist. Performs other duties as assigned.


Requirements

Conditions of Employment

  • U.S. citizenship requirement must be met by the closing date of this vacancy.
  • This position is subject to a background investigation.
  • Males born after December 31, 1959 must register with Selective Service.
  • You may serve a one-year probationary period under this appointment.
  • You must meet time-in-grade requirement by the closing date of this vacancy.
  • You must submit a copy of your performance appraisal with your application.
  • Due to COVID-19, the FTC is currently in a maximum telework posture through June 30, 2022. In addition, the agency is currently exploring the possibility of having a remote workforce for current and future employees beyond July 2022.
  • If selected, you will be permitted to temporarily telework from a location outside the local commuting area.
  • However, once employees are permitted to return to the office, you may be required to report to the duty station listed on this announcement within 60 days. At that time, you will be eligible to request telework in accordance with the FTC?s policy.


Qualifications

To qualify for a Human Resources Specialist (Employee and Labor Relations) at the GS-12 level, you must meet the following requirements:

You must demonstrate in your resume at least one (1) year of specialized experience equivalent to at least the GS-11 level in the Federal service obtained in either the private or public sector. Specialized experience is described as:
  • Utilizing knowledge of Human Resources laws, regulations, and practices to oversee labor relations, awards, and employee relations;
  • Resolving unfair labor practice charges and complaints, arbitration of grievances, and resolution of negotiability issues;
  • Researching and analyzing employee and labor relations processes and procedures.
  • Advising managers on a wide variety of management-employee relations matters such as performance and conduct issues, grievances, appeals, and the labor-management partnership; preparing draft agreements or appeals correspondence;
  • Resolving disputes arising out of the disciplinary process.
To qualify for a Human Resources Specialist (Employee and Labor Relations) at the GS-13 level, you must meet the following requirements:

You must demonstrate in your resume at least one (1) year of specialized experience equivalent to at least the GS-12 level in the Federal service obtained in either the private or public sector. Specialized experience is described as:
  • Knowledge of the principles, concepts, laws, and regulations of Employee Relations, Labor Relations, and ADR principles, concepts, practices and techniques and considering their relationship to management objectives, as well as seasoned consultative skills sufficient to serve as senior staff advisor/technical expert providing expert technical advice and assistance to service staff; serve as team member or leader responsible for planning and conducting Employee Relations and ADR program reviews.
  • Experience evaluating program effectiveness and conformance with laws, regulations, policies and accepted practices; provide expert advisory service and/or authoritative policy interpretations on complex or controversial employee relations/ADR issues to develop policy guidance as required.
  • Experience providing advice on agency wide impacts and implications of administrative rulings and decisions.
  • Knowledge of a wide range of human resources management services including modernization, mobilization/contingency planning, FMLA, labor relations, and management and employee relations.
  • Experience applying, a wide range of advanced HR principles, concepts, and practices, providing expert consultative and advisory service, and authoritative policy interpretation on HR issues.
  • Experience advising on the development of solutions to especially complex problems of program improvement.
  • Experience conducting policy reviews to evaluate effectiveness of current policies and practices and to develop proposals to change or improve them.
  • Experience developing and refining new and unique business processes for existing and new HR programs and services.
  • Experience accurately assessing long-range needs for complex and highly technical HR projects and to assess multiple project priorities and interrelationships to other HR initiatives.
Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Education

There is no education substitute at this grade level.

Additional information

Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, you must be a preference eligible or a Veteran separated after 3 years or more of continuous active service performed under honorable conditions.

Career Transition Assistance Programs: These programs apply to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: (1) meet Career Transition Assistance Program (CTAP) or Interagency Career Transition Assistance Program (ICTAP) eligibility criteria; (2) be rated well-qualified for the position with a score of 85 or above; and, (3) submit the appropriate documentation to support your CTAP or ICTAP eligibility.
For more information visit: ICTAP/CTAP

Non-competitive Appointment Authorities:

For more information on non-competitive appointment authority eligibility requirements:
- Persons with Disabilities-Schedule A
- Special Hiring Authorities for Veterans
- Special Hiring Authority for Certain Military Spouses
- Other Special Appointment Authorities

As required by Executive Order 14043, Federal employees are required to be fully vaccinated against COVID-19 regardless of the employee's duty location or work arrangement (e.g., telework, remote work, etc.), subject to such exceptions as required by law. If selected, you will be required to be vaccinated against COVID-19 and submit documentation of proof of vaccination before appointment or onboarding with the agency. FTC will provide additional information regarding what information or documentation will be needed and how you can request of the agency a legally required exception from this requirement.

Similar jobs