HR Specialist (Emp Rel/Lab Rel)
The HR Specialist (ER/LR) for employee/labor relations, assigned to the Strategic Business Unit provides quality customer and consultative service, expert technical advice, and assistance to management officials related to employee and labor relations programs. Duties include, but are not limited to:
Provides technical guidance, advice and counseling to management officials and supervisors to address issues with workforce-related conduct and performance. Trains management and employees on a variety of employee relations topics. Provides services to an integrated healthcare network, ensuring strict adherence to all contractual and regulatory timeframes. Resolves disputes and evaluates events and/or identifies aggravating or mitigating factors relevant to the case. Assists managers and supervisors with performance management processes, including planning, monitoring, developing, rating, and rewarding performance. Conducts extensive analysis to identify obscure or underlying causes of misconduct or poor performance. Advises managers on appropriate disciplinary/other corrective techniques in response to a range of conduct and performance problems; explains rules and procedures to employees and helps them understand their rights and obligations. Prepares a variety of correspondence on behalf of the agency to address complex employee relations matters including, disciplinary and adverse actions, settlement agreements, and congressional correspondence. Provides consultation on associated program areas, such as reasonable accommodation and leave management. Advises all network level of management officials about appropriate disciplinary or other corrective techniques in response to a range of conduct and performance problems. Provides professional advice to other Network HR Specialists presenting cases in similar venues (may serve as a SME representative or key witness in third-party proceedings as necessary; may be selected to chair or participate in administrative Investigative Boards (AIBs) or may coordinate with and/or represent the agency at arbitrations and in situations involving proceedings pending litigation in addition to other third-parties as appropriate.) Provides staff level management advisory service to Network and field facilities on a full range of ER and LR issues. Determines appropriate FLSA and BUS codes for all positions. Conducts/advises on ER matters, all proposed adverse actions, coordination and oversight, including OAWP, DAB, AIB, fact findings, grievance examiner, state licensure reviews, suitability, Drug Free Workplace, Workplace Violence Prevention Program, and third-party hearing representation. Provides technical guidance, information and assistance to management and senior leadership officials on sensitive, serious, and controversial labor relations issues regarding employees in various administrative and clinical occupations with substantial differences in working conditions, entitlement, and occupational practices and policies. Reviews requests and submits justification for those ER/LR actions requiring approval by Network Director, VHA, VA, or higher authority, then takes appropriate action, and prepares necessary correspondence. Provides technical and consultative guidance, including actions of a disciplinary or adverse nature, grievances, demands to bargain, impasse proceedings, local bargaining, unfair labor practices, performance management and recognition, employee counseling, appeals, complaints, drug testing and related functions. Researches and interprets legal and regulatory program guidance, including case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives. Provides management with interpretation of policies, procedures, and collective bargaining agreements. Serves as subject matter expert regarding policies and procedures pertaining to Federal Labor Relations Authority (FLRA) and Federal Services Impasses Panel (FSIP). Analyzes changes to regulations and policies determining the impact on the labor relations program; determines need for impact and implementation or full bargaining at the appropriate level (local, network, or national bargaining). Reviews third-party involvement in negotiations and represents the network in appropriate cases, serves as a point of contact on third party proceedings arising from the labor management programs, such as unfair labor practice charges. Represents management at arbitrations and in situations involving proceedings before other third-parties, as appropriate. Work Schedule:
Monday-Friday, 8:
00am-4:
30pm or 7:
30am-4:
00am Telework:
Some telework may be available to highly qualified candidates. Virtual:
This is not a virtual position. Position Description/PD#:
HR Specialist (Emp Rel/Lab Rel)/PD99976-A Relocation/Recruitment Incentives:
A relocation incentive may be authorized to highly qualified candidates. Financial Disclosure Report:
Not required. To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 10/20/2020. Time-In-Grade Requirement:
Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-12 position you must have served 52 weeks at the GS-11. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note:
Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. Selective Placement Factor:
Selective Placement Factors will be used to rate applications for this announcement. Applicants who do not meet the Selective Placement Factors will be rated as not qualified for the announcement. Such experience should reflect in your resume. 1. Do you possess expert knowledge of both Federal Employee and Labor Relations techniques, principles and practices, laws, regulations and policies as they apply to Title 5 and Title 38 employment.? 2. Do you possess extensive experience in at least 5 of the following ER/LR roles or program areas:
(1) drafting charges and writing disciplinary and adverse action proposal and decision letters;(2) advising management on complex labor and employee relation issues; (3) labor contract administration; (4) labor negotiations; (5) analyzing grievances (utilizing both administrative and negotiated processes) and ULPs; applying policies, regulations, laws, labor union contract provisions, and case law as applicable to draft management responses; (6) technical advisor for Administrative Investigative Boards (AIB) and/or Title 38 Disciplinary Appeals Boards (DAB); (7) Reasonable Accommodation Program Coordinator; (8) Agency Representative and/or technical advisor for MSPB, EEO, FLRA or other 3rd party proceedings; (9) Drug Free Work Place Program Coordinator; (10)Suitability Adjudicator; (11)Telework Coordinator and/or Leave program administration. You may qualify based on your experience as described below:
Specialized
Experience:
You must have one year of specialized experience equivalent to at least the next lower grade GS-11 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to:
Applying advanced HR principles, concepts, and practices related to all aspects of employee and labor relations programs. Researching and interpreting legal and regulatory program guidance to include case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives; providing technical guidance, information, and assistance to management and senior leadership officials on sensitive, serious, and controversial employee relations issues regarding employees in a wide variety of occupations with substantial differences in working conditions, entitlement, and occupational practices and policies. Administrating performance management systems which include employees covered executive and non-execute career field systems. Presenting briefings and/or training sessions to management pertaining to Labor/Management Employee Relation Topics (e.g. performance appraisals, disciplinary actions). Writing responses to grievances, unfair labor practice charges, contract interpretations or contract bargaining proposals on behalf of management; and conducting fact findings or types of inquiries. You will be rated on the following Competencies for this position:
CommunicationEmployee RelationsLabor RelationsTechnical Competence 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; religions; 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. Note:
A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. Physical Requirements:
No special physical exertion is required. The work is primarily performed while sitting at a desk, conferences, meetings, etc., and occasional visits to activity work sites. Though some work may require periods of standing. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https:
//www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.
Estimated Salary: $20 to $28 per hour based on qualifications.
Provides technical guidance, advice and counseling to management officials and supervisors to address issues with workforce-related conduct and performance. Trains management and employees on a variety of employee relations topics. Provides services to an integrated healthcare network, ensuring strict adherence to all contractual and regulatory timeframes. Resolves disputes and evaluates events and/or identifies aggravating or mitigating factors relevant to the case. Assists managers and supervisors with performance management processes, including planning, monitoring, developing, rating, and rewarding performance. Conducts extensive analysis to identify obscure or underlying causes of misconduct or poor performance. Advises managers on appropriate disciplinary/other corrective techniques in response to a range of conduct and performance problems; explains rules and procedures to employees and helps them understand their rights and obligations. Prepares a variety of correspondence on behalf of the agency to address complex employee relations matters including, disciplinary and adverse actions, settlement agreements, and congressional correspondence. Provides consultation on associated program areas, such as reasonable accommodation and leave management. Advises all network level of management officials about appropriate disciplinary or other corrective techniques in response to a range of conduct and performance problems. Provides professional advice to other Network HR Specialists presenting cases in similar venues (may serve as a SME representative or key witness in third-party proceedings as necessary; may be selected to chair or participate in administrative Investigative Boards (AIBs) or may coordinate with and/or represent the agency at arbitrations and in situations involving proceedings pending litigation in addition to other third-parties as appropriate.) Provides staff level management advisory service to Network and field facilities on a full range of ER and LR issues. Determines appropriate FLSA and BUS codes for all positions. Conducts/advises on ER matters, all proposed adverse actions, coordination and oversight, including OAWP, DAB, AIB, fact findings, grievance examiner, state licensure reviews, suitability, Drug Free Workplace, Workplace Violence Prevention Program, and third-party hearing representation. Provides technical guidance, information and assistance to management and senior leadership officials on sensitive, serious, and controversial labor relations issues regarding employees in various administrative and clinical occupations with substantial differences in working conditions, entitlement, and occupational practices and policies. Reviews requests and submits justification for those ER/LR actions requiring approval by Network Director, VHA, VA, or higher authority, then takes appropriate action, and prepares necessary correspondence. Provides technical and consultative guidance, including actions of a disciplinary or adverse nature, grievances, demands to bargain, impasse proceedings, local bargaining, unfair labor practices, performance management and recognition, employee counseling, appeals, complaints, drug testing and related functions. Researches and interprets legal and regulatory program guidance, including case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives. Provides management with interpretation of policies, procedures, and collective bargaining agreements. Serves as subject matter expert regarding policies and procedures pertaining to Federal Labor Relations Authority (FLRA) and Federal Services Impasses Panel (FSIP). Analyzes changes to regulations and policies determining the impact on the labor relations program; determines need for impact and implementation or full bargaining at the appropriate level (local, network, or national bargaining). Reviews third-party involvement in negotiations and represents the network in appropriate cases, serves as a point of contact on third party proceedings arising from the labor management programs, such as unfair labor practice charges. Represents management at arbitrations and in situations involving proceedings before other third-parties, as appropriate. Work Schedule:
Monday-Friday, 8:
00am-4:
30pm or 7:
30am-4:
00am Telework:
Some telework may be available to highly qualified candidates. Virtual:
This is not a virtual position. Position Description/PD#:
HR Specialist (Emp Rel/Lab Rel)/PD99976-A Relocation/Recruitment Incentives:
A relocation incentive may be authorized to highly qualified candidates. Financial Disclosure Report:
Not required. To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 10/20/2020. Time-In-Grade Requirement:
Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-12 position you must have served 52 weeks at the GS-11. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note:
Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. Selective Placement Factor:
Selective Placement Factors will be used to rate applications for this announcement. Applicants who do not meet the Selective Placement Factors will be rated as not qualified for the announcement. Such experience should reflect in your resume. 1. Do you possess expert knowledge of both Federal Employee and Labor Relations techniques, principles and practices, laws, regulations and policies as they apply to Title 5 and Title 38 employment.? 2. Do you possess extensive experience in at least 5 of the following ER/LR roles or program areas:
(1) drafting charges and writing disciplinary and adverse action proposal and decision letters;(2) advising management on complex labor and employee relation issues; (3) labor contract administration; (4) labor negotiations; (5) analyzing grievances (utilizing both administrative and negotiated processes) and ULPs; applying policies, regulations, laws, labor union contract provisions, and case law as applicable to draft management responses; (6) technical advisor for Administrative Investigative Boards (AIB) and/or Title 38 Disciplinary Appeals Boards (DAB); (7) Reasonable Accommodation Program Coordinator; (8) Agency Representative and/or technical advisor for MSPB, EEO, FLRA or other 3rd party proceedings; (9) Drug Free Work Place Program Coordinator; (10)Suitability Adjudicator; (11)Telework Coordinator and/or Leave program administration. You may qualify based on your experience as described below:
Specialized
Experience:
You must have one year of specialized experience equivalent to at least the next lower grade GS-11 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to:
Applying advanced HR principles, concepts, and practices related to all aspects of employee and labor relations programs. Researching and interpreting legal and regulatory program guidance to include case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives; providing technical guidance, information, and assistance to management and senior leadership officials on sensitive, serious, and controversial employee relations issues regarding employees in a wide variety of occupations with substantial differences in working conditions, entitlement, and occupational practices and policies. Administrating performance management systems which include employees covered executive and non-execute career field systems. Presenting briefings and/or training sessions to management pertaining to Labor/Management Employee Relation Topics (e.g. performance appraisals, disciplinary actions). Writing responses to grievances, unfair labor practice charges, contract interpretations or contract bargaining proposals on behalf of management; and conducting fact findings or types of inquiries. You will be rated on the following Competencies for this position:
CommunicationEmployee RelationsLabor RelationsTechnical Competence 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; religions; 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. Note:
A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. Physical Requirements:
No special physical exertion is required. The work is primarily performed while sitting at a desk, conferences, meetings, etc., and occasional visits to activity work sites. Though some work may require periods of standing. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https:
//www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.
- Department:
0201 Human Resources Management - Salary Range:
$79,725 to $103,647 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
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