Chief, Labor Relations Branch

Full Job Description

DELMR develops and administers a comprehensive employee and labor relations program under Title 5.

The Labor Relations Branch Chief serves as the Department's senior authority on labor relations, overseeing collective bargaining, contract administration, and the arbitration program, including strategy and risk assessment for complex cases.

The role represents the Department in negotiations and third-party proceedings, advises leadership, and supervises Branch staff.

You must meet the Specialized Experience to qualify for Chief, Labor Relations Branch, as described below.

For GS-201-15: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-14, in the Federal Service.

Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled.

To be creditable, specialized experience must have been equivalent to at least the next lower grade level.

Qualifying specialized experience for GS-201-15 includes: Experience in labor relations principles and practices sufficient to direct all areas of a department-wide labor-management relations program including leadership, representation and advocacy, contract administration, advisory services, and dispute resolution; Experience representing management in negotiations, grievance processes, and third-party hearings; Experience interpreting and applying collective bargaining agreements to daily operations and advising management on labor relations issues, including unfair labor practices, personnel regulations, misconduct, and performance.

Major Duties:

Major duties include but are not limited to the following: Oversee a Department-wide arbitration program. Serve as the definitive subject matter expert in arbitration advocacy.

Lead subordinates in preparing and presenting arbitration cases arising under applicable collective bargaining agreements to include expert assessment of legal and factual sufficiency, devising case strategy, and advising on associated risks of litigation in simple to complex and/or controversial cases involving work conditions and personnel policies and practices that cover employees across organizational jurisdictional and occupational positions.

Conduct enterprise-level litigation risk assessments in matters arising under Department collective bargaining agreement such as grievances, arbitration cases, unfair labor practice charges, third party adjudications, and related matters.

Serve as an expert witness in arbitration, MSPB, FLRA, EEO, administrative, and negotiated grievance proceedings.

Develop and recommend new or revised Department policy, standards, procedures and guidelines as a result of grievances, arbitrations, unfair labor practice cases, MSPB cases, research, review of an existing program, changes in OPM laws or regulations, or current developments in employee and labor-management relations.

Develop and recommend new or revised Department policy, standards, procedures and guidelines as a result of grievances, arbitrations, unfair labor practice cases, MSPB cases, research, review of an existing program, changes in OPM laws or regulations, or current developments in employee and labor-management relations.

Provide authoritative oral and written advice to requests for technical assistance from DOL supervisors, managers, and leadership regarding day-to-day contract administration and labor relation matters.

Ensure uniform interpretation and application of collective bargaining agreements and labor- management relations policies and practices throughout the Department.

Determine the statutory or contractual obligation of the Department to communicate, consult, and/or negotiate with the DOL bargaining units regarding conditions of employment on variety of issues pertaining to federal personnel and labor-management relations.

Represent Department in mid-term and term negotiations, including presentation to mediators, the Federal Services Impasse Panel, and the Federal Labor Relations Authority.

Draft variety of memoranda, advocacy briefs/ responses, and decision papers concerning a variety of complex, controversial issues in the field of labor relations.

Prepare memoranda and briefing materials for the Secretary of Labor or designee on collective bargaining agreement appeals and other labor-relations matters for which the Secretary is the deciding official.

Exercise managerial and supervisory authority for subordinate supervisors and staff.

Oversee subordinate staff to include assigning, reviewing, and assessing work; establishing positions; selecting candidates for employment and promotion; establishing performance standards and appraising performance; identifying training needs; managing time and attendance; and ensuring compliance with merit system principles and EEO requirements.