Employee and Labor Relations Program Manager

Full Job Description

The Office of Human Resources Management, Workforce Programs Division, is seeking a Employee and Labor Relations Program Manager to provide advice and guidance on employee and labor relations matters.

This role provides policy development, compliance, and advisory services on employee and labor relations issues.

ZA-III To qualify, applicants must have one year (52 weeks) of specialized experience equivalent to at least the GS-11 level (or ZA-II at NIST).

Specialized experience is defined as experience serving as a resource on performance and/or conduct-based actions; and/or serving as a point of contact on labor-management matters of overall concern (e.g., grievances, unfair labor practice charges, information sharing, and contract interpretation).

ZA-IV To qualify, applicants must have one year (52 weeks) of specialized experience equivalent to at least the GS-13 level (or ZA-III at NIST).

Specialized experience is defined as experience serving as a technical advisor on employee and labor relations program policies, regulations, and practices and providing operational employee relations activities to include advising on employee relations matters (e.g., performance-based actions, disciplinary/adverse actions, grievances, administrative investigations).

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. The qualification requirements in this vacancy announcement are based on the U.S.

Office of Personnel Management (OPM) Qualification Standards Handbook.

If requesting reconsideration of your qualification determination, please refer to the following site: Applicant Reconsideration Major Duties:

ZA-III Provides advice and guidance on employee and labor relations matters (unfair labor claims, grievances, impact and implementation matters, notifications, bargaining unit determinations, etc.).

Provides policy development, compliance, and advisory services on employee and labor relations issues. Participates in evaluating the effectiveness of the Employee and Labor Relations Program.

Provides employee relations advice and guidance to management and employees, serving as a technical resource on performance and conduct-based actions and related employee and labor relations policies and practices.

Advises management on employee discipline, adverse actions, performance, grievances, attendance and leave issues, employee conduct, workplace violence, medical issues, harassment, and related HR issues.

Develops defendable work products to include disciplinary/adverse actions, performance-related and based actions, grievances, administrative inquiries, addressing workplace violence incidents, and related HR issues, i.e., leave, medical, suitability, etc.

ZA-IV Serves as NIST's Employee and Labor Relations Program Manager. Provides operational activities, advice, policy development, and guidance on employee and labor relations matters.

Performs administration of multiple union contracts and serves as lead negotiator in negotiations. Addresses unfair labor practice claims and arbitrations.

Addresses complex, novel, and unique labor issues and evaluates program effectiveness.

Provides employee relations advice and guidance to management and employees, serving as a technical resource on performance and conduct-based actions and related employee relations policies and practices.

Advises management on employee discipline, adverse actions, performance, grievances, attendance and leave issues, employee conduct, workplace violence, medical issues, harassment, and related HR issues.

Develops defendable work products to include disciplinary/adverse actions, performance-related and based actions, grievances, administrative inquiries, addressing workplace violence incidents, and related HR issues, i.e., leave, medical, suitability, etc.