HUMAN RESOURCES SPECIALIST (EMPL REL/LABOR REL)

Full Job Description

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The primary purpose of this position is to GS-9/11: This is a developmental position with known promotion potential to the target position of 9M9GG75 (Human Resources Specialist (Employee & Labor Relations), GS-02021-12).

Incumbent works closely with the supervisor in performing duties identified in the full performance standard core personnel document/core document.

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, 201 Series.

GS-09 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-07, or equivalent in other pay systems.

Examples of specialized experience includes knowledge of the principles, concepts, and theories of Human Resources and the standard practices, methods, and techniques of the occupation sufficient to perform difficult, but well-precedented assignments.

Knowledge of analysis, evaluation, fact-finding, and investigative techniques in order to gather data, identify significant factors, and recommend a solution from a number of possible alternatives.

Knowledge of the occupation to perform studies and prepare reports, documentation, and correspondence to communicate factual and procedural information clearly.

OR EDUCATION: Master's or equivalent graduate degree or 2 Full years of progressively higher-level graduate education leading to such a degree or LL.B. or J.D., if related.

Note: You MUST submit a copy of official transcripts.

OR COMBINATION OF EDUCATION AND EXPERIENCE: Applicants must have one year of progressively higher-level graduate education but have not obtained a master's or equivalent graduate degree.

Therefore, a combination of experience and education. Note: You MUST submit a copy of official transcripts.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible.

One year at the GS-07 level is required to meet the time-in-grade requirements for the GS-09 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

GS-11 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-09, or equivalent in other pay systems.

Examples of specialized experience includes knowledge of a wide range of in-depth employee relations concepts, principles, practices, and legal and regulatory requirements sufficient to provide a broad expertise in advising senior management and supervisors on a myriad of complex and frequently contentious issues.

Knowledge of complex concepts, principles, practices, and case law regarding third party powers and procedures sufficient to research facts, legal precedents, and define legal and factual parameters/issues of cases; assist in the preparation, maintenance, and filing of necessary documents and files; and represent management before third parties in quasi-judicial boards and commissions.

Knowledge of negotiation and persuasion techniques sufficient to explain and justify management's actions. OR EDUCATION: Ph.D.

or equivalent doctoral degree or 3 full years of progressively higher-level graduate education leading to such a degree or LL.M., if related. Note: You MUST submit a copy of official transcripts.

OR COMBINATION OF EDUCATION AND EXPERIENCE: A combination of education and experience may be used to qualify for this position as long as the computed percentage of the requirements is at least 100%.

NOTE: You must submit a copy of your official transcripts.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible.

One year at the GS-09 level is required to meet the time-in-grade requirements for the GS-11 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

GS-12 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems.

Examples of specialized experience includes knowledge of a wide range of in-depth employee relations concepts, principles, practices, and legal and regulatory requirements sufficient to provide a broad expertise in advising senior management and supervisors on a myriad of complex and frequently contentious issues.

Knowledge of complex concepts, principles, practices, and case law regarding third party powers and procedures sufficient to research facts, legal precedents, and define legal and factual parameters/issues of cases; assist in the preparation, maintenance, and filing of necessary documents and files; and represent management before third parties in quasi-judicial boards and commissions.

Knowledge of negotiation and persuasion techniques sufficient to explain and justify management's actions.

KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: GS-09/11: Knowledge of basic principles of a Human Resources Specialist (Employee & Labor Relations) or related field.

Skill in communicating factual and procedural information clearly, orally and in writing. Ability to learn basic techniques of a Human Resources Specialist (Employee & Labor Relations).

Ability to analyze problems to identify significant factors, gather pertinent data, and recognize solutions. Ability to plan and organize work and consult effectively with co-workers.

GS-12: Knowledge of a wide range of labor and employee relations concepts, case law, principles, practices, and legal and regulatory requirements sufficient to research, analyze, interpret, and draw conclusions on complex legal issues, problems, and situations and advise managers on appropriate responses to a variety of bargaining unit actions and/or appropriate corrective techniques for a range of conduct and performance issues.

Knowledge of the federal Human Resources (HR) management functions, theories, and techniques; the basic relationships of various HR disciplines; and management objectives as they apply to specific matters.

Knowledge of the procedures and techniques used in negotiation, mediation, alternate dispute resolution (ADR), arbitration, conflict resolution, coalition and consensus building, etc., and conducting research and fact-finding to advise and represent management in identifying, analyzing, assessing, resolving disputed facts about, interpreting, responding to, and reaching resolution on issues, actions, etc.

Ability to effectively communicate orally and in writing and establish and maintain effective working relationships with all levels of personnel to include explaining rules and procedures to employees and advising on their rights and obligations and encouraging objectivity in situations that may be charged with emotions and assumptions.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work.

You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social).

Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment.

You will receive credit for all qualifying experience, including volunteer experience. Major Duties:

Summary Continued GS-12 Serves as the senior labor relations specialist at an Air Force (AF) installation, establishing and maintaining effective relationships including the use of non-traditional collaborative approaches with labor organizations that represent federal employees, negotiating and administering labor agreements, and providing guidance and consultation to management on a variety of labor relations matters.

Also performs work that involves providing advice and assistance to employees and managers, program administration, research, and case management in matters related to conduct, performance, attendance, and dispute resolution DUTIES As the senior labor relations specialist at an AF installation, oversees, carries out, and advises management on the local labor relations program.

Negotiates labor agreements between management and labor organizations.

Serves as technical advisor and management representative involving third party proceedings Performs the full range of employee relations management duties for an AF installation