HUMAN RESOURCES SPECIALIST (EMPLOYEE RELATIONS)

Full Job Description

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GS-11/12 This is a developmental position with known promotion potential to the target position of 9LAR10318 (Human Resources Specialist (Employee Relations), GS-0201-13).

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

Summary continued in Duties section 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, Human Resources Management, Series 0201.

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.

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.

in a field which demonstrates the knowledge, skills, and abilities necessary to perform the work of the position. NOTE: You must submit a copy of your transcripts.

OR COMBINATION OF EXPERIENCE AND EDUCATION: 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 transcripts.

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.

GS-13 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-12, or equivalent in other pay systems.

Examples of specialized experience includes mastery of advanced employee relations laws, regulations, principles, precedents, policy, legal and regulatory principles, concepts, practices, techniques, consultative skill, and seasoned judgment sufficient to: (1) provide authoritative advisory services for a variety of Employee Relations programs; (2) plan, organize, and conduct research of legal case facts, laws, regulations, precedent decisions to advise managers on the procedural and legal requirements for correcting complex conduct problems and administering disciplinary and adverse actions; (3) review, troubleshoot, and resolve difficult employee relations issues, characterized by their breadth, importance, and severity, many of which are unique and not covered by available precedents; (4) direct, plan, evaluate and make recommendations concerning overall plans and proposals for special studies and projects affecting major Employee Relations programs and/or policies in order to resolve substantive organizational and program issues or complex problems not susceptible to treatment by standard methods; (5) research and evaluate impact of new or proposed regulations, policies, and/or laws to provide technical guidance and advise on issues; and (6) review draft regulations, directives, and other guidance and prepares recommendations and comments reflecting impact on local policy or practices.

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. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level.

One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

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-11/12 In-depth knowledge of a wide range of employee relations concepts, case law, principles, practices, and regulatory requirements sufficient to perform detailed analyses; draw conclusions on complex legal issues, problems, and situations; and advise senior managers regarding corrective techniques in response to a wide range of conduct and performance problems.

Knowledge and understanding of complex Federal HR management functions, theories, and techniques; and the basic relationships of the various HR disciplines.

Knowledge of in-depth legal research methods, information-gathering techniques, and analytical techniques sufficient to locate, interpret, and analyze for applicability and appropriateness, precedent and substantive decisions, and/or legal opinions that various courts and administrative bodies have rendered.

Knowledge of conflict resolution techniques sufficient to interact in highly charged, emotional situations which arise due to delicate or highly contested case matters and determinations.

Skill in gathering facts and using effective, analytical, and evaluative methods to accurately assess information and make sound decisions.

Ability to communicate with others, both orally and in writing, sufficient to formulate and present arguments and advisory opinions and prepare case documents.

GS-13 KSA's continued in Education section 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-13 The primary purpose of this position is: To plan, develop, and carry out the full range of employee relations and management advisory services for assigned organizations typified by complex organizational structures and dynamic, professional and/or scientific missions.

Duties: Manages the end-to-end processes for Employee Management Relations. Provides employee relations assistance to managers for assigned organizations of a complex nature.

Manages one or more assigned programs. Provides consultation and assistance on complex and often controversial conduct and performance-related issues.