HUMAN RESOURCES SPECIALIST (EMPLOYEE RELATIONS/PLACEMENT)

Full Job Description

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The primary purpose of this position is to is: To perform a wide range of Human Resources (HR) duties at the installation, Direct Reporting Unit (DRU), or Major Command (MAJCOM) level to include employee relations, staffing, placement, performance management, labor relations, and advisory services for a variety of positions in an assigned area or organization 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 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: 1.) knowledge of a wide range of HR concepts, practices, laws, regulations, policies, and precedents sufficient to provide comprehensive HR management advisory and technical services on substantive organizational functions and work practices, 2.) Knowledge of the laws, executive orders, regulations, policies, and concepts pertaining to personnel management, and the relationships between the various personnel disciplines to recommend to management appropriate interventions to resolve complex, interrelated HR problems and issues, 3.) Knowledge of analytical, evaluative, and diagnostic methods and techniques to resolve a wide range of complex, interrelated HR problems and issues; improve organizational efficiency/productivity; and to develop new or modified work methods, processes, and/or procedures, 4.) Knowledge of the methods and techniques of fact finding, analysis, and resolution of complex problems and the development of concrete action plans and/or flexible alternatives to solve problem, 5.) Knowledge of required procedures to develop new or modified work methods, processes, and/or procedures, to improve organizational efficiency/productivity, and of special recruiting authorities, strategies, incentives, and organization design.

Note: Resume must show supporting details. 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, such as Human Resources Management.

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 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.

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: 1.

Knowledge of a wide range of HR concepts, practices, laws, regulations, policies, and precedents related to employee and management relations, staffing, performance management, labor relations, and the relationships between the various personnel disciplines.

2. Knowledge of the laws, executive orders, regulations, policies, and concepts pertaining to personnel management, and a practical understanding of position classification and position management. 3.

Knowledge of the methods and techniques of fact finding, analysis, and resolution of complex problems and the development of concrete action plans and/or flexible alternatives to solve problems. 4.

Knowledge of required procedures to develop new or modified work methods, processes, and/or procedures to improve organizational efficiency/productivity and knowledge of special recruiting authorities, strategies, incentives, and organizational design 5.

Skill in consensus building, negotiating, coalition building, interest-based bargaining, advocacy, mediation, and conflict resolution techniques sufficient to interact appropriately in emotional situations.

6.

Ability to establish effective working relationships and to communicate well with others, orally and in writing, including preparing and conducting formal and informal briefings 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:

Provides employee relations assistance for assigned organizations characterized by a wide range of occupations where work processes are mental, judgmental, involve public contact, or are coordinative in nature.

Provides consultation, guidance, and assistance to management and/or employees on the full scope of employee relations issues.

Serves as the primary point of contact for a range of staffing, placement, and position management responsibilities. Provides consultation and assistance on conduct-related issues.

Advises managers and supervisors regarding appropriate disciplinary or other corrective techniques and the procedural and legal requirements for correcting conduct and administering disciplinary and adverse actions.

Serves as the HR focal point for one or more employee relations programs.

Administers one or more designated employee relations programs or subject areas such as the Performance Management Program, the OWCP, EAP, the Physically Restricted Program.

Prepares written correspondence and other documentation.

Writes a variety of documents to include articles for publication in newsletters and newspapers, briefings, policy letters, reports, orientation materials for new employees, and training courses for supervisors, and policy letters.