HUMAN RESOURCES SPECIALIST (EMPLOYEE RELATIONS)

Full Job Description

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The primary purpose of this position is: To serve as a senior Human Resources Specialist in Employee Relations with responsibility for planning, developing, and carrying 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.

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.

SPECIALIZED EXPERIENCE AS A GS-09: 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 include: 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: Must have successfully completed a 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.

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

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 established HR concepts, principles, practices, and regulatory requirements sufficient to perform difficult, but well-precedented assignments. 2.

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. 3.

Knowledge of the occupation to perform studies and prepare reports, documentation, and correspondence to communicate factual and procedural information clearly. 4.

Ability to learn/apply analytical investigative techniques to accomplish work in the subject-matter field. 5.

Ability to communicate clearly, concisely, and with technical accuracy, both orally and in writing, as well as work in a professional manner with peers/management.

SPECIALIZED EXPERIENCE AS A GS-11: 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: Must possess a 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 copies 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 established HR concepts, case law, principles, practices, and legal and regulatory requirements sufficient to research, analyze, interpret, and draw conclusions on conventional issues, problems, and situations and advise managers on appropriate responses for comprehensive military and/or civilian administrative personnel program issues.

2.

Ability to conduct reviews, analyze and assess HR program operations to include identifying deficiencies, measuring compliance, consistency, effectiveness, and making recommendations for enhancements and improvements.

3. Knowledge of the policies and procedures concerning agency awards and recognition programs. 4.

Knowledge of established federal HR laws, executive orders, regulations, policies, directives, instructions, and concepts governing HR functions. 5.

Ability to communicate both orally and in writing and to establish/maintain effective and positive working relationships.

SPECIALIZED EXPERIENCE AS A GS-12: 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. Major Duties:

Provides employee relations assistance to managers for assigned organizations of a complex nature.

Serves as a senior specialist resolving very difficult employee relations issues in support of a wide variety of organizations with varying missions.

Provides consultation and assistance on complex and often controversial conduct-related issues.

Advises senior management and supervisors on the procedural and legal requirements for correcting complex conduct problems and administering disciplinary and adverse actions.

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

Leads varied and special assignments, projects, or special subject areas such as the Performance Management Program, the Office of Workers' Compensation (OWCP) Program, the Employee Assistance Program (EAP), the Physically Restricted Program, Unemployment Compensation, Leave and Absences, Hours of Work, Labor Relations, etc.

Prepares written correspondence and other documentation.

Writes a variety of documents to include articles for publication in newsletters and newspapers, briefings, reports, orientation materials for new employees, training courses for supervisors, policy letters, and comments on impact of new supplements/regulations/directives, local directives, and position papers.