Supervisory Human Resources Specialist (Employee Relations/ Labor Relations) Temp. Promotion/ Detail

Full Job Description

The purpose of this position is to supervise Employee Relations/Labor Relations, Performance Management, and Drug-free Workplace for the Network.

Temporary Promotion/Detail Not to Exceed One Year: May be extended to additional periods with the possibility of permanent placement as determined by agency policy; or may end prior to one year as determined by network need.

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 02/17/2026.

Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement.

For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service.

An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials.

If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement.

In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade.

Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment.

To qualify for this position at the GS-13 level, you must meet one of the following listed Criteria: Criteria 1- Graduate Degree and Specialized Experience: Successful completion of a graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level.

Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector.

Qualifying specialized experience includes: provides technical guidance, information, and assistance to management and senior leadership officials on sensitive, serious, and controversial employee labor relations issues, reviews third-party involvement in negotiations and represents the network in complex cases, performs a full range of supervisory duties, plans and directs work, assigns tasks, evaluates work performed, advises employees, selects applicants to fill vacant positions, handles complaints, grievances, and disciplinary problems regarding subordinate staff.

~OR~ Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-12 grade level in federal service that demonstrates HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas.

Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector.

Qualifying specialized experience includes: represents management at arbitrations and in situations involving proceedings before other third parties, responds to inquiries about disciplinary actions, grievances, and appeals concerning timeliness, documentation, and other requirements, serves as subject matter expert regarding policies and procedures pertaining to Disciplinary Appeals Boards (DAB), Office of Whistleblower and Accountability Protection (OWAP), Office of Inspector General (OIG), Federal Labor Relations Authority (FLRA), Merit Systems Protection Board (MSPB), and Equal Employment Opportunity Commission (EEOC), evaluates unit productivity, quality, regulatory compliance, and technical competence, discusses production reports, offers and solicits recommendations for improvement, and ensures staff maintain optimum case load management..

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; religions; 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. Note: A full year of work is considered to be 35-40 hours of work per week.

Part-time experience will be credited on the basis of time actually spent in appropriate activities.

Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment.

Physical Requirements: The work is sedentary.

Some work may require walking in offices, hospitals, convention centers, hotels, universities, and similar areas for meetings and to conduct recruitment, hiring and retention duties.

Work may also require walking and standing in conjunction with travel to and attendance at meetings and conferences away from the worksite. Major Duties:

Employee and Labor Relations Monitors, evaluates, and adjusts plans, considering organizational needs and viewpoints, regulatory and legal limits, and organizational changes.

Supervises Employee Relations/Labor Relations, Performance Management, and Drug-free Workplace for the Network.

Develops new operating procedures as necessary to deal with emerging human resource management issues within the serviced area.

Provides guidance in especially unresolved, complex cases, referring to the supervisor only those problems which exceed the scope of the organizations serviced.

Provides technical guidance, information, and assistance to management and senior leadership officials on sensitive, serious, and controversial employee labor relations issues regarding employees in a wide variety of occupations, including Title 5 General Schedule (GS) and Wage Grade (WG), administrative and clinical, and Title 38, with substantial differences in working conditions, entitlement, and occupational practices and policies.

Researches and interprets legal and regulatory program guidance, including case law, collective bargaining agreements, United States Code, Code of Federal Regulations, and VA Handbooks and Directives.

Responds to inquiries about disciplinary actions, grievances, and appeals concerning timeliness, documentation, and other requirements.

Represent management at arbitrations and in situations involving proceedings before other third parties, as appropriate.

Reviews third-party involvement in negotiations and represents the network in complex cases, serves as a point of contact on third-party proceedings arising from the labor management programs, such as unfair labor practice charges.

Ensures uniform application of administrative and operational policies and procedures, coordination of all related responsibilities, and resolution of problems encountered in daily operations.

Interviews candidates for positions in the unit; recommends appointments, promotions, and reassignments to unit positions; identifies and provides for training needs; and finds ways to improve production or increase the quality of work within the area of authority.

Furthers the goals of equal employment opportunity (EEO) by adhering to nondiscriminatory employment practices related to race, color, religion, sex, national origin, age, or handicap.

Serves as subject matter expert regarding policies and procedures pertaining to Disciplinary Appeals Boards (DAB), Office of Whistleblower and Accountability Protection (OWAP), Office of Inspector General (OIG), Federal Labor Relations Authority (FLRA), Merit Systems Protection Board (MSPB), and Equal Employment Opportunity Commission (EEOC), among others.

Guides and assist in actions of a disciplinary or adverse nature, grievances, demands to bargain, impasse proceedings, local bargaining, performance management and recognition, employee counseling, appeals, complaints, drug testing, and other related functions.

Supervisory Functions as the Supervisor of the ER/LR Team in the Shared Services Unit (SSU). Performs a full range of supervisory duties relating to supervision of ER/LR Shared Services staff.

Plans and directs work, assigns tasks, evaluates work performed, advises employees, selects applicants to fill vacant positions, handles complaints, grievances, and disciplinary problems regarding subordinate staff.

Ensures adequate training of subordinates. Provides advice and direction regarding production and quality requirements.

Evaluates unit productivity, quality, regulatory compliance, and technical competence.

Makes changes in work assignments and workflow; balances workload among positions to increase effectiveness of operations.

Meets with subordinates to discuss production reports, offers and solicits recommendations for improvement, and ensures staff maintain optimum case load management.

Performs other related duties as assigned. Work Schedule: 8:00 a.m.-4:30 p.m., Monday - Friday Duty Location: Selectee will remain at their current duty station.

The final salary determination will be based on the selectee's physical location.

Compressed/Flexible: Negotiable Position Description/PD#: Supervisory Human Resources Specialist (Employee Relations/ Labor Relations) Temp.

Promotion/ Detail/ PD99980S Relocation/Recruitment Incentives: Not authorized Financial Disclosure Report: Not required