HR Specialist (Employee and Labor Relations)

Summary

As an HR Specialist (Employee & Labor Relations) with the US Office of Personnel Management, Office of the Chief Human Capital Officer, Workforce Relations, you will advise management on employee and labor relations matters, conduct investigations, assist with disciplinary and performance-based actions, resolve workplace disputes, and support employee and labor relations programs, including reasonable accommodation and anti-harassment activities.

Duties

Advises management on employee and labor relations matters involving conduct, performance, disciplinary actions, grievances, collective bargaining agreements, and labor-management disputes. Researches and interprets applicable laws, regulations, policies, and precedents to provide guidance and recommendations on employee and labor relations matters. Conducts administrative investigations, evaluates evidence, and prepares documentation and recommendations supporting disciplinary and performance-based actions. Assists with labor-management matters, including grievances, arbitration, negotiations, third-party proceedings, and dispute resolution. Reviews employee and labor relations policies and procedures, recommends program improvements, and develops technical guidance and training materials. Processes reasonable accommodation requests, evaluates supporting documentation, investigates harassment allegations, and documents findings and recommendations. Requirements

Must be a U.S. Citizen or National Males born after 12-31-59 must be registered for Selective Service Suitable for Federal employment, determined by a background investigation May be required to successfully complete a probationary period Candidates will not be hired based on their race, sex, color, religion, or national origin Complete the initial online assessment and USAHire Assessment, if required You will be required to report to an OPM assigned office. This position is not eligible for inclusion in a bargaining unit Qualifications

For the GS-12 level: Applicants must have one year of specialized experience equivalent to at least the GS-11 level in the Federal service (or equivalent) performing employee and labor relations work that includes: Advising supervisors or managers on employee relations matters involving employee conduct, performance deficiencies, disciplinary actions, or adverse actions in accordance with applicable policies and procedures; Researching and applying employee and labor relations laws, regulations, policies, or collective bargaining agreements to evaluate workplace issues and provide guidance or recommendations; Reviewing employee relations cases, gathering and evaluating supporting evidence, and preparing documentation or recommendations for disciplinary or performance-based actions; Assisting with labor relations matters involving employee grievances, collective bargaining agreements, labor-management disputes, or administrative proceedings; and Supporting workplace compliance activities involving reasonable accommodation requests or harassment allegations by reviewing documentation, gathering information, or assisting with case findings. For the GS-13 Level: Applicants must have one year of specialized experience equivalent to at least the GS-12 level in the Federal service (or equivalent) performing employee and labor relations work that includes: Advising supervisors or managers on employee relations matters involving employee conduct, performance deficiencies, disciplinary actions, or adverse actions and recommending appropriate courses of action; Independently researching, interpreting, and applying employee and labor relations laws, regulations, policies, or collective bargaining agreements to resolve workplace issues and develop recommendations; Conducting administrative investigations, evaluating evidence and procedural requirements, and preparing recommended disciplinary or performance-based actions; Advising management on labor relations matters involving employee grievances, collective bargaining agreements, labor-management disputes, or administrative proceedings and developing recommendations for resolution; and Evaluating reasonable accommodation requests or harassment allegations, reviewing supporting evidence, and preparing documented findings or recommendations in accordance with applicable requirements. Merit promotion applicants must meet the time-in-grade requirement as defined in 5 CFR 300, Subpart F. 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. You must meet all qualification and eligibility requirements within 30 days of the closing date of this announcement. 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; religious; 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.

How You Will Be Evaluated

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), your responses to the application questionnaire, and your responses to all assessments required for this position. You will be assessed on the following competencies (knowledge, skills, abilities, and other characteristics): Accountability Attention to Detail Customer Service Decision Making Flexibility Influencing/Negotiating Integrity/Honesty Interpersonal Skills Learning Reading Comprehension Reasoning Self-Management Stress Tolerance Teamwork Overstating your qualifications and/or experience in your application materials or application questionnaire may result in your removal from consideration. Cheating on an assessment may also result in your removal from consideration. All qualified Non-Competitive applicants and the best-qualified Merit Promotion applicants will be referred to the hiring manager for consideration. Career Transition Assistance Programs: These programs apply to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet CTAP or ICTAP eligibility criteria; 2) be rated well-qualified for the position (obtain a score of 85 or higher on assessments); and 3) submit the appropriate documentation to support your CTAP or ICTAP eligibility. For more information visit: http://www.opm.gov/rif/employee_guides/career_transition.asp. Other Information

Relocation expenses will not be paid. Incentive payments may be considered. If you are unable to apply online and would like to request information about the Alternate Application process, please use the contact information at the bottom of this announcement. This job opportunity announcement may be used to fill additional similar vacancies across OPM. Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions. Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements visit the following websites: Persons with Disabilities-Schedule A Special Hiring Authorities for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/Home/Registration) Reasonable Accommodation Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request an RA in your online application. Requests for RA for the USA Hire Competency-Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency-Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency-Based Assessments if you received the link after the close of the announcement. To determine if you need an RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments here: https://help.usastaffing.gov/Apply/index.php?title=Reasonable_Accommodations_for_USA_Hire As a condition of employment for accepting this position, you may be required to serve a 1-year probationary period, or 2-year trial period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: - your performance and conduct; - the needs and interests of the agency; - whether your continued employment would advance organizational goals of the agency or the Government; and - whether your continued employment would advance the efficiency of the Federal service. Upon completion of your probationary period (or trial period) your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.