Human Resources Specialist (LER) (Senior Human Resources Specialist (LER))

Summary Serves as a Senior Human Resource Specialist in a Labor and Employee Relations (LER) office. Is a recognized subject matter expert for highly complex and challenging activities under the minimal direction of a manager. Incumbent supports management by representing the branch at meetings and conferences and assisting in supporting efforts to build upon AHR's corporate labor and employee­-management relations. Responsibilities Applies experience and expert knowledge that are applicable to his or her discipline to innovative approaches. The incumbent is responsible for the overall labor and employee relations function for assigned organizations. Ensures all actions are in compliance with all legal, regulatory, FAA policy and guidance and all associated negotiated agreements. Ensures that management is aware of issues arising which have the potential for external exposure. Provides expert guidance and instruction both internally and externally to address diverse, complex issues. Advises managers on a wide range of difficult and complex conduct and performance issues, encompassing all areas of concern (e.g., conduct and discipline, leave issues, drug and alcohol abuse, physically restricted employees, unacceptable performance). May develop and conduct training sessions for managers. Develops briefings to convey strategic organizational policies to internal and external audiences. May participate in quality review of adverse actions across branches, including indefinite suspensions, enforced leave, performance cases, alcohol and drug-related cases, and performance improvement cases. Perform detailed analysis and draw conclusions in order to recommend solutions to complex labor and employee relations issues/problems. Incumbent is a recognized subject matter expert in the Labor and Employee Relations arena and provides leadership for highly complex and challenging activities under the minimal direction of a manager. The incumbent is a technical authority in union/management relations and advisor to management in the administration and operation of the full scope of Labor and Employee Relations. Provide the full range of support and participation associated with the negotiations and administration of collective bargaining agreements and policy issues as they pertain to the interpretation of provisions pursuant to the Federal Labor Management Statute. Is responsible for reviewing, researching, providing analysis, and drafting responses to union initiated requests. Assignments may include: Acts as a contributing specialist on large work activities or as a project manager or team lead, and may perform leadership functions for projects and/or programs within defined area of responsibility. Participates in projects with a national impact such as system evaluations and audits. Establishes priorities for work assignments, provides instructions and/or on-the-job training on technical/administrative requirements. Provides expert guidance and instruction both internally and externally to address diverse, complex issues which often cross multiple projects, programs, and/or functional areas. Acts as an LER Subject Matter Expert (SME) for cross LOB/SO training. Researches regulations, case law, and all other relevant material to provide expert advice to management and administrative staff. Monitors the consistent application of functions assigned, ensuring that all legal, regulatory and collective bargaining requirements are met. Identifies needs and takes appropriate action to ensure systemic problems are averted or resolved. Prepares all written correspondence in support of disciplinary and performance-based actions. Prepares the MSPB case files and responses to congressional inquiries and hotline complaints. Represents management in cases going to unemployment. Prepares and/or assists management in responding to administrative or union grievances and ensures responses are in compliance with regulations and are legally sufficient. Will use analytical methods to identify, evaluate, and recommend alternatives with impact analysis, and drafting responses to union initiated requests. The incumbent will investigate allegations of contractual and/or statutory breaches by interpreting facts and events, identifying aggravating or mitigation factors relevant to the case and develop a legal theory for case resolution. Requirements Conditions of Employment We are not accepting applications from noncitizens. Qualifications To qualify for this position, you must demonstrate in your application that you possess at least one year of specialized experience equivalent to the FV-I, FG/GS-13 level. This experience is typically related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position. To be creditable, specialized experience must have been at least equivalent to the next lower level in the normal line of progression for the occupation in the organization. Specialized Experience is defined as: -Experience applying a wide range of Federal employee and labor relations theories, concepts, practices, laws, policies, and rules in the development and completion of highly complex and far reaching assignments. You should include relevant examples of the specialized experience in your work history. Errors or omissions may impact your rating or may result in you not being considered. Answer all questions to the best of your ability. DO NOT ASSUME THAT BECAUSE YOU HOLD, OR HAVE HELD THIS POSITION, YOU WILL AUTOMATICALLY BE FOUND ELIGIBLE. You may be asked to provide evidence or documentation that you have this type of experience later in the selection process. Your responses are subject to verification through job interviews, or any other information obtained during the application process. Any exaggeration of your experience or any attempt to conceal information can result in disqualification. Applicants who fail to demonstrate possession of any of the above criteria AND who do not provide the required documentation will receive no further consideration for this position. Applicants may be asked to verify information on your application for employment with the FAA. All qualification requirements must be met by the closing date of this vacancy announcement. Education Education cannot be substituted for experience. Additional Information We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required. The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty. FAA policy limits certain outside employment and financial investments in aviation-related companies. www.faa.gov/jobs/workinghere/financial-disclosure-requirements This position is covered by the FAA Core Compensation plan. Additional information about Core Compensation is available at: https://www.faa.gov/jobs/working\_here/benefits. As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant, you are NOT required to provide a narrative response in the text box listed below each KSA. In lieu of providing a KSA narrative response in the text box listed below each KSA section, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each KSA. Your work history examples should be specific and clearly reflect the highest level of ability. Your KSA answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a human resource specialist as appropriate. Eligible applicants meeting the minimum qualification requirements and/or selective placement factor(s) (SPF) may be further evaluated on the Knowledge, Skills and Abilities (KSA) and/or Quality Ranking Factor (QRF) listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: (1) score order; (2) category grouping; (3) alphabetical; or (4) priority grouping, and referred to the selecting official for selection consideration. Some, all, or none of the applicants may be interviewed. This Level 5 (Moderate Risk; Public Trust) position requires favorable adjudication of a Minimum Background Investigation (MBI) background investigation prior to appointment, unless a waiver is obtained. This is not a bargaining unit position. Links to Important Information: Locality Pay, COLA