Human Resources Specialist (Employee & Labor Relations)

Summary

The position is located in the Office of Human Resources which provides a comprehensive program that covers position management and classification, personnel staffing and recruitment, pay administration, compensation and benefits, performance management, labor and employee relations, and retirements.

Duties

Provides guidance to CSOSA employees on labor relations and employee relations policies, procedures and practices throughout CSOSA. Advises management on legal or regulatory requirements or entitlements related to Employee Relations matters. Provides advisory services to managers and employees on Employee Relations policies, procedures, and guidelines. Performs Employee Relations program administration studies, reviews, and evaluations to ensure regulatory compliance. Provides support for resolving operational program issues. Provides advisory services for management officials concerning Labor Relations policies, procedures, and guidelines. Formulates and implements Labor Relations and Employee Relations policies, procedures and practices covering work and family life, performance management, conduct, discipline and adverse actions, health unit services, unemployment compensation, suitability adjudication, and the Employee Assistance Program. Provides authoritative and technical advice and assistance to a variety of clients including management, employees, employee groups, and labor groups. Develops CSOSA-wide policies consistent with changing law and legislation covering Employee and Labor Relations. Handles Unfair Labor Practices, grievances under negotiated and administrative procedures, and Alternate Dispute Resolution. Maintains liaison with top-level human resource management officials throughout the Federal, state and local governments, and the private sector. Exchanges ideas and information about Employee and Labor Relations trends. Maintains continuous contact with CSOSA leaders regarding Employee and Labor Relations issues and status. Briefs key leadership on costs, impact, feasibility, alternatives, issues, recommendations and status of employee and labor relations programs and other Federal guidelines and directives as appropriate. The incumbent uses considerable judgment in selecting and applying relevant guidelines, and in interpreting these for CSOSA staff. Reviews reasonable accommodation requests; processes Office of Workers' Compensation (OWCP) claims, research legal regulations and requirements; advises managers and staff regarding rights and responsibilities. Qualifications

You may qualify at the GS-12 level, if you fulfill one of the following qualification requirements: One (1) year of specialized experience equivalent to the GS-11 grade level or pay band in the Federal service that is directly related to the work of the position. This experience should demonstrate your ability to review, interpret, and apply policies, procedures, and practices across the full scope of employee and labor relations programs, including work-life initiatives, performance management, conduct and disciplinary actions, adverse actions, health unit services, unemployment compensation, reasonable accommodations, workers' compensation, suitability adjudications, the Employee Assistance Program, and grievance processing. It should also reflect experience drafting responses to Unfair Labor Practices, participating as a key member of negotiation teams, and managing matters involving changes to policies, procedures, or practices that may affect employee working conditions. You may qualify at the GS-13 level, if you fulfill the following qualification requirements: One (1) year of specialized experience equivalent to the GS-12 grade level or pay band in the Federal service that is directly related to the work of the position. Specialized experience includes demonstrating your ability to review and implement policies, procedures and practices covering the full range of employee and labor relations issues such as work and family life, performance management, conduct, disciplinary matters and adverse actions, health unit services, unemployment compensation, reasonable accommodations, workers' compensation, suitability adjudication, the Employee Assistance Program, grievances, drafting responses to Unfair Labor Practices, serving as Chief Spokesperson or key member of a negotiations team and handling matters involving changes in policy, procedures, or practices that may impact working conditions of employees. Time-in-Grade Requirement: Current or former federal employees who have held a GS position in the preceding 52 weeks, must meet the time in grade requirement. GS-12: Applicant must have served 52 weeks as a GS-11 or higher grade in Federal Service. GS-13: Applicant must have served 52 weeks as a GS-12 or higher grade in Federal Service. 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.

Education

Education is not substitutable for specialized experience at this grade level. 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 on 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 The USA Hire Assessments includes a cut score based on the minimum level of required proficiency in these critical general competencies. You must meet or exceed the cut score to be considered. You will not be considered for the position if you score below the cut score or fail to complete the assessment. 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. Other Information

Reasonable Accommodation (RA) 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 a 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 CompetencyBased 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 a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments. (https://appsupport.usastaffing.gov/hc/en-us/sections/28980686389652-Reasonable-Accommodation-Information) If you are an eligible Career Transition Assistance Program (CTAP) or Interagency Career Transition Assistance Program (ICTAP) applicant, you may apply for special selection over other applicants for this position. Individuals who have special priority selection rights under the CTAP or ICTAP must be well qualified for the position. To be well qualified, applicants must satisfy all qualification requirements for the vacant position and meet the mid-level (scoring between 85 and 89) of the rating criteria for all factors or the established cutoff score. CTAP/ICTAP eligibles must submit one of the following as proof of eligibility for the special selection priority: a separation notice; a "Notice of Personnel Action" (SF-50) documenting separation; an agency certification that you cannot be placed after injury compensation has been terminated; an OPM notification that your disability annuity has been terminated; OR a Military Department or National Guard Bureau notification that you are retired under 5 U.S.C. 8337(h) or 8456. Additional information about ICTAP and CTAP eligibility is at: http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/. This vacancy announcement may be used to fill future vacancies for identical positions within the next year. Relocation expenses are not authorized. Only experience and education obtained by the closing date of this announcement will be considered. You must meet all qualification requirements within 30 days after the closing date of this announcement and before placement in the position. CSOSA is an Equal Opportunity Employer. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office.