HUMAN RESOURCES SPECIALIST (EMPLOYEE RELATIONS/PLACEMENT)

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, 0201 Series. SPECIALIZED EXPERIENCE: 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 advises senior management on a wide range of difficult and complex conduct and performance issues encompassing all areas of concern (leave and absences, hours of work, honorary and incentive awards, supervisory records, code of ethics, Office of Workers' Compensation (OWCP), drug and alcohol abuse, unemployment compensation, grievances/complaints/appeals, disciplinary and adverse actions, and physically restricted employees, etc.).

Interpret laws, regulations, rules, and local policies for management and uses computer based programs or other means available to conduct more extensive research to resolve complex, controversial problems. Develop and assist managers in implementing novel or innovative approaches to complex issues which are difficult to resolve or present sensitive problems. Serve as the HR focal point for one or more employee relations programs.

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-11 level is required to meet the time-in-grade requirements for the GS-12 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. Work directly with Equal Employment Opportunity (EEO) counselors and/or the agency's legal staff to resolve difficult, complex problems, issues, and conflicts. Review and route a range of Requests for Personnel Action (RPAs) to fill such positions and/or to career promote, reassign, or otherwise place employees.

Write 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. Provide guidance on significant issues such as establishing criteria, formulating projects, assessing program effectiveness or researching or analyzing a variety of unusual conditions, problems, or questions.

Attend local job fairs representing the installation and discussing employment opportunities and application procedures with candidates. 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.

In-depth knowledge of a wide range of employee relations concepts, case law, principles, practices, and regulatory requirements sufficient to perform detailed analyses; draw conclusions on complex legal issues, problems, and situations; and advise senior managers regarding corrective techniques in response to a wide range of conduct and performance problems. 2.

Knowledge and understanding of complex Federal Human Resources management functions, theories, and techniques; and the basic relationships of the various Human Resources disciplines. 3. Knowledge of a wide range of commonly used and standard recruitment and placement principles and practices and of the occupational design of positions within assigned organizations to analyze position requirements and to decide upon and apply a standardized recruitment strategy. 4.

Knowledge of fundamental Federal Human Resources classification and position management principles, policies, practices, methods, and analytical techniques. 5. Skill in conflict resolution techniques sufficient to interact in highly charged, emotional situations which arise due to delicate or highly contested case matters and determinations. 6.

Ability to effectively communicate orally and in writing and establish and maintain effective working relationships with all levels of personnel to include explaining rules and procedures to employees and advising on their rights and obligations and encouraging objectivity in situations that may be charged with emotions and assumptions. PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work.

You must clearly identify the duties and responsibilities in each position held and the total number of hours per week. VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social).

Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Serves as a senior specialist providing employee relations assistance of a complex nature to managers at an AF installation. Provides consultation and assistance on complex and often controversial conduct-related issues. Independently serves as the Human Resources focal point for one or more employee relations programs. Prepares written correspondence and other documentation. Serves as the primary point of contact at the installation for a range of staffing, placement, and position management responsibilities.

Provides position management advisory services to an AF installation.