Supervisory Human Resources Specialist (Employee Relations / Labor Relations)

You qualify for the Supervisory Human Resources Specialist (ER/LR) at the GS-14 level, if you meet the following qualification requirements: you must demonstrate in your resume you have at least one (1) year of qualifying experience at or equivalent to the GS-13 level in the Federal service, obtained in either the private or public sector, performing the following types of tasks; providing technical assistance to lower grade employee or labor relations specialists; reviewing employee or labor relations case work, recommendations and conclusions for validity; providing expert advice and guidance to senior management officials in resolving highly complex and difficult employee relations issues (e.g., employee conduct regulations, agency policies, past precedents, and other guidelines); keeping informed on major legislation, either new or proposed, having a direct impact on the employee and labor relations program; and negotiating, defending, and justifying resulting changes in HR regulations, including performance management and award, procedures and policies as well as implementation methodologies.

You will receive credit for all experience material to the position, including experience gained in religious, civic, welfare, service, and organizational activities, regardless of whether you received pay. Do not copy and paste the duties, specialized experience, or occupational assessment questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications for this position.

To determine your qualifications and referral status, we may review your resume and supporting documentation and compare it against your responses to the vacancy questionnaire. Ensure you support your self-ratings with the information you provide in your application. We may verify or assess your qualifications at any time. Inflated or unsupported qualifications may affect your rating. Any misrepresentation or material omission of facts may be sufficient cause to end further consideration of your candidacy.

Persons listed as knowing your past accomplishments or experience in your application may be contacted for verification purposes at any time. Verification may, but need not, begin before receiving an offer. Preview assessment questionnaire before you apply: https://apply.usastaffing.gov/ViewQuestionnaire/13091491

As the Supervisory Human Resources Specialist (ER/LR) of Team C, you will serve as an organizational expert on employee and labor relations policies and programs. You will lead a team of LR/ER specialists who support several Institutes and Centers at the NIH, building relationships with executive leaders within those organizations. You will also provide advice and guidance to supervisors and managers on a variety of complex employee and labor relations issues.

The position works closely with the Branch Chief to develop vision and goals for the Branch, and provide administrative and technical supervision to Human Resources Specialists performing employee and labor relations work. As the Supervisory Human Resources Specialist (ER/LR) of Team D, you will serve as the program manager for NIH's centralized performance management and awards initiatives.

You will provide administrative and technical supervision to Human Resources Specialists supporting the administration of the agency's performance management and award policies and programs, including overall compliance with government-wide OPM guidance. This role will also support Employee & Labor Relations Specialists in the Branch with performance based actions.

Responsibilities Provide client managers and supervisors with interpretations of Federal and NIH employee relations procedures, practices, policies, and guidelines. Provide employee relations advice and guidance to management and employees and serves as a technical resource on performance and conduct-based actions and related employee relations program policies and practices.

Advise management in analyzing and resolving conduct or performance inadequacies in the overall Human Resources employee relations, labor relations, performance management, and awards programs. Communicate agency-wide Labor Relation/Employee Relation policies and procedures to management and staff of local organization or organizational segments serviced.

Interpret labor relations law, regulation, Executive Orders, and decisions of formal bodies, and serve as a point of contact on labor-management matters as applicable for program area oversight.