Human Resources Specialist (ER/LR)

To qualify for the position of Human Resources Specialist (ER/LR), at GS-0201-12/13, you must possess the required experience specific to the grade you're applying to. For the GS-12, you must have one year of experience at the GS-11 grade level or equivalent pay band in the Federal service.

Specialized Experience is defined as: Applying Federal HR laws, regulations, case law, agency policy, and/or OPM guidance to ensure legally compliant and consistent ER/LR practices.(e.g., employee relations, labor relations, leave administration. Advising management on Labor Relations (LR) matters, including interpreting collective bargaining agreements, advising on negotiability, and assisting in resolving grievances under negotiated and administrative grievance procedures.

Skill in applying employee and labor relations, disciplinary and adverse actions, performance-based actions (e.g., performance improvement plans, within-grade increase denials, etc.). Preparing and reviewing ER documentation such as proposals and decisions for disciplinary/adverse actions, performance improvement plans (PIPs), and written counseling. Conducting fact-finding, analyzing evidence, and recommending appropriate actions for disciplinary and adverse actions (e.g., reprimands, suspensions, removals).

For the GS-13, you must have one year of specialized experience at the GS-12 grade level or equivalent pay band in the Federal Service. Specialized experience is defined as: Advises management and drafts responses on behalf of management to address employee performance and misconduct. Develops and provides training in labor and employee relations processes and procedures to different levels of management with various knowledge or experience.

Advises management and drafts responses on behalf of management in labor relations matters such as grievances, unfair labor practices, requests for information, changes in working conditions, and contract bargaining. You MUST meet all qualification requirements, including time-in-grade, by the 11/05/2026 of this announcement. Your resume must support your responses to the application questionnaire and the qualification requirements. Failure to do so may result in an ineligible rating.

See the Required Documents section for important notes about what must be included in your resume. After you submit this application, you will receive an e-mail informing you that a USA Hire assessment is required of you. You will have 48 hours from the closing date of this announcement 11/05/2026 to complete the assessment as this assessment is part of your application.

The duties and responsibilities for a Human Resource Specialist, GS-0201-12/13 generally include, but are not limited to, the following: GS-0201-12: Serves as an Employee Relations (ER) and Labor Relations Specialist (LR) on programs including policy guidance and advice to senior leadership, program managers, other management officials and supervisors.

Responsible for implementing labor relations programs, providing policy guidance and advice to leadership, program managers, other management officials, and supervisors. Provides advice and assistance to supervisors, employees, and HR in a wide variety of employee relations matters such as performance issues, conduct actions (disciplinary and adverse actions), grievances, appeals, etc.

Advise and assist supervisors in establishing and maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, morale, and discipline. Writes disciplinary and adverse notices and non-disciplinary notices that are technically sound, based on merit, and complies with law, regulation, and applicable procedures.

GS-201-13: Advises management regarding, and prepares draft, performance-based actions and adverse or disciplinary actions that are technically sound, based on merit, and comply with law, regulation, and applicable collective bargaining agreement. Recommends procedures pertaining to reasonable standards of conduct for employees and equitable disciplinary measures for infractions of the employment relationship.

Evaluates trends to formulate and issue guidance to universally impose like penalties for like offenses of misconduct. Maintains and analyzes statistics on disciplinary actions. Reviews regulations and administrative instructions pertaining to all phases of grievances, appeals, and disciplinary and adverse personnel actions. Formulates and prepares responses to inquiries from unions, members of Congress, OPM, agency officials, employees, and other interested parties.

Provides advice, counseling, and technical and policy guidance to employees concerning their responsibilities and rights, the procedures and timeframes under various avenues of dispute resolution, including administrative and negotiated grievance procedures, appeals to the U.S. Merit Systems Protection Board (MSPB), the Office of the Special Counsel (OSC) or the Department of Justice Office of the Inspector General (DOJOIG).

May serve in the role of agency representative, as a technical advisor, or as an expert witness in third-party hearings when required. Provides advice to employees, supervisors, and managers on the policies and requirements of the Drug-Free Workplace Program, Employee Assistance Program (EAP), and leave administration. Develops and conducts training on discipline, to include employee rights, management rights, employee representative rights, and consideration of substance abuse and dependency.