Human Resources Specialist (ER-LR)

To meet the minimum qualifications for this position, you must meet the specialized experience requirements. To qualify for the Grade 14, you must have at least one year of experience equal or equivalent to the GS-13, it must include:

• Experience advising and negotiating as a management representative on collective bargaining matters, master labor agreements, impact-and-implementation bargaining, unfair labor practice (ULP) disputes, and binding arbitration before the Federal Labor Relations Authority (FLRA) or independent arbitrators.
• Experience structuring and drafting formal disciplinary, adverse (5 U.S.C. Chapter 75), and performance-based (5 U.S.C. Chapter 43) actions (e.g., Performance Improvement Plans, suspensions, removals), including assisting agency counsel in defending actions.
• Experience directing or conducting formal administrative investigations into employee misconduct or anti-harassment allegations, preparing findings of fact, and assessing candidate or employee suitability/conduct under Federal suitability frameworks (e.g., 5 CFR 731) to determine actionable risk. 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: Labor-Management Relations: Mastery of Title 5 U.S.C. Chapter 71, collective bargaining principles, interest-based bargaining, impact and implementation (I&I), FLRA precedent, contract administration, and third-party grievance arbitration. Employee Relations & Discipline: Mastery of Title 5 U.S.C. Chapter 75, Douglas Factors, adverse action statutory requirements, administrative appeal procedures (MSPB), and settlement negotiation tactics. Performance Management: Expertise in Title 5 U.S.C. Chapter 43, appraisal cycles, development and monitoring of Opportunity to Demonstrate Acceptable Performance (ODAP)/Performance Improvement Plans (PIPs), and performance-based adverse actions. Administrative Inquiries & Anti-Harassment: Knowledge of Equal Employment Opportunity (EEO) principles, agency anti-harassment policies, investigative fact-finding methodology, witness examination, and evidence synthesis Suitability Review & Adjudication: Knowledge of 5 CFR Part 731, nexus requirements, risk determinations, character standards, and pre-/post-employment background suitability processes. For all types of consideration, 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. For additional information about applying to Federal positions, please click on the following link: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-policies/#url=e4 All applicants must meet all qualification requirements by the closing date of this announcement.

The Human Resources Specialist (ER/LR): Provides full-scope advisory services across employee relations (ER), performance management, administrative investigations/anti-harassment inquiries, and suitability determinations. Serves as the authoritative management advisor and lead negotiator for collective bargaining agreements, mid-term bargaining, impact-and-implementation negotiations, and union information requests.

Represents the agency before third parties, including the Federal Labor Relations Authority (FLRA), the Federal Mediation and Conciliation Service (FMCS), and grievance arbitrators. Coordinates responses to unfair labor practice (ULP) charges and complex negotiated grievances, promoting dispute resolution at the lowest organizational tier. Advises management on complex, high-risk employee conduct and disciplinary matters.

Formulates strategy and drafts legally defensible administrative actions, including reprimands, suspensions, demotions, and removals under Title 5 U.S.C. Chapter 75. Partners with the Office of Chief Counsel to prepare litigation defense files, declarations, and testimony for hearings before the Merit Systems Protection Board (MSPB) and Equal Employment Opportunity Commission (EEOC). Provides expert technical consultation on Chapter 43 actions, performance appraisal cycles, and performance improvement plans (PIPs).

Evaluates deficiencies, reviews narrative appraisals, and counsels supervisors through remedial and corrective performance-based actions. Serves as a senior technical investigator and advisor on allegations of workplace harassment and misconduct. Develops investigative strategies, conducts comprehensive fact-finding interviews, gathers evidence, drafts exhaustive investigative reports, and delivers objective findings with corrective action recommendations to deciding officials.

Provides support with reviews background investigations and pre-/post-employment conduct to render authoritative suitability advisements under 5 CFR Part 731. Evaluates nexus, mitigating/aggravating factors, and security/suitability risks to formulate management positions regarding employment eligibility or suitability-based separations.

The ideal candidate for this position has expert level knowledge of HR practices, laws, regulations, policies to provide advice and resolve the full range of complex and wide impacting employee and labor relations operational problems. The applicant must have excellent written, verbal and analytical skills, work collaboratively with other and have experience serving as an advisor to all levels of management on employee and labor relations issues.