HR Specialist (Employee and Labor Relations)

For the GS-12 level: Applicants must have one year of specialized experience equivalent to at least the GS-11 level in the Federal service (or equivalent) performing employee and labor relations work that includes: Advising supervisors or managers on employee relations matters involving employee conduct, performance deficiencies, disciplinary actions, or adverse actions in accordance with applicable policies and procedures; Researching and applying employee and labor relations laws, regulations, policies, or collective bargaining agreements to evaluate workplace issues and provide guidance or recommendations; Reviewing employee relations cases, gathering and evaluating supporting evidence, and preparing documentation or recommendations for disciplinary or performance-based actions; Assisting with labor relations matters involving employee grievances, collective bargaining agreements, labor-management disputes, or administrative proceedings; and Supporting workplace compliance activities involving reasonable accommodation requests or harassment allegations by reviewing documentation, gathering information, or assisting with case findings.

For the GS-13 Level: Applicants must have one year of specialized experience equivalent to at least the GS-12 level in the Federal service (or equivalent) performing employee and labor relations work that includes: Advising supervisors or managers on employee relations matters involving employee conduct, performance deficiencies, disciplinary actions, or adverse actions and recommending appropriate courses of action; Independently researching, interpreting, and applying employee and labor relations laws, regulations, policies, or collective bargaining agreements to resolve workplace issues and develop recommendations; Conducting administrative investigations, evaluating evidence and procedural requirements, and preparing recommended disciplinary or performance-based actions; Advising management on labor relations matters involving employee grievances, collective bargaining agreements, labor-management disputes, or administrative proceedings and developing recommendations for resolution; and Evaluating reasonable accommodation requests or harassment allegations, reviewing supporting evidence, and preparing documented findings or recommendations in accordance with applicable requirements.

Merit promotion applicants must meet the time-in-grade requirement as defined in 5 CFR 300, Subpart F. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. One year at the GS-12 level is required to meet the time-in-grade requirements for the GS-13 level. You must meet all qualification and eligibility requirements within 30 days of the closing date of this announcement.

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.

Advises management on employee and labor relations matters involving conduct, performance, disciplinary actions, grievances, collective bargaining agreements, and labor-management disputes. Researches and interprets applicable laws, regulations, policies, and precedents to provide guidance and recommendations on employee and labor relations matters. Conducts administrative investigations, evaluates evidence, and prepares documentation and recommendations supporting disciplinary and performance-based actions.

• Assists with labor-management matters, including grievances, arbitration, negotiations, third-party proceedings, and dispute resolution.
• Reviews employee and labor relations policies and procedures, recommends program improvements, and develops technical guidance and training materials.
• Processes reasonable accommodation requests, evaluates supporting documentation, investigates harassment allegations, and documents findings and recommendations.