HR SPECIALIST (LER) NF4* (RFT) MCCS HUMAN RESOURCES

The incumbent reports to the Personnel Officer who provides general guidelines concerning nature and priorities of work assignments. Incumbent is considered the technical authority for Labor Relations. Completed work is reviewed to ensure that program objectives have been met to satisfy the Command and Marine Corps policy.

Develops and implements an employee/labor relations program which meets the needs of MCCS and the intent of law and regulations. Performs and reviews trend analysis of grievances, unfair labor practices, complaints, and appeals, and develops long term solutions to identified trends.

Provides training to management officials on program requirements, policies, and procedures. Provides advice and guidance to all levels of management regarding administration and interpretation of negotiated agreement, and impact of mission changes on employee/labor management relations.

Interprets and clarifies program policies, standards, and procedures to management and employees. Counsel employees on the full range of work related problems and/or concerns. Serves as MCCS point of contact and spokesperson with the unions for day-to-day concerns which are appropriately discussed at the management level.

Designated as MCCS representative for employee/labor management relations matters with higher Headquarters and other agencies.

Serves on the negotiation team for all local negotiations with the exclusive bargaining agents, including any local supplementary agreements and memorandums of understanding, and assists in the development of management positions on negotiated issues. Ensures higher headquarters¿ support and approval are obtained.

Nominates and advises remaining members of management negotiating teams. In conjunction with Labor Relations Attorney, researches, prepares, presents and obtains MCCS and higher headquarters approval of mediation, impasse, and unfair labor practice positions as necessary. Conducts studies to develop management positions to union demands.

Keeps management advised on the applicability and interpretation of precedent decisions in the labor relations area. Makes recommendations as to management¿s ultimate impasse positions and obtains relevant bargaining authority. In conjunction with Labor Relations Attorney, arranges for arbitration or mediation services.

Provides advice and guidance on grievance and/or appeals procedures. Investigates grievances and appeals, and prepares MCCS responses if unable to reach settlement at earliest possible stage. Works with Labor Attorney as representative in all third party cases to include appeals and arbitrations hearings.

Works closely with the Labor Attorney in preparation of third party cases. Reviews drafts of locally initiated directives for impact on personnel practices, policies, and working conditions and ensures all bargaining obligations are met.

Advises management on such matters and prepares required bargaining positions and conducts any required bargaining with union officials. Counsels and advises supervisors and managers on the full scope of disciplinary and adverse action requirements and procedures.

Prepares or reviews management decision actions prior to issuance, taking into account current Equal Employment Opportunity (EEO) case law. Provides information to employees on grievances and appeal rights and procedures. Maintains all disciplinary and adverse action case files and prepares necessary reports.

Provides training to management officials in the area of employee/labor relations. Provides World Class Customer Service with an emphasis on courtesy. Assists customers and communicates positively in a friendly manner. Takes action to solve problems quickly. Alerts the higher-level supervisor, or proper point of contact for help when problems arise.

Adheres to safety regulations and standards. Promptly reports any observed workplace hazards, and any injury, occupational illness, and/or property damage resulting from workplace mishaps to the immediate supervisor. Adheres to established standards of actively supporting the principles of the EEO program and prevention of sexual harassment.

Must be able to professionally conduct investigations as it pertains to labor/employee relations issues such as EEO, alleged misconduct, etc, on occasion interfaces with the IG, CID, NCIS and MCCS Security.

Prefer three to five years experience in Labor Relations. Prefer college degree in related subject. Knowledge, skill and experience to manage a labor and employee relations program at a moderately complex activity sufficient to independently plan, organize staff, carry out and evaluate programs.

Knowledge of laws, regulations, policies and concepts of Federal labor relations. Knowledge of case law generated by the Federal Labor Relations Authority, Federal Services Impasses Panel, and impartial arbitrators. Knowledge of personnel management, theories, principles, regulations and practices.

Knowledge of and skill in, conducting labor-management negotiations. Knowledge of, and skill in, providing management representation in third party proceedings. Skill in establishing and maintaining effective working relationships with employees, managers, supervisors, union representatives, and representatives of other agencies.

Skill in gathering and analyzing facts, drawing conclusions, and arriving at practical solutions. Skill in oral and written communications. Ability to work in stressful and sensitive situations. The incumbent must be able to obtain and maintain a Secret Security Clearance. This requires submitting a Tier 3 Investigation.

Failure to successfully meet the Secret Security Clearance requirement is grounds for removal.