Supervisory HR Specialist (Employee Relations)

Leads and oversees the agency-wide Employee Relations (ER) program, establishing strategy, internal controls, and program priorities.

Directly leads and supervises the ER division, setting performance expectations, delivering ongoing coaching and constructive feedback, mentoring and developing staff, managing performance and conduct, resolving intra-team conflict, and building technical capability across the team.

Serves as the principal advisor to senior leadership on highly complex, sensitive, and high-risk employee relations matters. Provides technical oversight and review of complex performance, disciplinary, and adverse actions. Directs or manages high-risk, high-visibility, or precedent-setting misconduct and performance cases.

Ensures ER programs and practices comply with applicable laws, regulations, case law, and agency policy. Provides expert guidance, policy interpretation, and training to managers and stakeholders on employee relations matters.

For the GS 14: You must have one year of specialized experience equivalent to at least the GS-13 grade level in the Federal service that demonstrates expert-level proficiency in all of the following: Serving as the senior technical authority for an agency-wide Employee Relations program, establishing program strategy, priorities, internal controls, and quality standards.

Directly leading, supervising, and developing a division of Employee Relations professionals, including setting performance expectations, delivering ongoing coaching and constructive feedback, mentoring and developing staff, managing performance and conduct, resolving intra-team conflict, and building bench strength and technical capability across the team.

Advising senior leadership as the principal subject matter expert on highly complex, high-risk employee relations matters involving performance management, conduct, disciplinary and adverse actions, and workplace investigations.

Personally directing high-risk, high-visibility, or precedent-setting cases requiring legal sufficiency, sound judgment, and enterprise-level strategic risk analysis. Authoritatively interpreting and applying Federal laws, regulations, case law, and agency policy to resolve the most complex employee relations issues and ensure full compliance.

Designing, implementing, and evaluating enterprise-wide employee relations policies, programs, or internal controls to ensure consistency, compliance, and alignment with organizational objectives.

Preferred (not required): Experience providing oversight of Reasonable and Religious Accommodations and Anti-Harassment programs, ensuring timely, consistent, and compliant processing in accordance with the Rehabilitation Act, EEOC guidance, and applicable federal regulations.

Merit promotion applicants must meet the time-in-grade requirement as defined in 5 CFR 300, Subpart F. One year at the GS-13 level is required to meet the time-in-grade requirements for the GS14 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.