HUMAN RESOURCES SPECIALIST (EMPL REL/LABOR REL)

Summary: GS 11: The primary purpose of this position is to this is a developmental position with known promotion potential to the target position of 9Q9GG75 Human Resources Specialist (Employee and Labor Relations) GS-0201-12.

Incumbent works closely with the supervisor in performing duties identified in the full performance standard core personnel document/core document.

When the supervisor determines that full proficiency has been acquired, a Request for Personnel Action (RPA) will be submitted to the Civilian Personnel Office with an annotation that the incumbent is performing the full range and scope of duties and responsibilities for promotion.

GS 12: The primary purpose of this position is to Serves as the senior labor relations specialist at an Air Force (AF) installation, establishing and maintaining effective relationships including the use of non-traditional collaborative approaches with labor organizations that represent federal employees, negotiating and administering labor agreements, and providing guidance and consultation to management on a variety of labor relations matters.

Also performs work that involves providing advice and assistance to employees and managers, program administration, research, and case management in matters related to conduct, performance, attendance, and dispute resolution.

Duties: As the senior labor relations specialist at an AF installation, oversees, carries out, and advises management on the local labor relations program. Negotiates labor agreements between management and labor organizations.

Serves as technical advisor and management representative involving third party proceedings, for example, before quasi-judicial boards and commissions. Performs the full range of employee relations management duties for an AF installation.

In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, 0201 series.

SPECIALIZED EXPERIENCE GS-11: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-09, or equivalent in other pay systems.

Examples of specialized experience include the full range of employee relations concepts, case law, principles, practices, legal and regulatory requirements sufficient to perform analyses and draw conclusions on complex legal issues, problems, and situations, and advise managers regarding appropriate corrective techniques in response to a range of conduct and performance issues.

OR EDUCATION: I have successfully completed a Ph.D or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree or LL.M. in a field which demonstrates the knowledge, skills, and abilities necessary to perform the work of the position .

NOTE: You must submit a copy of your official transcripts. OR COMBINATION OF EDUCATION AND EXPERIENCE: I have less than the full amount of specialized experience required but I have more than 2 years of graduate level education with a major or subject area related to the position to be filled.

Therefore, I have a combination of experience and education. NOTE: You must submit a copy of your official transcripts. SPECIALIZED EXPERIENCE GS-12: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems.

Examples of specialized experience include a wide range of HRM concepts, laws, policies, practices, analytical, and diagnostic methods and techniques to identify, evaluate, and recommend to management appropriate HR interventions to resolve a wide range of complex, interrelated HRM problems and issues.

FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in­-grade requirements to be considered eligible. One year at the GS-09 level is required to meet the time-in-grade requirements for the GS-11 level.

One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks.

NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements.

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: GS-11: Knowledge of the full range of employee relations concepts, case law, principles, practices, legal and regulatory requirements sufficient to perform analyses and draw conclusions on complex legal issues, problems, and situations, and advise managers regarding appropriate corrective techniques in response to a range of conduct and performance issues.

Knowledge of Federal HR management functions, theories, and techniques and the basic relationships of various HR disciplines sufficient to advise management and employees regarding rules and procedures and their obligations and entitlements.

Knowledge of legal research methods, information-gathering techniques, and analytical capabilities sufficient to locate, interpret, and analyze for applicability and appropriateness, precedent and substantive decisions, and/or legal opinions that various courts and administrative bodies have rendered.

Knowledge of conflict resolution techniques sufficient to interact in highly-charged, emotional situations which may arise due to delicate or highly contested case matters and determinations. Skill in gathering facts and using effective, analytical, and evaluative methods to accurately assess information and make sound decisions.

Ability to communicate with others, both orally and in writing, sufficient to formulate and present arguments and advisory opinions and prepare case documents.

GS-12: Knowledge of a wide range of labor and employee relations concepts, case law, principles, practices, and legal and regulatory requirements sufficient to research, analyze, interpret, and draw conclusions on complex legal issues, problems, and situations and advise managers on appropriate responses to a variety of bargaining unit actions and/or appropriate corrective techniques for a range of conduct and performance issues.

Knowledge of the federal Human Resources (HR) management functions, theories, and techniques; the basic relationships of various HR disciplines; and management objectives as they apply to specific matters.

Knowledge of the procedures and techniques used in negotiation, mediation, alternate dispute resolution (ADR), arbitration, conflict resolution, coalition and consensus building, etc., and conducting research and fact-finding to advise and represent management in identifying, analyzing, assessing, resolving disputed facts about, interpreting, responding to, and reaching resolution on issues, actions, etc.

Ability to effectively communicate orally and in writing and establish and maintain effective working relationships with all levels of personnel to include explaining rules and procedures to employees and advising on their rights and obligations and encouraging objectivity in situations that may be charged with emotions and assumptions.

PART-TIME OR UNPAID EXPERIENCE: Credit will be given for appropriate unpaid and or part-time work. You must clearly identify the duties and responsibilities in each position held and the total number of hours per week.

VOLUNTEER WORK EXPERIENCE: Refers to paid and unpaid experience, including volunteer work done through National Service Programs (i.e., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community; student and social).

Volunteer work helps build critical competencies, knowledge and skills that can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.