Summary
As an HR Specialist (Employee and Labor Relations), in the Office of Human Resources (OHRM) you will be responsible for providing timely, high-quality customer service, and a full range of expert technical advice, guidance, and consultation in the areas of employee and labor relations services for regional and/or Central Office organizations. This position is located in Columbia, S.C. We are currently filling one vacancy, but additional vacancies may be filled as needed.
Duties
Advise managers and supervisors on the appropriateness of a disciplinary based action given the severity of the action, the type of offense in question, past practices of the organization, the potential implications/ramifications of the proposed action, unforeseen issues (i.e., medical issues), mitigating factors pertinent to the pending disciplinary case, and alternative options (such as proposing alternative dispute resolution). Provide advice and guidance to managers related to all phases of the performance management process to include performance-based actions. Address complex issues and questions pertaining to hours of work, work schedules, and the leave administration program, including flexible and compressed work schedules, telework, hours of work/provisions of the Fair Labor Standards Act, leave without pay (LWOP), military leave, annual leave, sick leave, court leave, administrative leave, the leave transfer program, reasonable accommodation, etc. Advise managers and supervisors of their responsibilities under the various steps of both administrative and negotiated grievance procedures. Participate in informal and formal meetings with management and union representatives and provide advice and counsel to managers as to union matters during what can be very sensitive and confrontational meetings with the union and/or the employee.
Requirements
If selected, you must meet the following conditions: Current or Former Political Appointees: The Office of Personnel Management (OPM) must authorize employment offers made to current or former political appointees. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C or NonCareer SES employee in the Executive Branch, you must disclose this information to the HR Office. Failure to disclose this information could result in disciplinary action including removal from Federal Service. Serve a one year probationary period, if required. Undergo and pass a background investigation (Tier 2 investigation level). Have your identity and work status eligibility verified if you are not a GSA employee. We will use the Department of Homeland Security's e-Verify system for this. Any discrepancies must be resolved as a condition of continued employment.
How you will be evaluated
A panel of Subject Matter Experts (SMEs) will review the application of qualified candidates and assign a score for each of the five required Knowledge, Skills, and Abilities (KSAs) based on the experience documented in the resume and narrative responses. Knowledge of employee relations principles, practices, regulations and legislation sufficient to provide technical advice, guidance and options to supervisors and managers regarding a range of disciplinary based actions and third-party case law. Skill in federal performance management principles, regulations, and strategic practices, to provide consultation to supervisors and managers on improving employee performance. Ability to analyze personnel situations and deliver technical advice, strategic guidance, and actionable options to management and supervisors regarding leave administration, hours of work, telework, and medical accommodations. Skill in written communication techniques to draft disciplinary charges for performance-based actions, grievance responses, and to assist in developing the agency's position in response to third party filings to the Merit Systems Protection Board (MSPB) Federal Labor Relations Authority (FLRA), and Equal Employment Opportunity (EEO). Skill in oral communication to present and negotiate sensitive recommendations to managers/supervisors in highly charged emotional cases, to obtain compliance with policies and to articulate positions/policy of technical complexity. Demonstration of these KSAs must be supported by your application. Applicants should also make note of each KSA, as you will be asked to address them later in the application process. Consideration will be given to performance appraisals and incentive awards in merit promotion selection decisions in accordance with 5 CFR 335.103(b)(3). You should list any relevant performance appraisals and incentive awards in your resume so that information will be taken into consideration during the selection process. If selected, you may be required to provide supporting documentation. If you are eligible under the Interagency Career Transition Assistance Plan (ICTAP) or GSA's Career Transition Assistance Plan (CTAP), your resume must clearly demonstrate experience in at least 3 of the 5 required Knowledge, Skills, and Abilities (KSAs) to receive priority consideration. You may preview questions for this vacancy.