["Human Resources Specialist (Employee Labor Relations)","Human Resources Specialist (Employee Labor Relations)"]

Summary This position is part of the Defense Human Resources Activity. The incumbent makes recommendations on proposed DoD-wide program development needs and assessment tools that serve as the basis for legislation, regulations, or program guidance. Responsibilities As a Human Resources Specialist (Employee Labor Relations) at the GS-0201-14 some of your typical work assignments may include: - Plans, develops, and coordinates Agency-wide projects and policies in the area of employee relations, including employee appeals, discipline, suitability, or performance management. - Prepares, presents, and defends the Agency's technical position before third parties such as the Merit Systems Protection Board (MSPB), Federal Labor Relations Authority (FLRA), Federal Service Impasses Panel (FSIP), arbitrators, or federal courts. - Advises on the potential impact and precedent-setting implications for the Agency of pending disputes before third-party authorities, including the resolution of unfair labor practice charges and complaints. - Develops and delivers training to human resources professionals, supervisors, managers, and other audiences in the areas of Labor and Employee Relations (LER). - Analyzes and solves complex and sensitive problems and issues, such as those involving conflicts in law or other requirements, and those involving vague and untested areas of case law, where policy decisions and case strategy guidance have an impact throughout the Agency. Requirements Conditions of Employment Qualifications You may qualify at the GS-14, if you fulfill the following qualifications: A. One year of specialized experience equivalent to the GS-13 grade level in the Federal service: -Experience serving as a Senior consultant and subject matter expert (SME), interpreting complex federal civil service laws, instructions, and Office of Personnel Management (OPM) regulations to draft, implement, and standardize Department-wide LER policies affecting thousands of civilian personnel across multiple sub-commands. -Experience acting as the principal management spokesperson or technical advisor during term contract and mid-term negotiations; successfully evaluated potential impacts of union proposals on national security mission goals and devised strategic alternatives to resolve bargaining impasses. -Experience with representing Headquarters management interests as primary agency representative in high-profile, precedent-setting administrative hearings before third-party regulatory bodies-including the Federal Labor Relations Authority (FLRA), Merit Systems Protection Board (MSPB), or Federal Service Impasses Panel (FSIP)-by conducting legal research, formulating case strategies, and drafting defensible agency positions 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. Education Substitution of education may not be used in lieu of specialized experience for this grade level. Additional Information Veterans Employment Opportunity Act (VEOA): To be eligible for a VEOA appointment under Merit Promotion procedures, the veteran must be a preference eligible or a veteran separated after 3 years or more of continuous active service performed under honorable conditions. Interagency Career Transition Assistance Programs: This program applies to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: 1) meet ICTAP eligibility criteria; 2) be rated well-qualified for the position; Well qualified is defined as possessing the type and quality of experience that exceeds the positions minimum qualifications. and 3) submit the appropriate documentation to support your ICTAP eligibility. For more information: Noncompetitive Appointment Authorities: For more information on noncompetitive appointment authority eligibility requirements: Persons with Disabilities - Schedule A Special Hiring Authority for Veterans Special Hiring Authority for Certain Military Spouses Other Special Appointment Authorities - Subpart F Males born after 12-31-59 must be registered or exempt from Selective Service (see The selecting official may choose to conduct interviews, and once the selection is made, you will receive a notification of the decision. NOTE: Declining to be interviewed or failure to report for a scheduled interview will be considered as a declination for further consideration for employment against this vacancy. Selective Service Requirement: Please visit for more information. For more information, please visit: 12-1-2020.pdf?ver=ECNbdsHtGilTd3OENN4A0Q== Re-employed Annuitant: This position does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).