HUMAN RESOURCES SPECIALIST (EMPLOYEE RELATIONS)
: Job Details :

Summary Click on Learn more about this agency button below to view Eligibilities being considered and other IMPORTANT information. GS-7/9 The primary purpose of this position is to serve as a Human Resources (HR) Specialist (Employee Relations) in a developmental capacity, performing assignments designed to further develop applicable analytical and evaluative skills and techniques. Summary Continued in Duties Responsibilities Summary Continued GS-11 The primary purpose of this position is to serve as a Human Resources (HR) Specialist in Employee Relations with responsibility for planning, developing, and carrying out the full range of employee relations advisory services for assigned organizations. Duties GS-7 In a training capacity, provides limited consultation, guidance, and assistance to management and employees on basic and routine employee relations subjects Provides consultation and assistance on conduct-related issues having clearly established procedures Participates in special assignments and projects Prepares written correspondence and other documentation GS-9 Provides consultation, guidance, and assistance to management and employees on employee relations subjects Provides consultation and assistance on conduct-related issues Participates in special assignments and projects Prepares written correspondence and other documentation GS-11 Provides Employee Relations assistance to managers for assigned organizations characterized by a wide range of occupations where work processes are mental, judgmental, involve public contact, or are coordinative in nature Provides consultation and assistance on conduct-related issues Manages assignments and/or projects Prepares written correspondence and other documentation Requirements Conditions of Employment Qualifications 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. GS-7 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-5, or equivalent in other pay systems. Examples of specialized experience include assisting with human resources advisory services in the areas of employee relations, performance management, recruitment/staffing. OR EDUCATION: Applicants possess 1 full year of graduate level education OR superior academic achievement (S.A.A.). S.A.A. is based on (1) class standing, (2) grade-point average, or (3) honor society membership. OR COMBINATION OF EDUCATION AND EXPERIENCE: Applicants have a combination of the required experience and education described for this level. (MUST SUBMIT TRANSCRIPTS) GS-9 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-7, or equivalent in other pay systems. Examples of specialized experience include performing administrative, evaluative, analytical, consultative, and technical work in a wide variety of human resources management activities and programs including grievances, EEO complaints, appeals, disciplinary actions, adverse actions, employee-management issues, etc., and developmental recruitment/staffing. OR EDUCATION: Applicants possess a Master's Degree or equivalent degree OR 2 full years of progressively higher level graduate education leading to such a degree OR LL.B or J.D., if related. OR COMBINATION OF EDUCATION AND EXPERIENCE: Applicants have a combination of the required experience and education described for this level. (MUST SUBMIT TRANSCRIPTS) GS-11 SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-9, or equivalent in other pay systems. Examples of specialized experience include providing guidance, consultation and assistance to supervisors and employees on employee relations management matters such as grievances and complaints, disciplinary actions, adverse actions, employee performance, appeals, leave administration, incentive awards and related matters. OR EDUCATION: Applicants possess a Ph.D. or equivalent doctoral degree OR 3 years of progressively higher level graduate education leading to such a degree OR LL.M if related. OR COMBINATION OF EDUCATION AND EXPERIENCE: Applicants have a combination of the required experience and education described for this level. (MUST SUBMIT TRANSCRIPTS) 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-5 level is required to meet the time-in-grade requirements for the GS-7 level. One year at the GS-7 level is required to meet the time-in-grade requirements for the GS-9 level. One year at the GS-9 level is required to meet the time-in-grade requirements for the GS-11 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. 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-7 Knowledge of the fundamental principles, practices, and techniques of employee relations; standardized research techniques; and analytical and problem-solving methods required to advise on and resolve routine, noncontroversial, well-precedented, factual, procedural, and/or recurring issues; make informed judgments on problems and issues; and perform advisory services for problems of limited scope Ability to analyze specific phases of common, well-precedented, and/or recurring cases or situations and to develop and prepare clear explanations of fact Ability to select the appropriate basic, legal, and regulatory provisions applicable to each situation and locate appropriate and applicable precedents and legal documentation Ability to interpret and analyze basic issues of fact and law Ability to identify and analyze numerous facts and allegations to determine accuracy and applicability to the cases Ability to communicate effectively with others, both orally and in writing GS-9 Knowledge of the fundamental principles, practices, and techniques of employee relations; standardized research techniques; and analytical and problem-solving methods required to advise on and resolve moderately complex, non-controversial, well-precedented factual, procedural, and/or recurring issues; make informed judgments on problems and issues; and perform advisory services for problems of limited scope Skill in gathering, analyzing, and drawing conclusions from information, and communicating information clearly, both orally and in writing Ability to analyze specific phases of common, well-precedented, and/or recurring cases or situations and to develop and prepare clear explanations of facts Ability to select the appropriate basic, legal, and regulatory provisions applicable to each situation and locate appropriate and applicable precedents and legal documentation Ability to interpret and analyze basic issues of fact and law Ability to identify and analyze numerous facts and allegations to determine accuracy and applicability to the cases 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 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. Education IF USING EDUCATION TO QUALIFY: If position has a positive degree requirement or education forms the basis for qualifications, you MUST submit transcripts with the application. Official transcripts are not required at the time of application; however, if position has a positive degree requirement, qualifying based on education alone or in combination with experience, transcripts must be verified prior to appointment. An accrediting institution recognized by the U.S. Department of Education must accredit education. Click here to check accreditation. FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. ********************ADDITIONAL INFORMATION FOR ACTIVE DUTY SERVICES MEMBERS******************** ACTIVE DUTY SERVICE MEMBERS: The VOW Act requires federal agencies to treat an eligible active duty service member as a veteran, disabled veteran, and preference eligible (as applicable) when applying for civil service positions before the effective release or discharge date. Appointment of military members before the release or discharge date is permissible if the member is on terminal leave. At the time the active duty member applies for a civil position, he or she must submit a certification memo in lieu of a DD-Form 214, Certificate of Release or Discharge from Active Duty. Active duty members applying for a civil service position without submitting a valid certification memo or DD-Form 214 with their application will render the member ineligible for the position. The certification memo must originate from the member's military service branch on official letterhead and contain the following: Name/Rank/Grade of Service Member Branch of Armed Forces Dates of Active Service (Start and End Date(s) Expected Date of Discharge/Release from Active Duty Terminal leave start date (if applicable) Expected character of service (honorable or general) and type of separation (i.e. separation or retirement) Must be certified within 120 days of anticipated discharge Signature by, or by direction of the adjutant, personnel office, unit commander, or higher headquarters commander Note: The VOW Act provides tentative preference. If appointed, a DD Form-214 must be submitted upon receipt. Additional Information Interagency Career Transition Assistance Program (ICTAP): For information on how to apply as an ICTAP eligible click here. To be well-qualified and exercise selection priority for this vacancy, displaced Federal employees must be rated well qualified or above for this position. You must submit a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting position, grade level, and duty location. Employed Annuitants (Reemployed Annuitants): Applicants in receipt of an annuity based on civilian employment in the Federal Service are subject to the DoD Policy on The Employment of Annuitants. Click here for more information. 120-Day Register: This announcement may result in a 120-day register that may be used to fill like vacancies for 120 days after the closing date. Applicants may be referred for consideration as vacancies occur. Military Spouse Preference (MSP) Eligible: MSP applicants, if determined best qualified, must be selected and placed at the highest grade for which they applied. You must include a completed copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility for MSP. Click here to obtain/download a copy of the DD Form 3145-4, Military Spouse PPP Self-Certification Checklist. Priority Placement Program (PPP) Applicant Eligible: PPP Applicants, if determined well qualified and selected, will be placed at the at the full performance level. You must include the applicable completed copy of the PPP Self-Certification Checklist dated within 30 days along with the documents identified on the checklist to verify your eligibility as a PPP Applicant. Click here to obtain/download a copy of the applicable PPP Self-Certification Checklist (DD3145-1 through DD3145-4, select the appropriate checklist for your claimed preference). To determine the applicable PPP Self-Certification Checklist required to substantiate the eligibilities you are claiming, refer to the AF Civilian Employment Eligibility Guide located in the Required Documents section of this vacancy announcement. Disabled veteran leave is available to a Federal employee hired on/after 5 Nov 2016, who is a veteran with a service-connected disability rating of 30% or more. For more information, click here. If you have questions regarding this announcement and have hearing or speech difficulties click here. Tax Law Impact for PCS: On 22-Dec-2017, Public Law 115-97 - the Tax Cuts and Jobs Act of 2017 suspended qualified moving expense deductions along with the exclusion for employer reimbursements and payments of moving expenses effective 01-Jan-2018 for tax years 2018 through 2025. When you perform a Civilian Permanent Change of Station (PCS) with the government, the Internal Revenue Service (IRS) considers the majority of your entitlements to be taxable. Visit GSA Bulletin FTR 20-04 here for additional information.