Human Resources Specialist (Employee/Labor Relations)

Department of Defense

This position is part of the Defense Human Resources Activity. The incumbent will be responsible for for planning, developing and coordinating Department of Defense (DoD) wide projects and policies in the area of employee relations, including employee appeals, discipline and performance management.

• As a Human Resources Specialist (Employee/Labor Relations) at the GS-0201-12/13 some of your typical work assignments may include: At the GS-13 Level: Directs and coordinates major agency-wide projects and policies concerning complex employee relations issues, including high-profile employee appeals, formal discipline, and performance management systems. Develops and implements new, enhanced, or tailored employee and labor relations methods specifically designed to support the military and national security mission. Formulates, drafts, and defends the agency's technical and legal positions before third parties, including the MSPB, arbitration panels, and federal courts. Advises leadership on the potential impact and precedent-setting implications of pending disputes and litigation before third-party regulatory authorities Responds to requests for expert advisory assistance from sub-components regarding major operational crises, systemic labor disputes, or the interpretation of brand-new labor relations policies. At the GS-12 level: Plans, develops, and coordinates projects and policy interpretations in employee relations, including employee appeals, discipline, and performance management. Devises innovative ways to improve supervisory support and operational understanding of policies to promote acceptable workplace conduct and performance. Prepares, presents, and defends the technical position of the organization before third-party authorities, including the Merit Systems Protection Board (MSPB) and the Federal Labor Relations Authority (FLRA). Plans, develops, and coordinates localized projects, programs, and initiatives in labor relations, balancing union, management, and employee rights. Conducts reviews of collective bargaining agreements and negotiated grievances for consistency with federal statutes, agency regulations, and case law.

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