HR Specialist (Employee and Labor Relations)

About this role

For the GS-12 level: Applicants must have one year of specialized experience equivalent to at least the GS-11 level in the Federal service (or equivalent) performing employee and labor relations work that includes: Advising supervisors or managers on employee relations matters involving employee conduct, performance deficiencies, disciplinary actions, or adverse actions in accordance with applicable policies and procedures; Researching and applying employee and labor relations laws, regulations, policies, or collective bargaining agreements to evaluate workplace issues and provide guidance or recommendations; Reviewing employee relations cases, gathering and evaluating supporting evidence, and preparing documentation or recommendations for disciplinary or performance-based actions; Assisting with labor relations matters involving employee grievances, collective bargaining agreements, labor-management disputes, or administrative proceedings; and Supporting workplace compliance activities involving reasonable accommodation requests or harassment allegations by reviewing documentation, gathering information, or assisting with case findings.

For the GS-13 Level: Applicants must have one year of specialized experience equivalent to at least the GS-12 level in the Federal service (or equivalent) performing employee and labor relations work that includes: Advising supervisors or managers on employee relations matters involving employee conduct, performance deficiencies, disciplinary actions, or adverse actions and recommending appropriate courses of action; Independently researching, interpreting, and applying employee and labor relations laws, regulations, policies, or collective bargaining agreements to resolve workplace issues and develop recommendations; Conducting administrative investigations, evaluating evidence and procedural requirements, and preparing recommended disciplinary or performance-based actions; Advising management on labor relations matters involving employee grievances, collective bargaining agreements, labor-management disputes, or administrative proceedings and developing recommendations for resolution; and Evaluating reasonable accommodation requests or harassment allegations, reviewing supporting evidence, and preparing documented findings or recommendations in accordance with applicable requirements.