Human Resources Specialist (ELR/Performance Management) (DIRECT HIRE)

About this role

To meet the minimum qualifications for this position, you must meet either the education or experience qualifications for the grade at which you are requesting consideration. To qualify on for the GS-11 on Experience, you must have at least one year of experience equal or equivalent to the GS-09, it must include: Experience assisting with research on regulations, case law, and agency policies to draft preliminary responses or documentation for performance, conduct, discipline, grievances, or appeals, AND Experience assisting supervisors and employees with processing routine performance, leave, and telework actions in accordance with established statutory and regulatory guidelines.

To qualify for the GS-11 on Education alone, you must have: 3 years of progressively higher level graduate education leading to a Ph.D. degree or Ph.D. or equivalent doctoral degree. You can also qualify based on a combination of higher level graduate education and experience. This must be fully supported by your resume and transcripts, provided with your application. To qualify on for the GS-12, you must have at least one year of experience equal or equivalent to the GS-11, it must include: Experience managing daily administration for agency Human Resources programs such as Performance Management, Telework, Leave, or Drug Testing Program, AND Experience researching, providing technical guidance, and drafting official documentation for employee performance actions, misconduct, disciplinary actions, adverse action, grievance, and appeals, AND Experience advising managers and supervisors on employee and labor relations requirements, management rights, and obligations under statutes, collective bargaining agreements, and agency practices.

You cannot qualify on education at this level, you must have experience. To qualify on for the GS-13, you must have at least one year of experience equal or equivalent to the GS-12, it must include: Experience establishing program priorities, evaluating agency-wide ER/LR operations, and ensuring full compliance with statutory, regulatory, and collective bargaining obligations, AND Experience conducting factual research, third-party investigations, and analysis to recommend formal decisions on contested performance actions, disciplinary/adverse actions, grievances, and administrative appeals, AND Experience serving as an advisor to senior leadership on within-grade increase denials, unsatisfactory performance ratings, third-party hearings, and labor negotiations.