Human Resources Specialist (Labor and Employee Relations)

This position is in Region 7, Mission Support Division, Human Capital Management Branch. About this organization: Region 7 This is an office-centered position--you must physically report to the duty station stated in this announcement on a regular basis.

Major duties

At the full performance level of this position, you will: Provide expert advice and consultation to regional managers and supervisors to ensure the legal application of employee relations laws, regulations, and policies. Provide consultative services to managers on the interpretation and application of labor relations laws, regulations, and policies. Manage the region's performance management program for alignment with governing laws, regulations, and policies. Manage human resources programs and projects to implement and execute regional and agency human resources programs and priorities. If you are hired at a grade level lower than the full performance level (i.e., highest promotion potential level), your duties will be less complex and you will have more supervisory oversight. You may be promoted to more complex duties and work more independently, as your career progresses. NOTE: Career ladder promotions are not automatic, and all eligibility and qualifications requirements must be met in order to progress to the next grade level. One or more positions may be filled (in the organization advertised and/or in other organizations), if appropriate to the position.

Qualifications

NOTE: You must meet qualification requirements by the closing date of this announcement. To qualify for the GS-12 level, you must have 1 year of full-time* specialized experience equivalent to at least the GS-11 level defined as interpreting human resources laws, regulations, or policies; providing consultative advice, guidance, or recommendations to management on addressing employee relations issues to include conduct, discipline, or performance management; preparing employee relations documentation (e.g. memos, policies, briefing reports, counseling letters, disciplinary actions, settlement agreements, or adverse actions) in support of employee relations cases for management review and approval. To qualify for the GS-13 level, you must have 1 year of full-time* specialized experience equivalent to at least the GS-12 level defined as interpreting human resources laws, regulations, and policies; providing consultative advice, guidance, and recommendations to management on employee relations issues to include conduct, discipline, and performance management; independently preparing employee relations documentation (e.g. memos, policies, briefing reports, counseling letters, disciplinary actions, settlement agreements, or adverse actions) in support of employee relations cases. You will need the following competencies in order to perform the duties of this position successfully: Written Communication* Employee and Labor Relations* Consultation* *You will be evaluated on these critical competencies. 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. *If you have part-time work experience, read this: Part-Time Experience.

Requirements

#LI-Onsite You must be a U.S. citizen. You must meet time-in-grade requirements no later than 30 calendar days after the closing date of this announcement. If you are selected, you may be required to complete a one-year probationary period if appointed as Competitive Service or a two-year trial period if appointed as Excepted Service. This position is designated as Moderate Risk and requires a background investigation. Unless an appropriate background investigation is already on record with the Office of Personnel Management, you must undergo a background investigation. All conditions of the pre-employment security process must be met before an official letter of employment can be issued with a report for duty date. REAL ID requirements became effective on 05/07/25. If you are selected for this position and plan to use your driver's license or identification card during the onboarding process (i.e., for employment eligibility verification or to obtain your EPA identification card), the document must be a REAL ID-compliant state-issued driver's license or identification card that includes the REAL ID-compliant star marking, or must be an Enhanced Driver's License (EDL). You will receive information about alternative acceptable documents (e.g., passport) prior to onboarding. For more information about REAL ID, see Dept. of Homeland Security and REAL ID FAQs.