Director Labor Litigation, in the Office of Labor and Employee Relations (AHL). This position reports to The Deputy Executive Director of Labor and Employee relations.Learn more about this agency
This position serves as a member of the Human Resource Management Team and directs the activities of the Labor Litigation Division, (AHL-200). Technical skills Management are Team essential, and directs the ability to drive and sustain meaningful change while inspiring the confidence of others will determine ultimate success. The incumbent is also responsible for assessing agency trends, building alliances with stakeholders and maintaining productivity and morale as the human resource management goals as specified by the FAA Strategic Plan and the Office of Human Resource Management Strategic Business Plan and Agency Policy Officials.
The major responsibilities of the labor Litigation division include, but are not limited to: Representing the agency in third party proceedings and representation petitions before other the Federal labor Relations Authority. Federal Service Impasses Panel, arbitrators, and other third party litigation venues as needed for labor, and employee relations issues. Thoroughly researches precedent cases and decisions, prepares and submits post hearing briefs when required.
The Incumbent counsel's customers regarding grievance and Unfair Labor Practice responses: recommends approaches and effective strategies based on the Federal Service Labor Management Relations Statute, case law and interpretation of collective bargaining agreement provisions. Assists customers in framing responses and reviews prior to issuance.
The incumbent consults with senior management on a variety of contract administration and compliance issues. Advises senior management on courses of action to pursue in addressing identified deficiencies, and facilitates actions necessary to remedy. Coordinates with appropriate parties to ensure all actions are legally, and procedurally correct.
The manager performs the following duties; planning; communicating the organization's vision and objectives; setting priorities; assigning tasks and responsibilities; monitoring and evaluating performance; coaching and developing employee capabilities; approving leave; and taking recommending or approving corrective/disciplinary actions as appropriate. He/she and resolves appeals, extremely dispute complex conduct, and performance problems, handling grievances, and appeals, dispute resolution, and representing the agency in third party proceedings, and managing a comprehensive employee relations program. The incumbent develop, and recommend new policies, and procedures for resolution.
Work is typically govern by established policies, procedures, and objectives that frequently leave room for discretion, individual, and organizational performance is typically reviewed periodically by higher level management usually through status reports, and organizational performance measures.
Occasional travel - The job may require travel from time- to-time, but not on a regular basis. The travel may be for training or other work-related duties.
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This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/553350600. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.