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    Duties

    Summary

    This position is located in Department of the Chief Operations Officer (COO), Office of Human Capital. The Human Capital Specialist (ER/LR) serves as an advisor, providing consultative advice and guidance to supervisors, managers, and employees on disciplinary and adverse actions, performance management, work life programs and labor relations

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    Responsibilities

    • Provides advice on the application and provisions of Federal employee and labor relations statutes, regulations, and case law in an operations environment.
    • Serves as expert writer in the preparation of disciplinary, adverse, and performance based actions, including cases that are of a significantly complex and/or unprecedented nature.
    • Assists in the development and implementation of employee or labor relations policy/guidance, initiatives, or strategies.
    • Recommends and implements improvements to employee relations operations or programs.
    • Leads the Performance Management Program and achieves proficiency in performance management appraisal system to provide one on one consultations to supervisors and employees to address performance management issues.
    • Provides interpretation of policy in the areas of leave, attendance, hours of duty, grievances, performance management, workforce effectiveness and other employee relations matters.
    • Provides coaching to supervisors, managers, department heads to address performance management deficiencies and/or areas that are impacting the organization
    • Advises supervisors, managers and employees on resolving workplace disputes using alternative dispute resolution and grievance processes.
    • Designs and delivers formal and informal training and learning resources on employee and labor relations topics for a variety of audiences.
    • Conducts both broad and in-depth research on employee and labor relations issues and incorporates research results to form recommendations for action.
    • Keeps Workforce Relations Director apprised of barriers, issues, challenges, or successes that affect workforce relations programs.
    • Provide advice and guidance to managers related to all phases of the performance management process to include performance-based actions.
    • Advise on disciplinary based actions, the type of offense, past practices of the organization, the potential implications/ramifications of the proposed action, unforeseen issues pertinent to the pending disciplinary case, and alternative options.
    • Translate broadly defined requirements into HR system specifications
    • Provide expertise on system operations, personnel applications and programs.

    Travel Required

    Occasional travel - You may be expected to travel for this position.

    Supervisory status

    No

    Promotion Potential

    3

This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/611853400. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.