Clarification from the agency

First Area of Consideration: Current, Permanent VISN 10 Employees. Second Area of Consideration: Current, Permanent Department of Veterans Affairs Employees

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Lead Duties 25%

• Performs a full range of lead duties relating to ER/LR Shared Service staff.
• Ensures adequate training of subordinates.
• Evaluates unit productivity, quality, regulatory compliance, and technical competence.
• Leads the team in identifying, distributing and balancing workload and tasks among employees.
• Monitors and reports on the status and progress of work, reviews completed work to ensure the supervisor's. instructions on work priorities, methods, deadlines and quality have been met.
• Reports to team on progress in meetings.
• Prepares reports and maintains records of work accomplishments and coordinates preparation and communication of information to the supervisor.
• Resolves simple, informal complaints of employees and refers others, such as formal grievances to the supervisor.
• Approves emergency leave for up to three days; eight hours or less for medical appointments; and/or other types of leave as delegated by supervisor.
• Assist in rendering decisions on complex determinations unresolved by subordinates through review of completed work and assessment of results obtained.

Employee and Labor Relations 75%

• Plans work and carries out activities to manage employee/labor relations for integrated healthcare network.
• Responsible foe Employee Relations/Labor Relations, Reasonable Accommodation, Performance Management, and Drug-free Workplace for the Network.
• Provides guidance in especially unresolved, complex cases, referring to the supervisor only those problems which exceed the scope of the organizations serviced.
• Interprets and clarifies policies for managers and employees.
• Ensures HR Program specialty training courses for managers and supervisors are delivered.
• Develops new operating procedures as necessary to deal with emerging human resource management issues within the serviced area.
• Knowledge of employee labor relations issues regarding employees in a wide variety of occupations ( Title 5 General Schedule, Wage Grade, Title 38 and administrative and clinical).
• Research and interpret legal and regulatory program guidance, including case law, collective bargaining agreements, United States Code, Code of Federal Regulations, VA Handbooks and Directives.
• Serves as a subject matter expert regarding policies and procedures pertaining to Disciplinary Appeals Boards, Office of Whistleblower and Accountability Protection, Office of Inspector General, Federal Labor Relations Authority, Merit Systems Protection Board, and Equal Employment Opportunity Commission, among others.
• Represent management at arbitrations and in situations involving proceedings before other third parties, as appropriate.
• The incumbent must have the statute, foresight, maturity, and ability to negotiate and reach amicable solutions to complex and controversial problems.
• Performs other related duties as assigned.

Work Schedule: Monday- Friday, 8:00am- 4:30pm
Compressed/Flexible: NotAvailable
Telework: Not Available
Virtual: Available
Position Description/PD#: Lead Human Resources Specialist (ER/LR)/PD99969A
Relocation/Recruitment Incentives: May be available for highly qualified candidates
Permanent Change of Station (PCS): Not Authorized
PCS Appraised Value Offer (AVO): Not Authorized
Financial Disclosure Report: Not required

Conditions of employment

• You must be a U.S. Citizen to apply for this job
• Selective Service Registration is required for males born after 12/31/1959
• You may be required to serve a probationary period
• Subject to background/security investigation
• Selected applicants will be required to complete an online onboarding process

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 05/05/2023.

Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-13 position you must have served 52 weeks at the GS-12. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment.



The BASIC REQUIREMENT for the HR Specialist GS-0201 series is presumed met if found qualified at the GS-0201-7 level and above.


To qualify for this position at the GS-13 level, you must meet one of the following listed Criteria:
Criteria 1- Graduate Degree and Specialized Experience: Successful completion of a graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes,

• Applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves most conflicts that arise.
• Knowledge and skill in applying laws, Executive orders, regulations, policies, collective bargaining agreements, concepts, and various HR policies.
• Provide comprehensive employee and labor relations services onsite.
• Coordinate and advise supervisors and managers on technical issues involving disciplinary, adverse and all other corrective actions.

~OR~

Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-12 grade level in federal service that demonstrates HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes: experience that equipped the applicant with the particular knowledge, skills, and abilities to perform successfully the duties of the position, and that is typically in or related to the work of the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: Provides technical guidance, advice, and counseling to management officials and supervisors to address work-related conduct and performance. Delivers trainings on a variety of employee relations topics. Prepares a variety of correspondence on behalf of the agency to address complex employee relations matter including, disciplinary, and adverse actions, settlement agreements, and congressional correspondence. Conducts and advises on ER matters, all proposed adverse actions, coordination and oversight, including Office of Whistleblower and Accountability (OAWP), Disciplinary Appeals Boards (DAB) , Office of Inspector General , fact findings, grievance examiner, state licensure reviews, suitability, Drug Free Workplace, Workplace Violence, Prevention Program, and third-party hearing representation. Develops management strategies to respond to labor issues. Plans and implements actions to satisfy obligations to bargain in good faith, performs thorough analysis of policies and practices, and ensures that policies and practices promote partnering to prevent unfair labor practices. Interprets and clarifies policies for managers and employees. Knowledge of employee labor relations issues regarding employees in a wide variety of occupations ( Title 5 General Schedule, Wage Grade, Title 38 and administrative and clinical) Research and interpret legal and regulatory program guidance, including case law, collective bargaining agreements, United States Code, Code of Federal Regulations, VA Handbooks and Directives.


You will be rated on the following Competencies for this position:

• HR Management
• Attention to Detail
• Oral Communication
• Personnel & HR Management
• Customer Service

How you will be evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

You will be rated on the following Competencies for this position:


Your experience must be fully documented on your resume and must include job title, duties, month and year start/end dates AND hours worked per week. A full year of work is considered to be 35-40 hours of work per week. Part-time experience will be credited on the basis of time actually spent in appropriate activities. Applicants wishing to receive credit for such experience must indicate clearly the nature of their duties and responsibilities in each position and the number of hours a week spent in such employment. IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE.

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; religions; 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.

The Department of Veterans Affairs performs pre-employment reference checks as an assessment method used in the hiring process to verify information provided by a candidate (e.g., on resume or during interview or hiring process); gain additional knowledge regarding a candidate's abilities; and assist a hiring manager with making a final selection for a position.