Supervisory Human Resources Specialist (Chief, Employee and Labor Relations)
As the Supervisory Human Resources Specialist you will:
Plan and carry out short- and long-range projects and studies to identify and resolve problems pertaining to various HR program areas Have specific program responsibility for implementation of an effective program in the following program areas:
employee relations, labor relations, performance management, work life, reasonable accommodations, worker's compensation, training and development and/or other special programs. Continually monitor and review assigned VISN-wide HR management program areas to increase effectiveness of the program. Develop guidance, procedures and standards for new and/or changing program areas to maximize personnel management support. Assure that all policy, regulatory and program issuances are properly integrated with other staff actions and are thereby fully supportive of the mission requirements, equal employment opportunity objectives and the Federal merit system. Analyzes and evaluates program execution in VISN activities; recognizes problem areas; and originates solutions to complex and unusual issues. Research HR laws, policies, regulations and reference materials; analyzes information; selects appropriate approach; and recommends corrective action. Provide expert advice on policy, directives and guidelines on a full range of matters pertinent to assigned functions. Identify and integrate internal and external HR program issues affecting the immediate organization, such as those involving advising on employee and labor relations considerations. Integrate the work of the SSU, Employee and Labor Relation Sections where each may contribute a portion of the analyses, facts, information, proposed actions or recommendations. Be responsible for ensuring compatibility and consistency of interpretation, judgment, logic and application of HR policies; recommends HR resources to devote to particular projects. Provide leadership in developing, implementing, evaluating and improving HR processes and procedures to monitor the effectiveness, efficiency and productivity of the SSU. Review and approve the substance of reports, decisions, case documents or other action documents to ensure they accurately reflect HR policies, the position of the organization and the views of the Agency. Coordinate and review decisions on complex determinations unresolved by subordinate supervisory staff on a continuous basis through review of completed work and production goals achieved. Exercise significant responsibilities in advising internal and external management officials at all levels. Manages high levels of work production and ensures a high degree of database accuracy on all types of HR actions. Provide guidance and oversight to subordinate staff regarding customer inquiries. Collaborate and review, for accuracy and compliance, narrative and statistical data submitted by staff. Collaborates and reviews the determinations of HR principles, practices and methods applied in all phases of assignments, including approaches to take, degree of intensity and depth of research. Frequently interprets regulations, applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves conflicts that arise from the staff or the customer. Anticipate problems that management may encounter and accomplishes preventive HR management projects to best serve management's goals. Analyzes HR programs to determine needs of the VISN. Obtain necessary information through site visits, reports, review of known or suspected problem areas, and other appropriate sources. Translates findings into specific corrective actions including new or revised program requirements or guidance, training or other appropriate measures; provides feedback and follow-up to assure completion of required action. Prepare and present reports and briefings on program status and/or recommend action to senior HR management. Plan and draft HR management policies and guides to meet the needs and goals of the VISN and for use by HR SSUs. Keep subordinate supervisors and others informed of status and constantly changing policies/procedures affecting program areas. Work Schedule:
8:
00am to 4:
30pm Monday thru Friday Telework:
Available ADHOC for Emergency Preparedness; National/Regional Emergency; Situational Basis (Temporary); and OWCP Related. Virtual:
This is not a virtual position. Position Description/PD#:
Supervisory Human Resources Specialist (Chief, Employee and Labor Relations)/PD99979A Relocation Incentive:
Authorized and may be offered for a highly qualified candidate. Permanent Change of Station (PCS):
Relocation expenses are authorized for this position. Financial Disclosure Report:
Not required To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 11/16/2020. 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-14 position you must have served 52 weeks at the GS-13. 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. Selective Placement Factor:
Selective Placement Factors are a prerequisite to appointment and represent minimum requirements for a position. Applicants who do not meet it are ineligible for further consideration. A successful incumbent will be will have previously served as a Supervisor of one the following areas:
Employee Relations, Labor Relations, suitability adjudication, performance management, and/or Reasonable accommodation. You may qualify based on your experience as described below:
Specialized
Experience:
You must have one year of specialized experience equivalent to at least the next lower grade GS-13 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to:
program responsibility for effective program in the following program areas:
employee relations, labor relations, performance management, work life, reasonable accommodations, worker's compensation, training and development and/or other special programs. Monitors and reviews assigned VISN-wide HR management program areas to increase effectiveness of the program. Develops guidance, procedures and standards for new and/or changing program areas to maximize personnel management support. Knowledge with policy, regulatory and program issuances are properly integrated with other staff actions and are thereby fully supportive of the mission requirements, equal employment opportunity objectives and the Federal merit system. Researches HR laws, policies, regulations and reference materials; Provides expert advice on policy, directives and guidelines on a full range of matters pertinent to assigned functions. 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. Note:
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. Physical Requirements:
The work is primarily sedentary. There will be some walking within the campus area. There will be frequent transportation to and from stations and occasional travel outside the duty station is also anticipated. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https:
//www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.
Estimated Salary: $20 to $28 per hour based on qualifications.
Plan and carry out short- and long-range projects and studies to identify and resolve problems pertaining to various HR program areas Have specific program responsibility for implementation of an effective program in the following program areas:
employee relations, labor relations, performance management, work life, reasonable accommodations, worker's compensation, training and development and/or other special programs. Continually monitor and review assigned VISN-wide HR management program areas to increase effectiveness of the program. Develop guidance, procedures and standards for new and/or changing program areas to maximize personnel management support. Assure that all policy, regulatory and program issuances are properly integrated with other staff actions and are thereby fully supportive of the mission requirements, equal employment opportunity objectives and the Federal merit system. Analyzes and evaluates program execution in VISN activities; recognizes problem areas; and originates solutions to complex and unusual issues. Research HR laws, policies, regulations and reference materials; analyzes information; selects appropriate approach; and recommends corrective action. Provide expert advice on policy, directives and guidelines on a full range of matters pertinent to assigned functions. Identify and integrate internal and external HR program issues affecting the immediate organization, such as those involving advising on employee and labor relations considerations. Integrate the work of the SSU, Employee and Labor Relation Sections where each may contribute a portion of the analyses, facts, information, proposed actions or recommendations. Be responsible for ensuring compatibility and consistency of interpretation, judgment, logic and application of HR policies; recommends HR resources to devote to particular projects. Provide leadership in developing, implementing, evaluating and improving HR processes and procedures to monitor the effectiveness, efficiency and productivity of the SSU. Review and approve the substance of reports, decisions, case documents or other action documents to ensure they accurately reflect HR policies, the position of the organization and the views of the Agency. Coordinate and review decisions on complex determinations unresolved by subordinate supervisory staff on a continuous basis through review of completed work and production goals achieved. Exercise significant responsibilities in advising internal and external management officials at all levels. Manages high levels of work production and ensures a high degree of database accuracy on all types of HR actions. Provide guidance and oversight to subordinate staff regarding customer inquiries. Collaborate and review, for accuracy and compliance, narrative and statistical data submitted by staff. Collaborates and reviews the determinations of HR principles, practices and methods applied in all phases of assignments, including approaches to take, degree of intensity and depth of research. Frequently interprets regulations, applies new methods to resolve complex and/or intricate, controversial, or unprecedented issues and problems, and resolves conflicts that arise from the staff or the customer. Anticipate problems that management may encounter and accomplishes preventive HR management projects to best serve management's goals. Analyzes HR programs to determine needs of the VISN. Obtain necessary information through site visits, reports, review of known or suspected problem areas, and other appropriate sources. Translates findings into specific corrective actions including new or revised program requirements or guidance, training or other appropriate measures; provides feedback and follow-up to assure completion of required action. Prepare and present reports and briefings on program status and/or recommend action to senior HR management. Plan and draft HR management policies and guides to meet the needs and goals of the VISN and for use by HR SSUs. Keep subordinate supervisors and others informed of status and constantly changing policies/procedures affecting program areas. Work Schedule:
8:
00am to 4:
30pm Monday thru Friday Telework:
Available ADHOC for Emergency Preparedness; National/Regional Emergency; Situational Basis (Temporary); and OWCP Related. Virtual:
This is not a virtual position. Position Description/PD#:
Supervisory Human Resources Specialist (Chief, Employee and Labor Relations)/PD99979A Relocation Incentive:
Authorized and may be offered for a highly qualified candidate. Permanent Change of Station (PCS):
Relocation expenses are authorized for this position. Financial Disclosure Report:
Not required To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 11/16/2020. 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-14 position you must have served 52 weeks at the GS-13. 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. Selective Placement Factor:
Selective Placement Factors are a prerequisite to appointment and represent minimum requirements for a position. Applicants who do not meet it are ineligible for further consideration. A successful incumbent will be will have previously served as a Supervisor of one the following areas:
Employee Relations, Labor Relations, suitability adjudication, performance management, and/or Reasonable accommodation. You may qualify based on your experience as described below:
Specialized
Experience:
You must have one year of specialized experience equivalent to at least the next lower grade GS-13 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to:
program responsibility for effective program in the following program areas:
employee relations, labor relations, performance management, work life, reasonable accommodations, worker's compensation, training and development and/or other special programs. Monitors and reviews assigned VISN-wide HR management program areas to increase effectiveness of the program. Develops guidance, procedures and standards for new and/or changing program areas to maximize personnel management support. Knowledge with policy, regulatory and program issuances are properly integrated with other staff actions and are thereby fully supportive of the mission requirements, equal employment opportunity objectives and the Federal merit system. Researches HR laws, policies, regulations and reference materials; Provides expert advice on policy, directives and guidelines on a full range of matters pertinent to assigned functions. 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. Note:
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. Physical Requirements:
The work is primarily sedentary. There will be some walking within the campus area. There will be frequent transportation to and from stations and occasional travel outside the duty station is also anticipated. For more information on these qualification standards, please visit the United States Office of Personnel Management's website at https:
//www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/.
- Department:
0201 Human Resources Management - Salary Range:
$107,807 to $140,146 per year
Estimated Salary: $20 to $28 per hour based on qualifications.
|
|
 | |
