Human Resources Specialist (Employee & Labor Relations)

Not Required

Duties

This position is part of a team of three Executive Employee and Labor Relations Specialists reporting directly to the Chief Human Resource Officer. The team provides staff level management advisory service to Network and field facilities on a full range of employee (ER) and labor (LR) relations issues. The selectee can work from their current duty location. Major duties include, but may not be limited to: Analyzes, evaluates, and develops major aspects of agency wide labor relations programs that require isolating and defining unknown conditions, resolving critical problems and developing new concepts and methodologies. Serves as staff subject matter expert (SME) to other consultants handling negotiations that involve the development of new approaches. Reviews issuances from the Office of Personnel Management (OPM), Veteran Affairs (VA) Headquarters (HQ), Veterans Health Administration (VHA), Federal Labor Relations Authority (FLRA), Federal Service Impasses Panel (FSIP), Department of Labor (DOL), etc., and develops implementing instructions for use the by the VISN. Assures sound and consistent application of regulatory guidance and procedures. Recommends and/or writes supportable grievance decisions. Serves as Specialist/Troubleshooter with independent responsibility for providing advice on very difficult problems presented by all levels of managers. Prepares responses to proposed policies, and standards of higher authority regarding ER and/or LR issues. These can include requests from members of Congress, Merit Systems Protection Board (MSPB), FLRA and FSIP and the OPM. Chairs or participates in Administrative Investigative Boards (AIB). Provides advice and assistance to higher echelon staff and/or independently resolves issues on the application of negotiated agreements and FLRA decisions, resolution of grievances and arbitration proceedings. Serves as Chief Negotiator for the VISN and its medical centers. Assists with the development of policy and administration of programs. Provides advice to management on questions raised by unions in complying with terms in contracts, requirements of the Statute, means of settling disputes, etc. Investigates disputes, unfair labor practice charges and formal/informal complains to obtain facts for use in selecting and/or recommending a course of action. Conducts and advises on VISN Office ER/LR matters, all proposed adverse actions, coordination & oversight including but not limited to OAWP, DAB, AIB, fact findings, grievance examiner, labor issues & negotiations, state licensure reviews, suitability, Drug Free Workplace, Workplace Violence Prevention Program, and 3rd party hearing representation, reasonable accommodations, etc. this may also include resolution of administrative grievances, post separation reviews, Congressional, Office of Inspector General (OIG), Office of Special Counsel (OSC), Equal Opportunity Employment (EEO), MSPB or department level complaints. Actively participates in applicable VISN Performance Improvement Committees and VISN Leadership Committees. Serves as the administrator for the VHA Performance Management System in the VISN. Represents VISN senior executive leadership as the authoritative spokesperson in dealing with individuals, groups, unions, and supervisors for the purpose of explaining and securing acceptance of the Network Director's views. Develops future vision of the LP program to include the advancement of non-traditional collaborative approaches to labor relations. Takes appropriate action to correct any inefficient, inadequate, or invalid measurement methods. Ensures that assigned employee and labor relations programs meets requirements outlined in agency self-assessment guidance, analyzes and evaluates programs, identifies problems or deficiencies, and provides workable solutions, develops and delivers training designed to meet identified competency gaps and implements plans to meet established goals and objectives. Participates as a member of VISN and/or facility strategic planning committee. Performs other duties as assigned. Work Schedule: 8:00am - 4:30pm, Monday - Friday Telework: Ad-hoc telework Virtual: This is not a virtual position. Position Description/PD#: Human Resources Specialist (Employee & Labor Relations) / PD99988S Relocation/Recruitment Incentives: Not authorized Critical Skills Incentive (CSI): Not approved Permanent Change of Station (PCS): Not authorized

Requirements

You must be a U.S. Citizen to apply for this job To be considered for this position, you must complete all required steps in the process. In addition to the application and questionnaire, this position requires an online assessment. The online assessment measures critical general competencies required to perform the job. Selective Service Registration is required for males born after 12/31/1959 Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required. Subject to background/security investigation Selected applicants will be required to complete an online onboarding process. Acceptable form(s) of identification will be required to complete pre-employment requirements (https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents). Effective May 7, 2025, driver's licenses or state-issued identification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment. Participation in the seasonal influenza vaccination program is a requirement for all Department of Veterans Affairs Health Care Personnel (HCP) As a condition of employment for accepting this position, you will be required to serve a 1-year probationary period or 2-year trial period during which we will evaluate your fitness and whether your continued employment advances the public interest. In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service. Upon completion of your probationary period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 06/12/2026. 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: Extensive knowledge of the principles, concepts, laws and regulations of Employee Relations, Labor Relations and ADR principles, concepts, practices and techniques and considering their relationship to management objectives, as well as seasoned consultative skills sufficient to: serve as a staff advisor/technical expert advisor. Provide advisory services from an ER/LR perspective in regard to: modernization, mobilization/contingency planning, recruitment and placements, compensation, position classification, human resource development, labor relations, and management and employee relations. Plan and conduct ER/LR program reviews to evaluate program effectiveness and conformance with laws, regulations, policies and accepted practices. Knowledge of the national collective bargaining agreements and national level midterm bargaining agreements affecting operational and personnel issues. Knowledge of conflict resolution techniques. Extensive knowledge of broad labor relations concepts, principles and practices, including non-traditional collaborative approaches to labor relations, labor-management partnership, alternative dispute resolution, interest-based bargaining, and facilitation, provide advisory services on issues pertaining to the potential impact of negotiations and third party decisions concerning management rights as defined in statute. (TRANSCRIPTS REQUIRED). 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: Mastery of the principles, concepts, laws and regulations of Employee Relations, Labor Relations and ADR principles, concepts, practices and techniques and considering their relationship to management objectives, as well as seasoned consultative skills sufficient to: serve as a staff advisor/technical expert advisor. Provide advisory services from an ER/LR perspective in regard to: modernization, mobilization/contingency planning, recruitment and placements, compensation, position classification, human resource development, labor relations, and management and employee relations. Plan and conduct ER/LR program reviews to evaluate program effectiveness and conformance with laws, regulations, policies and accepted practices. Knowledge of the national collective bargaining agreements and national level midterm bargaining agreements affecting operational and personnel issues. Knowledge of conflict resolution techniques. Mastery of broad labor relations concepts, principles and practices, including non-traditional collaborative approaches to labor relations, labor-management partnership, alternative dispute resolution, interest-based bargaining, and facilitation, provide advisory services on issues pertaining to the potential impact of negotiations and third party decisions concerning management rights as defined in statute.

Education

Qualifying education for the GS-0201 series includes courses and programs in HR, HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and/or humanities. A transcript must be submitted with your application if you are basing all or part of your qualifications on education. Reference: For more information on this qualification standard, please visit https://www.va.gov/ohrm/QualificationStandards/.

Other Information

Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer. For more information about the Act and the complaint process, visit Human Resources and Administration/Operations, Security, and Preparedness (HRA/OSP) at The Fair Chance Act. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments. This job opportunity announcement may be used to fill additional vacancies. The Interagency Career Transition Assistance Plan (ICTAP) and Career Transition Assistance Plan (CTAP) provide eligible displaced VA competitive service employees with selection priority over other candidates for competitive service vacancies. To be qualified you must submit appropriate documentation (a copy of the agency notice, your most recent performance rating, and your most recent SF-50 noting current position, grade level, and duty location) and be found well-qualified for this vacancy. To be well-qualified: applicants must possess experience that exceeds the minimum qualifications of the position including all selective factors, and who are proficient in most of the required competencies of the job. Information about ICTAP and CTAP eligibility is on OPM's Career Transition Resources website at http://www.opm.gov/policy-data-oversight/workforce-restructuring/employee-guide-to-career-transition/.