Human Resources Specialist (Employee Relations)

You must meet the Basic Requirements listed in the Education Requirements section and the Specialized Experience to qualify for Human Resources Specialist (Employee Relations), as described below. For the GS-14 : Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level GS-13 in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Qualifying specialized experience for Human Resources Specialist (Employee Relations): Experience handling the full range of employee relations matters to include advising management regarding complex disciplinary and adverse actions and grievances; reviewing and drafting proposals and decisions of disciplinary and performance-based actions; and developing and delivering employee Relations training; experience with a full life-cycle performance management program. No Relocation Incentives will be offered. No Permanent Change of Station Incentives will be offered. This position is outside the Bargaining Unit. This position will not be filled until the Department's Placement Assistance Programs have been fully utilized. Major Duties: - The Major Duties Include: Serve as the leading expert in employee relations and performance management, encompassing areas such as conduct, performance and discipline, work schedules, hours-of-work, adverse actions, grievances, and appeals. Oversee the Office of Inspector General (OIG) program related to employee performance appraisal. Create and deliver training sessions for supervisors and OIG employees on related issues in employee relations and performance management to enhance understanding and compliance. Inform employees who may face adverse actions due to unacceptable performance or conduct regarding their rights and options to utilize grievance, complaint, or appeal procedures. Provide prompt advice, guidance, and clarification on employee relations inquiries, utilizing an in-depth understanding of relevant policies, employment law, and applicable regulations. Adapt approaches to meet the unique needs of the employee relations environment by leveraging familiarity with federal and agency-specific policies, procedures, and precedent cases. Develop comprehensive communication strategies and counseling measures to foster effective relationships between management and the workforce, including both collective and individual communications. Monitor and evaluate the effectiveness of OIG's Performance Management and employee relations programs by developing and implementing actions, projects, and evaluation criteria. Ensure secure documentation of cases, including intake notes, investigative records, supporting documents, and final reports. Formulate and revise OIG policies and procedures that establish standards of conduct for employees and equitable disciplinary protocols for employment-related infractions. Provide guidance on potential charges and penalties for misconduct offenses. Maintain liaison with other federal agencies, including the Office of Personnel Management (OPM), to stay informed about techniques, procedures, and policies that effectively enhance employee relations programs. Evaluate available alternatives based on knowledge of existing legal and regulatory requirements alongside the specific needs of OIG. Performs other duties as assigned.