HR SPEC (LABOR RELATIONS)

HR SPEC (LABOR RELATIONS)

Department: Department of the Air Force

Location(s): Fort Richardson, Alaska

Salary Range: $100204 - $130271 Per Year

Job Summary: Opened Area(s) of Consideration: 1 DEFINITION OF AREA(S) OF CONSIDERATION: Area 1 - All current on-board AKNG T5 Competitive or Excepted Service Employees. PDCN: T5021P01 Selecting Supervisor: Kevin Park

Major Duties:

• Provides program management and guidance for the Performance Management Program. Provides advice and assistance to supervisors and managers on preparation of performance standards and appraisals. Reviews performance standards and appraisals for regulatory compliance. Monitors the timely submission of performance standards and appraisals and provides reports. Coordinates between management, and HR Development Specialist in the development of performance improvement plans. Manages the use of the performance management program, Defense Performance Appraisal Program (DPMAP). Troubleshoots and coordinates with the Human Resources Specialist (Information Systems) to submit DPMAP help desk tickets to remove or modify Performance Standards or Appraisals that are no longer valid. Develops instructions pertaining to National Guard employee personnel administration matters and makes recommendations to the HRO and all levels of command. Provides services to a complex and geographically separated organization Advises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Explains rules and procedures to employees and management to help them understand rights and obligations while maintaining and encouraging objectivity in situations that may be charged with emotion and involve assumptions. Resolves disputed and interpreted facts, events, and/or identifying aggravating or mitigating factors relevant to the case. Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance while focusing managers and supervisors on all the processes of performance management including planning, monitoring, developing, and rewarding performance as well as the rating process. Develops or assists in developing written policy and guidelines for use by local management in delineating their roles and responsibilities in such matters as developing individual employee appraisal plans, completing appraisal forms, reappraising employees as appropriate, and providing counseling and training as necessary. Advises managers about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems; explain rules and procedures to employees and help them understand their rights and obligations; maintains and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolves disputed facts, including those which require credibility determinations; interprets facts and events, and/or identify aggravating or mitigating factors relevant to the case; and conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance. Provides labor-relations services to a complex organization. Conducts studies relative to the development of management interests and responds to union interests at the bargaining table, which typically have a significant impact on production, involve large numbers of employees, involve several interrelated issues, and are potentially of considerable cost to the state organization if unresolved. Represents management in unfair labor practice and representation hearings before the Federal Labor Relations Authority, and in impasse proceedings before the Federal Services Impasses Panel. Advises negotiating committee members on the proper interpretation and applicability of arbitration decisions and precedent decisions related to local situations. Communicates state-wide labor relations policies and procedures to the management and staff of the organizational units serviced and relates existing precedents to the specific issue in justifying management's views. Serves as the spokesperson of a management negotiating committee involved in contract, midterm, and appropriate arrangement negotiations. Serves as a principal point of contact on labor-management matters of overall concern to established bargaining units at the local level (e.g., grievances, unfair labor practice charges, information sharing, contract interpretation, labor relations training, the preparation and conduct of contract bargaining, etc.). Provides technically accurate interpretations of negotiated agreement provisions and reconciles conflicting technical viewpoints. May have limited leader responsibilities. Distributes and balances workload among employees. Gives on-the-job training to lower-graded employees in the LR/ER section. May approve emergency leave for assigned employees in extenuating circumstances. Provides input into annual performance appraisals. Recommends training needs for employees. Provides input to the supervisor concerning selections, promotions, reassignments, recognition of outstanding performance. Provides other duties as assigned.

Qualifications: SPECIALIZED EXPERIENCE is experience which is directly related to the position to be filled and which has equipped you with the particular knowledge, skills and abilities to successfully perform the duties of this position. GS-12 - Must have at least 1 year specialized experience equivalent to at least the next lower grade level, GS-11. Examples of specialized experience include: Provides program management and guidance for the Performance Management Program. Provides advice and assistance to supervisors and managers on preparation of performance standards and appraisals. Advises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Explains rules and procedures to employees and management to help them understand rights and obligations while maintaining and encouraging objectivity in situations that may be charged with emotion and involve assumptions. Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance. Provides labor-relations services to a complex organization. Conducts studies relative to the development of management interests and responds to union interests at the bargaining table. Represents management in unfair labor practice and representation hearings. EXPERIENCE REQUIREMENTS: Resume must have complete dates and hours worked per week for each occurrence of both civilian and military employment (Example: 2 JAN 1980 to 3 MAR 1981; 0800-1630 M-F or JAN 1980 to MAR 1981; 40 hrs/wk) Use of year only will result in disqualification. The duties listed must fully substantiate -in your own words- that you meet the minimum requirements and specialized experience listed above, in detail; otherwise, you will not be considered qualified for this position. Length of time is not of itself qualifying. Your experience will be evaluated on the basis of duties performed. Your record of experience, training, and education must show possession of the following knowledge, skills and abilities needed to fully perform the duties of the position: - Knowledge of a wide range of human resource management concepts, practices, laws, regulations, policies and precedents sufficient to provide comprehensive human resources management advisory/consultant services on substantive organizational functions and work practices in the functional areas of Performance Management and Employee/Labor Relations, sufficient to advise management on a wide variety of technical issues; solve a wide range of complex, interrelated HR problems and issues to include: providing comprehensive HR services to management and employees throughout a complex multi-mission organization; working on special projects such as serving on a strategic planning team; providing management with insight in establishing organizational structures that are efficient, cost effective, support appropriate grade levels, and facilitate career development; providing management advisory services in counseling, recognizing top performers, performance evaluation systems, and taking appropriate actions on performance issues; advising management on developing and maintaining the proper balance between organizational strategic plans and goals and human resource development programs. - Knowledge of labor-employee relation principles, concepts, practices, laws, and regulations on all topic areas to provide authoritative interpretation and guidance in a state national guard - Expert knowledge and skill in consensus building, negotiating, coalition building, and conflict resolution techniques sufficient to interact appropriately in highly charged emotional situations. - Knowledge of and skill in applying performance management, performance appraisal, and awards program principles, practices, and techniques, sufficient to: present performance management as a beneficial tool to help managers and supervisors manage and improve individual and organizational performance. - Knowledge of written and oral communication techniques sufficient to develop and deliver briefings, prepare correspondence, foster understanding and acceptance of findings, present arguments and advisory opinions, and coordinate activities among diverse individuals and institutions. - Knowledge of overtime/compensatory rules, and/or regulations to notify and/or advise employees of entitlements, process exceptions, etc. - Knowledge of and skill in applying non-traditional collaborative approaches to Employee/Labor Relations, Employee/Labor/Management partnership, alternative dispute resolution, interest-based bargaining, and facilitation to serve as the command labor advisor in a State National Guard. - Knowledge of and skill in analyzing and solving particularly complex and sensitive problems and issues, such as those involving apparently conflicting laws or other requirements and those involving vague and untested areas of case law, where policy decisions and case strategy guidance have impact throughout the customer command. - Skill in resolving unfair labor-employee practice charges and complaints, arbitration of grievances, resolution of negotiability issues, and conformance of labor agreements with applicable laws. - Skill in conducting research and analyzing trends to assess the Performance Management and Employee/Labor Relations programs and to create policy guidance for customer commands. - Skill and ability in written and oral communication techniques to conduct briefings, negotiate labor relations matters with bargaining units, develop reports and correspondence to customer command leadership, senior level civilians, and Flag Officers.

How to Apply: To apply for this position, you must complete the online application/Occupational Questionnaire and submit the documentation specified in the Required Documents section below. To view the Occupational Questionnaire, click the following link: https://apply.usastaffing.gov/ViewQuestionnaire/12847508 A complete application package must be submitted by 11:59 PM (EST) on the closing date of the announcement to receive consideration. To begin, click Apply to access the online application. You will need to be logged into your USAJOBS account to apply. If you do not have a USAJOBS account, you will need to create one before beginning the application. Follow the prompts to select your resume and/or other supporting documents to be included with your application package. You will have the opportunity to upload additional documents to include in your application before it is submitted. Your uploaded documents may take several hours to clear the virus scan process. After acknowledging you have reviewed your application package, complete the Include Personal Information section as you deem appropriate and click to continue with the application process. You will be taken to the online application which you must complete in order to apply for the position. Complete the online application, verify the required documentation is included with your application package, and submit the application. To verify the status of your application, log into your USAJOBS account (https://my.usajobs.gov/Account/Login), all of your applications will appear on the Welcome screen. The Application Status will appear along with the date your application was last updated. For information on what each Application Status means, visit: https://www.usajobs.gov/Help/how-to/application/status/.

Application Deadline: 2025-12-16