HUMAN RESOURCES SPECIALIST (EMPL REL/LABOR REL)

United States Department Of Defense; Fort Gregg-Adams (VA); Hybrid; USD 70,000 - 100,000; Full time

Benefits offered by this job

Telework eligible

Job summary

United States Department of Defense's Defense Commissary Agency (DeCA) seeks a Human Resources Specialist (Employee Relations & Labor Relations) to support ER/LR case development, conduct fact-finding, and draft disciplinary or grievance documentation under supervision. You will advise on routine ER/LR issues, research federal laws and agency policies, and participate in labor-management activities.

Telework is available at supervisor discretion; this is a full-time, on-site position in Fort

Qualifications

• Knowledge of federal HR laws, regulations and FLRA/MSPB decisions.
• Experience supporting disciplinary or grievance processes.

Responsibilities

• Assist senior specialists by gathering facts and organizing case files.
• Draft disciplinary or grievance documentation for review.
• Support labor-relations activities and respond to union inquiries.

Skills

Fact gathering

Case file organization

HR laws research

Counseling memos drafting

Labor-relations support

Education

Master's degree or higher

Ph.D. or equivalent doctoral degree

Job description

Serves as a Human Resources Specialist (Employee Relations & Labor Relations) in the Defense Commissary Agency (DeCA) Employee Relations Division.

Read the entire announcement before starting the application process.

To Qualify for a Human Resources Specialist (Employee Relations & Labor Relations), your resume and supporting documentation must support:

A. Creditable specialized experience includes:

GS-09

• Assisting senior specialists by gathering facts, organizing case files and compiling background information for routine conduct, performance, and attendance matters.
• Researching federal HR laws, regulations, FLRA/MSPB decisions, and Agency policies to support ER/LR case development, preparing summaries for review.
• Drafting initial counseling memos, routine correspondence, and documentation to support disciplinary or grievance processes under close supervision.
• Supporting labor-relations activities by tracking union inquiries, preparing draft responses, and identifying potential bargaining considerations with guidance.

GS-11

• Provide advisory support on routine conduct, performance, attendance, grievance, and basic labor-relations issues under guidance.
• Research federal HR laws, regulations, FLRA/MSPB decisions, and Agency policies to support ER/LR actions and recommendations.
• Draft disciplinary and grievance documentation, case summaries, and labor-relations correspondence for review by senior specialists.
• Assist with labor-management activities by identifying bargaining obligations, supporting I&I discussions, and responding to routine union inquiries.

GS-12

• Provide expert guidance on complex ER/LR matters, including adverse actions, performance-based actions, grievances, and bargaining obligations.
• Conduct fact-finding and analysis, including interviews and credibility assessments, to recommend legally defensible ER/LR strategies.
• Represent management in MSPB appeals, arbitration, ULP investigations, and other third-party proceedings, preparing complete case files.
• Develop Agency-wide ER/LR policies, performance tools, and bargaining strategies aligned with OPM regulations, FLRA precedent, and federal requirements.

B. Education Substitution: Such education must demonstrate the knowledge, skills, and abilities necessary to do the work. Education must be from a college or university accredited by an organization approved by the U.S. Department of Education. See http://ope.ed.gov/accreditation/Search.aspx. If using education to meet basic qualifications, YOU MUST SUBMIT A TRANSCRIPT as supplemental documentation. To qualify based on education in lieu of specialized experience, you must possess: GS-9: Master's or equivalent graduate degree or 2 full years of progressively higher-level graduate education leading to such a degree. GS-11: Successfully completed a Ph.D. or equivalent doctoral degree or 3 full years of progressively higher level graduate education leading to such a degree. GS-12: There is no education substitution at this level.

C. Combination: Combinations of successfully completed post-high school education and experience may be used to meet total qualification requirements for grade levels GS-09 and GS-11 and may be computed by first determining the applicant's total qualifying experience as a percentage of the experience required for the grade level; then determining the applicant's education as a percentage of the education required for the grade level; and then adding the two percentages. The total percentages must equal at least 100 percent to qualify an applicant for that grade level. Only graduate education in excess of the amount required for the next lower grade level may be used to qualify applicants for positions at grade GS-11.

Time-in-grade applies to the promotion of current and former federal employees who hold or have held a permanent GS position in either the competitive or excepted service in the previous 52 weeks.

Your application package must contain proof you meet this requirement. See Required Documents for more information.

• For GS-09: You must have 52 weeks of Federal service at or equivalent to GS-07..
• For GS-11: You must have 52 weeks of Federal service at or equivalent to GS-09.
• For GS-12: You must have 52 weeks of Federal Service at or equivalent to GS-11

Time after competitive appointment. Current federal civilian employees must have completed at least 90 days of federal civilian service since being selected for a non-temporary appointment from a competitive examination register of eligibles (an announcement opened to the public) or under a direct hire authority.

As part of the online application process, you will respond to a series of questions designed to evaluate your level of experience in these competencies:

• Employee Relations
• Labor Relations

Overtime: Occasional

Fair Labor Standards Act (FLSA): GS-12 Exempt & GS-11 Nonexempt

Bargaining Unit Status: Not Covered

Those retired under CSRS or FERS considered: No. DoD criteria not met.

Telework eligible: Yes, Telework is at discretion of supervisor/Agency

Remote work eligible: No

PCS: No

HR does not select or change your eligibility/eligibilities for you, regardless of the supporting documents you submit. You are considered ONLY for the eligibility or eligibilities you select and for which you provide all required supporting documents.

You will not be considered if you do not select an eligibility.

If you have questions about which eligibility/eligibilities apply to you, contact the HR POC listed on this announcement.