Employee Relations Specialist

Job TitleThe incumbent is responsible for establishing and maintaining an effective Labor Management Relations (LMR) program for the agency. Provides expert advice and assistance in the most complex areas of negotiating and administering labor agreements to include bargaining unit determinations, consolidation of bargaining-units, mediation, arbitration, questions of negotiability, and unfair labor practices. Under the direction of the Assistant Director of HR (Deputy Chief Human Capital Officer), drafts agency policy and guidance that are designed to provide optimum emphasis, leadership, and staff guidance that ensures continuous improvement in personnel management throughout the agency.Duties include, but are not limited to:Plans and develops programs for labor relations negotiation. Provides comprehensive and direct advice and guidance to agency personnel in person and/or by telephone or written correspondence on all facets of the labor relations program. Provides continuing advice on all aspects of labor relations.Provides research, analysis and application of law, regulations, standard procedures, case law and guidance from EXIM, OPM, MSPB, Department of Labor, courts, and other competent authorities to determine applicable requirements and best methods or techniques to be practiced in labor employee relations functions.On matters of dealing with the exclusive representative of the various bargaining unit, directly represents the Agency in negotiating substantive personnel policy and other matters affecting working conditionsUnder tight time constraints, the incumbent prepares responses to sensitive correspondence including, Congressional and union inquiries by obtaining information from the various sources. Evaluates, conducts, or participates in staff studies on programs to determine trends, problems, and corrective action.Counsels, advises, and assists on actions concerning employee/management communications, grievances and appeals, disciplinary actions, and performance-based actions for both management and employees.Works with managers, supervisors, and employees in resolving highly controversial and politically sensitive problems.Advisory services, technical support, and policy guidance responsibilities include, but are not limited to suitability determinations, disciplinary and adverse actions, performance management, performance-based actions, grievances (administrative), appeals, special inquiries, and leave administration.Decides and/or develops consensus as to what actions will be taken in response to union demands for specific contract provisions, and for developing provisions to be proposed to the union for the purpose of resolving problems that have been experienced or to achieve more effective operations.Maintains a sensitivity to the roles, authorities, prerogatives, and responsibilities to all parties, both union and management, and strives to maintain a rapport where often divisive influences are involved.