HR Specialist/Senior HR Specialist (ELR)

Summary

This position is for a Human Resources Specialist/Senior Human Resources Specialist (Employee and Labor Relations) in the Office of the Chief Operating Officer (OCOO), Office of Human Resources Management (OHRM). In this role, the incumbent will consult with managers and staff on the full range/scope of issues related to the implementation and administration of the Agency's collective-bargaining agreement, including grievance processes.

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Office of Human Resources Management

The Office of Human Resources Management (OHRM) provides client-centric, data-driven, and solution-focused human capital services that enables FHFA's diverse workforce to achieve the FHFA mission. The OHRM is dedicated to collaborating as a strategic business partner in achieving FHFA's regulatory mission by proactively determining human capital needs to recruit and retain a preeminent workforce that is diverse, motivated, and committed to excellence.

Position Overview

The HR Specialist/Senior HR Specialist provide a wide range of Employee and Labor Relations (ELR) advisory services. They give authoritative guidance and counseling to managers on employee relations issues as well as on the applicability of policies and procedures to highly complex employee relations challenges. They also coordinate the development and implementation of relevant ELR policies as well as participates in bargaining and other labor and employee relations activities.

Major Duties & Responsibilities

The HR Specialist/Senior HR Specialist (ELR) duties listed below are at the EL-14 grade level. Depending on the grade level selected, the incumbent will perform the following duties with varying levels of supervision and difficulty:

• Stay apprised of current case law and provide authoritative advice and guidance to managers on all types/complexities of employee conduct, performance, and discipline issues.
• Assist in the planning, direction, and administration of interrelated and interdependent labor relations program operations at FHFA, such as planning and implementing strategies to respond to statutory or regulatory changes affecting FHFA labor relations programs and/or operations.
• Conduct studies designed to improve existing labor relations programs or to develop solutions to exceptionally difficult or complex labor relations operating problems.
• Provide counseling and guidance to employees on the full scope of rights and responsibilities associated with general workplace concerns and management actions, including the right to appeal or grieve disciplinary or performance actions.
• Provides management officials with instructions and technical advice on procedures, and appropriate responses to complaints and grievances.
• Provide guidance and advice to supervisors and employees on the full spectrum of human resources (HR) policies, programs, processes, and procedures related to ER including, but not limited to Workplace Schedules, Telework, Absence and Leave, Domestic Violence and Workplace Violence, Administrative Grievance Policy, and Conduct and Discipline Policy.
• Work closely with performance management specialists, Human Resources Business Partners and reasonable accommodation coordinator to ensure compliance with policies and regulations.
• Work closely with managers, supervisors, and representatives of the Office of General Counsel to develop counseling letters, reprimands, disciplinary actions, performance improvement plans, and proposed and final decisions on adverse actions.
• Work closely with the FHFA Security Specialist pertaining to those actions associated with security and employment suitability.
• Work in partnership with serviced organizations to develop strategic long-range labor relations operating policies, directives, and regulations.
• Collaborate with senior managers to integrate human capital management into the overall strategic objectives for FHFA.
• Partner with key managers and labor representatives on workforce management program issues such as disciplinary and adverse actions, employee rights and responsibilities, grievance resolution, etc., as they relate to collective-bargaining agreements.
• Research and recommend solutions to labor relations issues with serious impact on policies, practices, and procedures.
• Represent the Agency at meetings, conferences, and workshops on HR matters.
• Negotiate, defend, and justify HR policies, processes, and procedures with management officials to gain acceptance and compliance with program requirements.
• Keep supervisor informed of trends, new techniques, and philosophies resulting from conferences and meetings attended.
• Review and prepare comments on pending or proposed legislation in labor relations areas and recommends positions and viewpoints that indicate the effect the proposed legislation will have on existing FHFA labor relations policies.
• Propose alternative courses of action that can be taken to negate or ameliorate the impact of legislation.
• Draft new FHFA policy statements and directives or revises existing policies and regulations covering labor relations areas.
• Draft directives implementing and advising employees and managers of statutory or regulatory changes affecting rights, entitlements, or benefits in these areas.
• Perform other duties as assigned.

Requirements

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Conditions of employment

• Status Candidates (Merit Promotion and VEOA Eligibles) and those eligible for other hiring authorities.
• An SF-50 is required with the exception of current FHFA employees. Please include one showing your tenure and competitive status. You must provide an SF-50 that indicates your competitive eligibility. You will not be considered without this.
• Males born after 12-31-59 must be registered for Selective Service.
• May be required to successfully complete a probationary period.
• Only experience and education obtained by the closing date of this announcement will be considered.
• Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).
• Suitable for Federal employment, as determined by background investigation.
• Resume and supporting documents (See How To Apply).
• FHFA participates in e-Verify. All New hires must complete the I-9 Employment Verification form either on or before their first day of employment. If a discrepancy arises, you must take affirmative steps to resolve the matter.
• Bargaining Unit Status: Ineligible.
• This is NOT a remote position; you MUST live within or be willing to relocate within a commutable distance of the duty location.
• If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office.

Qualifications

You may qualify for your desired series and grade level if you meet the following qualification requirements:

MINIMUM QUALIFICATIONS:

Minimum Qualification EL-12: Applicants must have 52 weeks (one-year) of specialized experience equivalent to the next lower grade level as described below.

Experience: I qualify for the EL/GS-12 because I have at least 52 weeks of specialized experience at the EL/GS-11 or equivalent demonstrating work experience with most or all of the statements described below.

Examples of specialized experience include:

• Advising managers and employees on matters involving conduct, performance deficiencies, attendance concerns, workplace conflicts, leave-related issues, and grievance matters by interpreting and applying applicable laws, regulations, policies, procedures, and negotiated agreements to support effective management actions and positive workplace outcomes; AND
• Reviewing and analyzing employee relations cases involving conduct, performance, disciplinary matters, workplace disputes, grievances, and employee concerns to identify underlying issues, evaluate organizational and legal risk, and recommend appropriate courses of action and resolution strategies; AND/OR
• Conducting fact-finding activities, interviewing employees and management officials, gathering and evaluating relevant evidence and documentation, gathering and evaluating relevant information, and preparing case documentation, management recommendations, and supporting materials related to employee conduct, performance management, corrective actions, and workplace relations issues to support legally sufficient and effective management decisions; AND/OR
• Providing workforce relations support by collaborating with management officials, union representatives, attorneys, and HR staff to resolve workplace issues, address employee concerns, promote compliance with negotiated agreements and employment regulations, and maintain effective labor-management relationships.

Minimum Qualification EL-13: Applicants must have 52 weeks (one-year) of specialized experience equivalent to the next lower grade level as described below.

Experience: I qualify for the EL/GS-13 because I have at least 52 weeks of specialized experience at the EL/GS-12 or equivalent demonstrating work experience with most or all of the statements described below.

Examples of specialized experience include:

• Advising and consulting with management officials on complex or sensitive matters involving employee misconduct, performance management, grievances, workplace disputes, negotiated agreement interpretation, leave issues, and applicable employment laws, regulations, and policies to support effective workforce management and mitigate organizational risk; AND
• Conducting comprehensive employee relations case analysis involving disciplinary and adverse actions, grievances, workplace conflicts, employee complaints, and organizational concerns to assess risk, identify appropriate management options, and develop practical, legally supportable resolution strategies and recommendations; AND/OR
• Representing or supporting management interests in labor relations matters involving negotiations, grievance proceedings, unfair labor practice allegations, mediations, or dispute resolution processes by interpreting negotiated agreements, preparing management responses, and supporting labor-management engagement efforts; AND/OR
• Analyzing employee and labor relations trends, workplace issues, patterns of employee misconduct or performance concerns, and organizational risks to recommend program improvements, strengthen management practices, improve workplace relations, and support effective workforce relations strategies.

Minimum Qualification EL-14: Applicants must have 52 weeks (one-year) of specialized experience equivalent to the next lower grade level as described below.

Experience: I qualify for the EL/GS-14 because I have at least 52 weeks of specialized experience at the EL/GS-13 or equivalent demonstrating work experience with most or all of the statements described below.

Examples of specialized experience include:

• Serving as a senior employee and labor relations advisor by providing Agency-wide strategic consultation, authoritative guidance, and management advisory services on highly complex, sensitive, or precedent-setting employee conduct, performance management, grievance, negotiation, workplace conflict, and workforce relations matters impacting organizational operations and workforce effectiveness; AND
• Leading or advising on the development, implementation, interpretation, and modernization of employee and labor relations policies, procedures, workforce relations strategies, and management guidance to address organizational priorities, workplace challenges, statutory requirements, case law developments, and evolving employee relations issues; AND/OR
• Representing management interests in high-impact employee and labor relations matters involving negotiations, arbitration, mediation, unfair labor practice allegations, grievance disputes, settlement discussions, or third-party proceedings to resolve complex workplace issues, mitigate organizational risk, and support effective labor-management relations outcomes; AND/OR
• Conducting advanced studies, organizational assessments, workforce relations analyses, and program evaluations involving employee and labor relations programs, workplace trends, management practices, organizational risks, and workforce challenges to improve organizational effectiveness, strengthen management accountability and supervisory effectiveness, and shape long-range workforce relations strategy.

Time-In-Grade: Current or former Federal government employees who have held an EL/GS position in the preceding 52 weeks, must meet the time-in-grade requirement.

• To be eligible for the EL-12 position, applicants must have served 52 weeks as an EL/GS-11 or higher in the Federal Service.
• To be eligible for the EL-13 position, applicants must have served 52 weeks as an EL/GS-12 or higher in the Federal Service.
• To be eligible for the EL-14 position, applicants must have served 52 weeks as an EL/GS-13 or higher in the Federal Service.

Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Education

This job does not have an education qualification requirement.

Additional information

An Overview of FHFA's Benefits provides a summary of benefits for the current fiscal year.

If you are a veteran with preference eligibility and are claiming 5-points veterans' preference , you must submit a copy of your DD-214 or other proof of eligibility. If you are claiming 10-point veterans' preference, you must also submit an SF-15, "Application for 10-Point Veterans' Preference" plus the proof required by that form. For more information on veterans' preference visit:

Males born after 12-31-59 must be registered or exempt from Selective Service (see

Career Transition Assistance Programs: These programs apply to Federal employees who have been involuntarily separated or whose positions are surplus. To receive selection priority, you must: (1) meet CTAP/ICTAP eligibility criteria; (2) be rated well-qualified with a score of 90 or above; and (3) submit required documentation. For more information, visit: For more information visit:

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.

REASONABLE ACCOMMODATION: FHFA provides accommodations to applicants with disabilities unless it would create an undue hardship. To request an accommodation, contact View email address on click.appcast.io. All requests are reviewed case by case.

Ethics: FHFA employees are subject to government-wide ethical standards of conduct, financial disclosure requirements, and post-employment prohibitions. In addition, certain FHFA employees are prohibited from accepting compensation from Fannie Mae and Freddie Mac for a two-year period after terminating employment with FHFA. Furthermore, to avoid financial conflicts-of interest or the appearance of conflicts-of-interest, FHFA employees may need to divest or sell certain assets they, their spouse, or minor children own or control, including securities issued by Fannie Mae, Freddie Mac, or the Federal Home Loan Banks. Employees who work on Federal Home Loan Bank issues may need to sell or divest financial interests with any of the Federal Home Loan Bank members, which may include stock in bank holding companies, insurance companies, and other financial services firms. Questions regarding these requirements and prohibitions should be directed to the Office of General Counsel at View phone number on click.appcast.io.

Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution.

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A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits.

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Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.