Supervisory Human Resources Specialist (Chief) ER/LR (TEMP Promo NTE 1 YR)

About the role

This position serves as the Shared Service Unit (SSU) Employee Relations/Labor Relations Chief for legacy VISN 5 and is responsible for providing employee relations, labor relations, performance management, and/or other special programs to a large, highly customized, innovative, complex, multi-mission VISN and its subordinate facilities. To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 05/26/2026. Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement.For a GS-14 position you must have served 52 weeks at the GS-13. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note: Time-In-Grade requirements also apply to former Federal employees applying for reinstatement as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. The BASIC REQUIREMENT for the HR Specialist GS-0201 series is presumed met if found qualified at the GS-0201-7 level and above. To qualify for this position at the GS-14 level, you must meet the following criteria: You must have at least one (1) year of specialized experience equivalent to the GS-13 grade level in federal service that demonstrates HR management knowledge, concepts and principles and the performance of work in one or more of the HR specialty areas. Qualifying specialized experience includes: Resolves difficult and complex problems which could have a direct impact on the Department mission. Works closely with staff and operational officials, employee groups, etc., to develop and explore labor relations alternatives to improve policies, techniques and procedures. Serves as a staff subject matter expert (SME) to other consultants handling negotiations that typically involve the development of new approaches; and serves as a technical advisor to management on the potential impact of negotiations and third-party decisions, charges of unfair labor practices, negotiability issues, and impasse resolutions as they relate to organizational and mission goals. Prepares responses to proposed policies, and standards of higher authority regarding ER and/or LR issues. These can include requests from members of Congress, Merit Systems Protection Board (MSPB), FLRA and FSIP, and the OPM. Ensures that the impacts of proposals are thoroughly considered by management officials and that organization views and needs are adequately represented. Provides professional advice to other Network HR specialists presenting cases in similar venues. May serve as a SME representative or key witness in third-party proceedings as necessary. May be selected to chair or participate in Administrative Investigative Boards (AIBs). May coordinate with and/or represent the agency at arbitrations and in situations involving proceedings pending litigation in addition to other third-parties as appropriate. The incumbent also actively leads the community of HR Specialists (ER/LR) practitioners facility-wide through regular communications on relevant changes in ER/LR laws, regulations and policy, via diverse modalities including community of practice conference calls where an exchange of information and sharing of expertise enhances competency within the discipline throughout the organization. Resolves issues that pertain to the potential impact of negotiations and third-party decisions, charges of unfair labor practices, negotiability issues, and impasse resolutions as well as non-traditional collaborative approaches to labor relations, including labor-management cooperative efforts and partnership. Conducts and advises on organization Office ER/LR matters, all proposed adverse actions, coordination & oversight including OAWP, DAB, AIB, fact findings, grievance examiner, labor issues & negotiations, state licensure reviews, suitability, Drug Free Workplace, Workplace Violence Prevention Program, and 3rd party hearing representation, reasonable accommodations, etc. This may include resolution of administrative grievances, post separation reviews, Congressional, Office of Inspector General (OIG), Office of Special Counsel (OSC), Equal Opportunity Employment (EEO), MSPB or department level complaints..

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