HR Specialist (Employee Relations/Labor Relations)

Export-Import Bank of the United States•Washington, DC

About The Position

The incumbent establishes and maintains an effective Labor Management Relations (LMR) program for the agency, providing expert advice and assistance on complex labor matters, including negotiating and administering labor agreements, bargaining-unit determinations and consolidations, mediation, arbitration, negotiability questions, and unfair labor practices. Under the direction of the Assistant Director of HR (Deputy Chief Human Capital Officer), the incumbent drafts agency policy and guidance to support leadership and continuous improvement in personnel management. The position provides agency-wide advisory, technical support, and policy guidance across labor and employee relations, including suitability determinations, disciplinary and adverse actions, performance management and performance-based actions, administrative grievances, appeals, special inquiries, and leave administration. The incumbent researches and applies laws, regulations, procedures, case law, and guidance from EXIM, OPM, MSPB, the Department of Labor, courts, and other authorities. The role represents the agency in negotiations and third-party proceedings, prepares responses to sensitive correspondence, and works with managers, supervisors, employees, and union representatives to resolve complex and sensitive workplace issues while maintaining constructive relationships among the parties.

Requirements

U.S. citizenship.
One year of specialized experience equivalent to at least the GS-13 level in the Federal Government or an equivalent pay system; education cannot substitute for experience at the GS-14 grade level.
Advanced experience with employee relations, discipline, appeals, telework, and other personnel-management concepts, laws, rules, principles, and practices, including researching, interpreting, developing, and advocating personnel policies, programs, and initiatives.
Experience applying broad labor-relations concepts, principles, and practices, including collaborative labor relations, labor-management partnership, alternative dispute resolution, interest-based bargaining, and facilitation, to advise on agency-wide issues and the potential effects of negotiations and third-party decisions concerning statutory management rights.
Experience serving as a primary representative or chief negotiator in collective bargaining agreement negotiations and resolving multi-issue grievances, unfair labor practices, or arbitrations.
Specialized experience must be documented on the resume. Work experience entries must include the organization, title, salary or series and grade if applicable, dates, hours worked per week, and relevant supporting experience.
Meet applicable time-in-grade requirements by the announcement closing date.
A background and security/suitability investigation is required.
May be required to serve a one-year probationary period.
Current or former political appointees must disclose that status if employed in the last five years.
May be required to disclose personal and immediate-family financial holdings, outside positions, and interests.
Male applicants born after December 31, 1959 must certify Selective Service registration or exemption.

Responsibilities

Plan and develop programs for labor relations negotiation.
Provide comprehensive advice and guidance to agency personnel on all facets of the labor relations program, including ongoing advice on labor relations matters.
Research, analyze, and apply laws, regulations, procedures, case law, and guidance from relevant agencies, courts, and other authorities to determine requirements and effective approaches for labor and employee relations.
Represent the agency or serve as a key witness in third-party proceedings; present management’s position in writing and in appearances before arbitrators, the MSPB, FLRA, and FSIP.
Represent the agency in negotiations with exclusive representatives concerning substantive personnel policy and working conditions.
Prepare responses to sensitive correspondence, including Congressional and union inquiries, by gathering information from relevant sources under tight time constraints.
Evaluate, conduct, or participate in staff studies to identify program trends and problems and recommend corrective action.
Counsel, advise, and assist managers and employees on employee-management communications, grievances, appeals, disciplinary actions, and performance-based actions.
Work with managers, supervisors, and employees to resolve highly controversial and politically sensitive problems.
Provide advisory services, technical support, and policy guidance on suitability determinations, disciplinary and adverse actions, performance management, grievances, appeals, special inquiries, and leave administration.
Determine or develop consensus on responses to union demands for contract provisions and develop proposed provisions to resolve problems or improve operations.
Maintain awareness of the roles, authorities, prerogatives, and responsibilities of union and management parties and foster rapport between them.
Draft agency policy and guidance under the direction of the Assistant Director of HR (Deputy Chief Human Capital Officer).