HR Specialist (Performance Management & Employee/Labor Relations)

Air National Guard Units•Helena, MT

About The Position

This is a National Guard Title 5 Excepted Service position with the Montana National Guard, Human Resources Office. The HR Specialist provides statewide program management, guidance, and services in performance management, employee relations, labor relations, and employee recognition for a complex, geographically separated organization. The position manages the Defense Performance Appraisal Program (DPMAP), advising supervisors and managers on performance standards and appraisals, reviewing materials for regulatory compliance, monitoring submissions, and coordinating performance improvement plans. It also serves as the subject matter expert for employee recognition and incentive awards, including reviewing nominations, preparing correspondence, and coordinating the Suggestion Program. The specialist analyzes and interprets policies and directives from OPM, DCPAS, NGB, and DoD, and develops instructions and recommendations for personnel administration. In employee relations, the specialist advises managers and employees on performance and conduct matters, explains applicable rights and procedures, analyzes disputed facts and circumstances, and assists with policies and guidelines for appraisal and corrective-action processes. In labor relations, the specialist conducts studies and supports management in negotiations and labor-management matters. The position may represent management in proceedings before the Federal Labor Relations Authority and the Federal Services Impasses Panel, advise negotiating committee members, communicate statewide policies, and serve as a spokesperson for management negotiating committees. Other duties may be assigned.

Requirements

At least 1 year of specialized experience equivalent to at least the GS-11 level, related to the work of the position and demonstrating the knowledge, skills, and abilities needed to perform its duties.
Experience must encompass human resources program business competencies and familiarity with subject matter or processes used in HR programs associated with DoD, the U.S. Army, or the U.S. Air Force.
Applicants must describe relevant specialized experience in detail on their resume.
Federal employment suitability, as determined by a background investigation.
May be required to successfully complete a trial period.
Participation in direct deposit is mandatory.
If applicable, compliance with the Military Selective Service Act registration requirement.

Responsibilities

Manage the Performance Management Program and provide program guidance.
Advise supervisors and managers on preparing performance standards and appraisals, and review them for regulatory compliance.
Monitor timely submission of performance standards and appraisals and provide reports.
Coordinate with management and the HR Development Specialist on performance improvement plans.
Manage the Defense Performance Appraisal Program (DPMAP) and coordinate help-desk tickets for invalid standards or appraisals.
Serve as subject matter expert for the employee recognition awards program; develop guidance, publish and update the incentive awards program, review nominations, and prepare related correspondence.
Publicize the Suggestion Program and coordinate its management with NGB.
Analyze and interpret policies, directives, and other issuances from OPM, DCPAS, NGB, and DoD for statewide application.
Develop personnel-administration instructions and make recommendations to the HRO and command levels.
Advise managers and employees on conduct, performance, disciplinary, and corrective-action matters, including applicable rules, rights, and procedures.
Analyze disputed facts and circumstances, identify relevant aggravating or mitigating factors, and investigate underlying causes of misconduct or poor performance.
Develop or assist in developing written policies and guidelines for appraisal plans, appraisal forms, reappraisals, counseling, and training.
Provide labor-relations services, conduct studies of management and union interests, and support bargaining and negotiations.
Represent management in unfair labor practice and representation hearings before the Federal Labor Relations Authority and impasse proceedings before the Federal Services Impasses Panel.
Advise negotiating committee members on arbitration and precedent decisions relevant to local situations.
Communicate statewide labor-relations policies and procedures and relate precedents to specific issues.
Serve as spokesperson for management negotiating committees in contract, midterm, and appropriate-arrangement negotiations.
Serve as a principal local contact on labor-management matters, including grievances, unfair labor practice charges, information sharing, contract interpretation, labor-relations training, and bargaining.
Perform other duties as assigned.