Human Resources Specialist (Employee/Labor Relations)

AvantGarde, LLC

1d•Hybrid

About The Position

AvantGarde, LLC (AG) seeks to engage a Human Resources Specialist (Employee/Labor Relations) to support the AG client at the United States Capitol Police (USCP), a Title II/Legislative Branch agency, in the Office of Human Resources (OHR). This role provides analytical and advisory support related to employee and labor relations for both civilian and sworn employees, and advises management officials at all organizational levels, including senior leadership. The position functions in a non-decision making, consultative capacity, delivering compliant, timely, and strategic ER/LR guidance consistent with federal laws, regulations, collective bargaining agreements, and Department policy. It plays a critical role in promoting effective labor-management relations, mitigating risk, and ensuring consistent application of workforce related programs. This is a full-time position (40 hours per week) with an initial 90-day onsite requirement at USCP, after which up to 3 days of teleworking per week may be considered/allowed.

Responsibilities

Provide advisory services to supervisors and managers on conduct, performance, attendance, and workplace behavior issues.
Review and analyze evidence related to disciplinary or adverse actions (e.g., removals/terminations). Track the progress of suspensions in coordination with other Department offices.
Draft ER documents, including proposals and decisions for disciplinary and adverse actions.
Guide managers through performance management, including PIPs, performance documentation, and appraisal processes.
Advises management on reasonable accommodation requests under the ADA/Rehabilitation Act, guiding the interactive process, evaluating compliance, and ensuring legally defensible documentation and outcomes.
Interpret federal HR laws, regulations, and agency policies to ensure actions comply with Legislative Branch guidance, and Department directives.
Support early intervention efforts, such as conflict resolution, coaching, and informal problem‑solving.
Serve as a point of contact for union representatives on routine labor‑management matters.
Interpret collective bargaining agreements (CBAs) and advise management on contract compliance.
Provide advice and guidance on union grievances at various steps of the negotiated grievance procedure.
Conduct impact and implementation (I&I) in Departmental policy reviews. Develop internal ER or LR-related standard operating procedures for internal use.
Track and analyze LR trends, such as grievance patterns or recurring contract issues.
Maintain ER/LR case files in accordance with agency and OPM recordkeeping requirements.
Use systems such as Microsoft Lists or other mechanisms to track actions, progress and notes.
Prepare reports and metrics on ER/LR activity for leadership review.
Ensure timely processing of all ER/LR actions, including statutory and contractual deadlines.
Provides early‑intervention support such as conflict resolution, coaching, and informal problem‑solving.