HR Spec (Labor RelationsClassification)(T5)

LABOR RELATIONS:
Advises management and employees on labor laws rules and regulations regarding labor issues that are sensitive critical or controversial in nature. Provide advisory services to management promote the efficiency of the service train supervisors how to remedy employee deficiencies using both formal and informal methodologies while simultaneously establishing a constructive workforce. Maintains awareness of contemporary developments and regulatory guidance. Works daily with other HR Specialists assigned within the HRO on matters which impact other HR functional areas. Monitors the lifecycle of the collective bargaining agreement. Establishes and maintains relationships with labor organizations and State supervisors. Briefs and explains to management how labor laws rulings and decisions impact the State. Interprets negotiated agreement provisions and reconciles conflicting technical viewpoints. Recommends minor modifications to proposed labor management agreements. Facilitates impact and implementation bargaining between labor organization officials and managers as a result of policy changes conditions to workplace environments or a deviation from existing practices. Explains rules and procedures to employees and managers in order to help them understand the grievance process appeal rights and responsibilities. Assists the Federal Labor Relations Authority (FLRA) in arranging and conducting union certification elections. Utilizes legal research methods information gathering techniques and applies a variety of HR case law principles practices and regulations obtained from the Supreme Court Merit Systems Protection Board (MSPB) Federal Labor Relations Authority (FLRA) Federal Service Impasses Panel (FSIP) and/or the Office of Special Council (OSC) to management in order to support State policy and decisions. Develops and provides informational documents position papers State reports and various tools to assist supervisors with conduct management. Identifies supervisor needs for training provides training and tracks completion rates. Provides in-person guidance training and advisory services thru Site Assistance Visits (SAV) for the local organization. Maintains a local case management system. MILITARY (Combination of State Level Expert and Retirement Services Officer if necessary.)

POSITION CLASSIFICATION & POSITION MANAGEMENT:
Manages full-time manpower requirements for the state. Reviews determinations of ANG/ARNG manpower requirements/authorizations derived from the Unit Manpower Document (UMD) and Voucher. Ensures requirements/authorizations are properly distributed according to workload factors contained in various Manpower Staffing Standards equipment density allocations; Modified Table of Organizational Equipment (MTOE) and Table of Distribution and Allowances (TDA) or other methodologies used in justification of manpower requirements. Assists with or implements classification releases and related manpower changes. Coordinates corrections to requirements and subsequent authorizations based on projected force structures and new or unique requirement situations. Reviews proposed organizational structures based on management needs local realignments force structure changes appropriate position classifications and agreement with the basis for the manpower requirements of the organization. Completes builds/corrections when necessary ensuring the accuracy of the States personnel organizational hierarchy within the automated personnel systems. Monitors fill rates of manpower requirements for agreement with National Guard Bureau and State Adjutant Generals guidance and makes recommendations for potential organizational fills based on force structure changes funds availability and mission requirements. Evaluates position management within the State and assists supervisors and management officials or managers on ways to improve structure work distribution and the use of employee skills. Reviews requests for personnel and position actions to determine impact on position classification and position management matters. Develops Statements of Difference and amendments to standard position descriptions as required for purposes of restructuring grades for recruitment upward mobility etc. May participate as the classification functional specialist in the collective bargaining agreement process. Conducts position reviews of complex positions such as supervisory lead or mixed work positions on all positions. Interviews position incumbent immediate and/or higher-level supervisor; reviews organizational information including organizational charts mission statements functional statements to determine organizational context of position; may review sample work products produced by the incumbent or go onsite to observe the incumbent at work.

PLEASE CONTACT HRO FOR COMPLETE POSITION DESCRIPTION.

• Federal employment suitability as determined by a background investigation.
• May be required to successfully complete a probationary period.
• Participation in direct deposit is mandatory.
• Must be able to obtain and maintain the appropriate security clearance of the position.
• May occasionally be required to work other than normal duty hours; overtime may be required.

EXPERIENCE REQUIREMENTS: Each applicant must fully substantiate (in his/her own words) that he/she meets the requirements of the Specialized Experience listed below: Otherwise the applicant will be considered unqualified for this position. DO NOT COPY THE VACANCY ANNOUNCEMENT OR THE POSITION DESCRIPTION. DOING SO MAY RESULT IN DISQUALIFICATION FOR THE POSITION.

SPECIALIZED EXPERIENCE: 1-year specialized experience must be equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicants educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills knowledge abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources programs business competencies familiarity with the subject matter or processes used in human resources programs associated with DoD U.S. Army or U.S. Air Force.

KNOWLEDGE REQUIRED:
- Advanced knowledge of HR laws regulations principles policies and concepts related to the assigned functional area sufficient to plan and coordinate activities and serve as a technical resource to management and HR specialists on difficult or controversial issues.

- Ability to communicate effectively with all levels and types of organizations and audiences.

- Ability to communicate with managers and leadership regarding HR subject matter.

- Ability to conduct research and determine appropriate application of laws regulations policy or other directives and interpretative instructions for use in assigned HR specialty areas and to make recommendations.

- Ability to make clear and convincing oral presentations to individuals or groups listens effectively and clarifies information as needed; facilitates an open exchange of ideas and fosters an atmosphere of open communication.

- Ability to analyze complex operational and business problems involving issues for serviced functions.

- Skill in advising managers and supervisors of HR program flexibilities and recommending alternatives.

- Ability to write clear concise explanations of complex HR topics such as evaluation statements investigation reports.

- Working knowledge of HR computer applications and ability to integrate new existing and proposed applications into the operating environment. Ability to retrieve and provide HR reports to the serviced population.