Human Resources Specialist (Employee & Labor Relations)

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 06/12/2026. 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-13 position you must have served 52 weeks at the GS-12. 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-13 level, you must meet one of the following listed Criteria: Criteria 1- Graduate Degree and Specialized Experience: Successful completion of a graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-11 grade level. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes: Extensive knowledge of the principles, concepts, laws and regulations of Employee Relations, Labor Relations and ADR principles, concepts, practices and techniques and considering their relationship to management objectives, as well as seasoned consultative skills sufficient to: serve as a staff advisor/technical expert advisor. Provide advisory services from an ER/LR perspective in regard to: modernization, mobilization/contingency planning, recruitment and placements, compensation, position classification, human resource development, labor relations, and management and employee relations. Plan and conduct ER/LR program reviews to evaluate program effectiveness and conformance with laws, regulations, policies and accepted practices. Knowledge of the national collective bargaining agreements and national level midterm bargaining agreements affecting operational and personnel issues. Knowledge of conflict resolution techniques. Extensive knowledge of broad labor relations concepts, principles and practices, including non-traditional collaborative approaches to labor relations, labor-management partnership, alternative dispute resolution, interest-based bargaining, and facilitation, provide advisory services on issues pertaining to the potential impact of negotiations and third party decisions concerning management rights as defined in statute. (TRANSCRIPTS REQUIRED). OR; Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-12 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. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public (i.e., Government or military) or private sector. Qualifying specialized experience includes: Mastery of the principles, concepts, laws and regulations of Employee Relations, Labor Relations and ADR principles, concepts, practices and techniques and considering their relationship to management objectives, as well as seasoned consultative skills sufficient to: serve as a staff advisor/technical expert advisor. Provide advisory services from an ER/LR perspective in regard to: modernization, mobilization/contingency planning, recruitment and placements, compensation, position classification, human resource development, labor relations, and management and employee relations. Plan and conduct ER/LR program reviews to evaluate program effectiveness and conformance with laws, regulations, policies and accepted practices. Knowledge of the national collective bargaining agreements and national level midterm bargaining agreements affecting operational and personnel issues. Knowledge of conflict resolution techniques. Mastery of broad labor relations concepts, principles and practices, including non-traditional collaborative approaches to labor relations, labor-management partnership, alternative dispute resolution, interest-based bargaining, and facilitation, provide advisory services on issues pertaining to the potential impact of negotiations and third party decisions concerning management rights as defined in statute.