HR Specialist (ER/LR)

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 10/15/2024. 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-12 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-09 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: Applying advanced HR principles, concepts, and practices related to all aspects of employee and labor relations programs; researching and interpreting legal and regulatory program guidance to include case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives; providing technical guidance, information, and assistance to management on sensitive, serious, and controversial employee relations issues regarding employees in a wide variety of occupations with substantial differences in working conditions, entitlement, and occupational practices and policies; administrating performance management systems; writing responses to grievances. ~OR~ Criteria 2- Specialized Experience: You must have at least one (1) year of specialized experience equivalent to the GS-11 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: Applying advanced HR principles, concepts, practices, and legal and regulatory requirements related to all aspects of employee and labor relations programs; Researching and interpreting legal and regulatory program guidance to include case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives; providing technical guidance, information, and assistance to management and senior leadership officials on sensitive, serious, and controversial employee relations issues and policies; Administrating performance management systems which include employees covered executive and non-execute career field systems; Presenting briefings and/or training sessions to management pertaining to Labor/Management Employee Relation topics (e.g. performance appraisals, disciplinary actions); Writing responses to grievances, unfair labor practice charges, contract interpretations or contract bargaining proposals on behalf of management; Applying employee relations concepts, principles and practices related to reasonable accommodation, prohibited HR practices, and third-party powers and procedures; Conducting fact-findings, interviews, studies and/or investigations; Bargaining with union on union interests; and representing management in third-party proceedings; extensive knowledge of various government agencies’ rules and regulations.
The Veterans Health Administration has adopted the HR Modernization and Shared Services Implementation, which is a new model of organizing and consolidating essential Human Resource (HR) functions and services to the Network level. This improvement to HR service delivery will best support the needs of the VISNs diverse workforce and the expectations of management related to the acquisition, compensation, retention, and performance of staff.