Supervisory HR Specialist (Labor Relations)

To qualify for the Supervisory HR Specialist (Labor Relations) position, candidates must meet the following basic requirements AND grade level qualification requirements by the closing date of this announcement. BASIC REQUIREMENT: To qualify for the HR Specialist position, candidates must meet the following basic requirements as described in one of the following methods: Legible documents are required if qualifying based on Education and/or Training-Based Method. a. Merit-Based Method: Candidate must possess one year of specialized experience requiring knowledge of and/or skill in applying basic HR concepts, laws, principles, policies, methods, practices and/or HR systems. Such experience may be gained in administrative, professional, technical or other responsible work positions in the public or private sector. This experience must be equivalent to at least the GS-4 level of the Federal Government. OR b. Education-Based Method: Candidate must have successful completion of bachelor’s degree (or higher).OR c. Training-Based Method: Candidate must possess six months of general experience, equivalent to at least the GS-4 level of the Federal Government, requiring knowledge of and/or skill in applying laws, regulations, rules, principles, policies, methods, practices, supporting customers, communicating in writing and/or verbally and using various computer systems and office equipment in administrative, professional, technical or other responsible work positions, plus the possession of one of the four training criteria: Training 1: Successful completion of at least 12 credit hours of college-level (associate degree or higher level) course work in any of the following types of fields, majors or programs or those closely related as evidenced by the course or programs: HR (general), HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and humanities. Training 2: Successful completion of at least four formal training courses in HR. The focus of these HR courses will be in areas or those closely related to general HR, Federal HR, private sector/corporate HR or HR management. These courses must be offered through VA (i.e., Talent Management System courses), Federal agencies/departments (i.e., OPM Federal Human Resources Institute) or through external organizations (i.e., HR Certification Institute (HRCI®) Learning, HR University or Management Concepts). For the purpose of this standard, formal means interactive (online or in-person) training that includes communication between the participants and/or the instructor. Successful completion is evidenced by documentation of successful completion by the training organization. Training 3: Successful completion of a formal certificate program in any of the areas (or related areas) listed in Training 1 (above) or those closely related as evidenced by the course or programs. A formal certificate program for the purposes of this standard means a series or set of courses that provide a foundational or advanced knowledge. The courses must have been provided by an accredited college, university, organization or company and must have required assignments and/or other course work. Examples of providers include, but are not limited to, Purdue University, Global Cornell University (i.e., eCornell) or Wharton School. Successful completion is evidenced by documentation of completion by the training organization. Training 4: Current professional HR certification through the Society of Human Resource Management (SHRM), HRCI, International Public Management Association (IPMA) (or Public Sector HR Association (PSHRA)), American Society for Health Care Human Resources Administration (ASHHRA) or an organization or company that has a formal structure and is nationally recognized by the profession. Specialized Experience: To qualify for GS-15, applicants must have one year of specialized experience equivalent to at least the next lower grade (GS-14) in the normal line of progression for the occupation in the organization. Specialized experience is defined as work that involves: (1) Developing resolutions to national and local labor-management conflicts, labor relations litigation matters, and policy or program-related matters of exceptional importance, (2) Providing subject matter expertise in all matters related to federal labor-management relations, including superior analytical skills and understanding of a wide variety of laws, rules, regulations, case law, and contracts that impact the labor-management relationship in the federal sector. (3) Providing sound labor relations advice, guidance, and assistance to labor relations specialists, and key staff or program office officials in determining and establishing affirmative approaches to meet their labor relations obligations while at the same time protecting management rights. (4) Negotiating collective bargaining agreements with federal labor unions, including handling matters before the Federal Mediation and Conciliation Service, Federal Services Impasses Panel or Federal Labor Relations Authority.. OR Graduate degree: Graduate level degree or higher and three years of progressive specialized experience equivalent to at least the GS-13 grade level. Submit legible transcripts with conferred date. GRANDFATHERING PROVISION HR Specialists, GS-0201, employed in VA on the effective date (2/26/2023) of this qualification standard are considered to have met all qualification requirements for the title, series and grade held, including the basic requirements of the occupation. For employees who do not meet all the basic requirements required in this standard, but who met the qualifications applicable to the position at the time they were appointed to it, the following provisions apply: a. HR Specialists who are grandfathered into the GS-0201 occupational series may be reassigned, promoted up to and including the full performance level of a career ladder, promoted to a higher grade or changed to a lower grade within the occupation. b. HR Specialists who are grandfathered into the GS-0201 occupational series can be placed in a lead, supervisory or managerial position through an appropriate position change without meeting the basic requirements required in this standard but must meet the grade level requirements. c. HR Specialists who are appointed on a temporary basis prior to the effective date of this qualification standard may not be extended or reappointed on a temporary or permanent basis until they fully meet the basic requirements of this standard. d. HR Specialists serving on an appointment that leads to noncompetitive conversion to the competitive service may be extended on that appointment or converted to the competitive service without meeting the basic requirements of this standard, but they must meet the grade level requirements. e. HR Specialists who are grandfathered under this provision that leave the occupation lose protected status and must meet the full VA qualification standard requirements in effect at the time of reentry to the occupation. Qualification Standards Used: VA Handbook 5005/156, Part II, Appendix F1, Dated 1/13/2023. For more information on these qualification standards, please reach out to the Human Resources Office.
This position is in the Department of Veterans Affairs (VA), Office of Human Resources and Administration (HRA), Office of Chief, Human Capital Officer (OCHCO), Office of Labor-Management Relations. The mission of the office is to promote labor management cooperation throughout the Department to improve the delivery of service of Veterans and their families and create a positive work environment for employees.