Supervisory Human Resources Specialist (ER/LR)

The Supervisory HR Specialist (ER/LR) is assigned to the VISN 16 Employee/Labor Relations Unit, Central Team, and will supervise, providing expert technical advice and assistance to staff and management officials in the area of Employee and Labor Relations. NOTE: This is a temporary promotion opportunity NTE 1 year.

**Qualifications:**
To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 03/10/2026. 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. 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: Applying laws, regulations, collective bargaining agreements concepts and related guidelines to support an employee and labor relations program, including negotiation with labor representation; Researching and interpreting legal and regulatory program guidance to include case law, regulations, and policies; Providing technical guidance, information, and assistance to management and senior leadership officials 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; Conducting and advising on employee relations matters, adverse actions, coordination and oversight, fact finding, grievance examining, suitability, Drug Free Workplace, Workplace Violence Prevention Program and third-part hearing representation; Analyzing changes to regulations and policies to determine the impact on the employee and labor relations program. ~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: Researching and interpreting legal and regulatory program guidance to include case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives in order to apply advanced HR principles, concepts, and practices related to all aspects of employee and labor relations programs, including fact finding or types of inquiries; Providing technical guidance, information, and assistance to management and senior leadership officials 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; Represent management at arbitrations and in situations involving proceedings before other third-parties; Presenting briefings and/or training sessions to management pertaining to employee/labor relations 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.