Role Description We are seeking a Senior Employee Relations Specialist with at least seven years of expert-level experience to provide strategic consultation and guidance to federal supervisors and managers on highly complex and sensitive ER matters, including: - Adverse actions - MSPB proceedings - EEO - Settlements - Administrative investigations The ideal candidate interprets and applies OPM regulations (5 CFR 752, 5 CFR 432), develops and implements ER policies in coordination with General Counsel, and partners with Legal, Labor Relations, and EEO stakeholders to manage high-stakes cases from intake through resolution. Responsibilities - ER Consultation & Case Intake - Conduct consultations with supervisors and management to define the issue (misconduct, performance, attendance, conduct related medical issues), desired outcomes, timelines, and risk factors. - Consult with supervisor on appropriate action paths (counseling, reprimand, suspension, removal; performance improvement processes; alternative dispute resolution). - Outline procedural requirements and due process steps; set service level expectations and case milestones. - Disciplinary Actions - Analyze facts/evidence and recommend disciplinary strategies consistent with agency policy and "Douglas factors" considerations. - Draft or quality check disciplinary letters (e.g., admonishment, reprimand, suspension) and supporting documentation. - Coordinate with Investigations and Counsel where applicable; ensure Weingarten rights (for bargaining unit) and proper documentation of interviews. - Track action timelines; ensure notice, opportunity to respond, and decision procedural integrity. - Adverse Actions - Provide technical guidance on adverse actions (suspension >14 days, demotion, removal). - Prepare or review proposal and decision letters, evidence files, and legal sufficiency checks. - Construct the case file (charge drafting, specifications, nexus, penalty selection) and coordinate with MSPB litigation stakeholders as needed. - Manage response meetings, summarize oral/written replies, and ensure proper consideration by deciding officials. - Grievances & Dispute Resolution - Administer negotiated grievance procedures for bargaining unit employees and administrative grievance systems for non-bargaining employees. - Screen, docket, and track grievances; ensure timelines, procedural compliance, and proper escalation. - Assist management on step responses, settlement options, and ADR/mediation pathways. - Prepare case summaries and management positions for third party proceedings. - Performance Management - Assist supervisors with performance plan development (critical elements, standards, alignment to mission). - Assist supervisors when addressing performance deficiencies and design improvement strategies (coaching, training, workload clarification). - Draft and manage Performance Improvement Plans (PIPs): content, duration, measurable expectations, resources. - Guide unacceptable performance actions (demotion/removal under Part 432), ensuring documentation and procedural compliance. - Assist management with post PIP evaluations and outcomes (successful completion, extension, action initiation). - Attendance, Leave & Conduct Related Medical Issues - Assist management with attendance and leave problems, including leave abuse, medical documentation, and progressive discipline for failure to follow leave procedures. - Coordinate with benefits/leave programs (e.g., FMLA, VLTP, Leave Bank) for case impacts and ensure consistent application. - Distinguish between conduct or performance issues and medical/functional limitations, guiding to the correct framework. - Reasonable Accommodation (RA) Coordination - Inform management on the interactive process with employees; gather medical documentation and functional limitation information from employees or supervisors. - Evaluate effective accommodations (equipment, schedule adjustments, telework, reassignment consideration) in consultation with deciding officials, medical officer, Disability program manager, etc. - Draft RA determinations, track timelines, document decisions (approved/denied/alternative accommodations), and manage reassessment as needed. - Ensure confidentiality and proper records handling for medical/RA documentation. - Build and maintain RA case files and update systems, reports and tracking mechanisms. - Evidence Development, Documentation & Records - Build defensible case files: evidence inventories, interview summaries, affidavits, exhibits, timelines, etc. - Maintain case tracking systems; record milestones (proposal dates, reply windows, decisions, effective dates). - Ensure retention and access controls for ER records (e.g., disciplinary files separate from eOPF where required). - Policy Interpretation & Compliance - Interpret and apply OPM regulations, agency directives, and case law in ER matters. - Ensure actions comply with merit system principles, veterans' preference (where relevant), and EEO/anti-retaliation requirements. - Identify and mitigate risk/exposure (e.g., disparate treatment, due process defects, harmful error). - Stakeholder Coordination & Representation - Partner with Labor Relations, EEO/Disability Programs, Security/Investigations, Counsel, and HR Operations to align case strategy and execution. - Prepare management for hearings/third party proceedings (MSPB, arbitration, mediation) with clear summaries and exhibits. - Support settlement discussions, draft settlement frameworks, and coordinate implementation of agreed terms. - Training, Coaching & Manager Capability Building - Develop and deliver training for supervisors on performance management, documentation best practices, RA process, and discipline/adverse action procedures. - Provide coaching on effective feedback, documentation, counseling conversations, and early intervention tactics. - Create and maintain templates (letters, witness statements, PIP formats) and job aids. Qualifications - Minimum of seven years of experience developing expert-level strategic approach and recommendations and consultation on highly complex and sensitive Federal civilian employee relations matters, such as EEO, MSPB, adverse actions, settlements, and administrative investigations. - Experience developing and implementing Federal employee relations policies, consultation with legal adviser, i.e. general counsel, solicitor. - Experience interpreting and applying 5 CFR 752 and 5 CFR 432. - Research and development of employee relations related policies and procedures. Benefits - Opportunity to work a hybrid work schedule. - A knowledgeable, high-achieving, diverse, experienced, and fun team. - The chance to be part of a rapidly growing company and the next success story. - A competitive base salary with a loaded benefits package plus 401K. - Tuition/education assistance, personal computer allowance, pet insurance.

Role Description We are seeking an experienced Employee Relations Specialist to provide expert consultation and technical guidance to federal supervisors and managers on: - Disciplinary and adverse actions - Performance management - Grievance administration - Reasonable accommodation - Leave/attendance issues The ideal candidate ensures procedural compliance with OPM regulations (5 CFR 752, 5 CFR 432) and partners with Legal, Labor Relations, and EEO stakeholders to manage complex ER cases from intake through resolution. Qualifications - Three to five (3-5) years of experience developing recommendations and providing consultation services on sensitive Federal civilian employee relations matters. - Technical advice and guidance to supervisors and managers on complex Federal employee relations matters, such as disciplinary actions including suspensions and reprimands, administrative investigations, and performance issues. - Experience interpreting and applying 5 CFR 752 and 5 CFR 432. - Development of Federal employee relations related correspondence, communications, and memorandums for legal review/concurrence. Requirements - Conduct consultations with supervisors and management to define the issue (misconduct, performance, attendance, conduct related medical issues), desired outcomes, timelines, and risk factors. - Consult with supervisor on appropriate action paths (counseling, reprimand, suspension, removal; performance improvement processes; alternative dispute resolution). - Outline procedural requirements and due process steps; set service level expectations and case milestones. - Analyze facts/evidence and recommend disciplinary strategies consistent with agency policy and "Douglas factors" considerations. - Draft or quality check disciplinary letters (e.g., admonishment, reprimand, suspension) and supporting documentation. - Coordinate with Investigations, and Counsel where applicable; ensure Weingarten rights (for bargaining unit) and proper documentation of interviews. - Track action timelines; ensure notice, opportunity to respond, and decision procedural integrity. - Provide technical guidance on adverse actions (suspension >14 days, demotion, removal). - Prepare or review proposal and decision letters, evidence files, and legal sufficiency checks. - Construct the case file (charge drafting, specifications, nexus, penalty selection) and coordinate with MSPB litigation stakeholders as needed. - Manage response meetings, summarize oral/written replies, and ensure proper consideration by deciding officials. - Administer negotiated grievance procedures for bargaining unit employees and administrative grievance systems for non-bargaining employees. - Screen, docket, and track grievances; ensure timelines, procedural compliance, and proper escalation. - Assist management on step responses, settlement options, and ADR/mediation pathways. - Prepare case summaries and management positions for third party proceedings. - Assist supervisors with performance plan development (critical elements, standards, alignment to mission). - Assist supervisors when addressing performance deficiencies and design improvement strategies (coaching, training, workload clarification). - Draft and manage Performance Improvement Plans (PIPs): content, duration, measurable expectations, resources. - Guide unacceptable performance actions (demotion/removal under Part 432), ensuring documentation and procedural compliance. - Assist management with post PIP evaluations and outcomes (successful completion, extension, action initiation). - Assist management with attendance and leave problems, including leave abuse, medical documentation, and progressive discipline for failure to follow leave procedures. - Coordinate with benefits/leave programs (e.g., FMLA, VLTP, Leave Bank) for case impacts and ensure consistent application. - Distinguish between conduct or performance issues and medical/functional limitations, guiding to the correct framework. - Inform management on the interactive process with employees; gather medical documentation and functional limitation information from employees or supervisors. - Evaluate effective accommodations (equipment, schedule adjustments, telework, reassignment consideration) in consultation with deciding officials, medical officer, Disability program manager, etc. - Draft RA determinations, track timelines, document decisions (approved/denied/alternative accommodations), and manage reassessment as needed. - Ensure confidentiality and proper records handling for medical/RA documentation. - Build and maintain RA case files and update systems, reports and tracking mechanisms. - Build defensible case files: evidence inventories, interview summaries, affidavits, exhibits, timelines, etc. - Maintain case tracking systems; record milestones (proposal dates, reply windows, decisions, effective dates). - Ensure retention and access controls for ER records (e.g., disciplinary files separate from eOPF where required). - Interpret and apply OPM regulations, agency directives, and case law in ER matters. - Ensure actions comply with merit system principles, veterans' preference (where relevant), and EEO/anti-retaliation requirements. - Identify and mitigate risk/exposure (e.g., disparate treatment, due process defects, harmful error). - Partner with Labor Relations, EEO/Disability Programs, Security/Investigations, Counsel, and HR Operations to align case strategy and execution. - Prepare management for hearings/third party proceedings (MSPB, arbitration, mediation) with clear summaries and exhibits. - Support settlement discussions, draft settlement frameworks, and coordinate implementation of agreed terms. - Develop and deliver training for supervisors on performance management, documentation best practices, RA process, and discipline/adverse action procedures. - Provide coaching on effective feedback, documentation, counseling conversations, and early intervention tactics. - Create and maintain templates (letters, witness statements, PIP formats) and job aids. Benefits - Opportunity to work a hybrid work schedule. - A knowledgeable, high-achieving, diverse, experienced, and fun team. - The chance to be part of a rapidly growing company and the next success story. - A competitive base salary with a loaded benefits package plus 401K. - Tuition/education assistance, personal computer allowance, pet insurance.

Role Description We are seeking an experienced Labor Relations Specialist to provide expert advisory services to management and HR partners across collective bargaining, contract administration, grievance and arbitration proceedings, and unfair labor practice matters. The ideal candidate brings a minimum of seven (7) years of federal labor relations experience and a proven track record representing management in negotiations and dispute resolution. Responsibilities - Strategic Labor Relations Consultation - Provide expert LR expertise and guidance to management and HR partners/liaisons on bargaining obligations, impact & implementation (I&I), past practice, and union rights. - Assess proposed management actions for duty-to-bargain implications and recommend risk managed paths (e.g., notice, bargaining, permissive topics). - Assist with contract interpretation, grievance prevention, and strategies that uphold merit system principles and foster constructive relations. - Labor Management Relationship Building - Establish and maintain effective relationships with labor organizations, supervisors, managers, and cross functional stakeholders. - Facilitate regular labor management communication, including forums/committee meetings, and promote problem solving approaches (e.g., interest based techniques). - Coach leaders on constructive engagement practices, communication norms, and maintaining credibility with bargaining unit representatives. - Negotiations & Management Team Participation - Serve as a management negotiating team member for CBA negotiations, mid-term bargaining, impact & implementation bargaining, and MOUs. - Develop negotiation strategy: objectives, proposals, counter-proposals, costing, and trade-offs; prepare negotiation templates and talking points. - Provide real-time LR advice ensuring positions are legally defensible, operationally feasible, and aligned with agency policy. - Draft tentative agreements, maintain bargaining records, and support contract ratification and implementation planning. - Ensuring Appropriate Union Consultation / Duty to Bargain - Assure union is conferred with on appropriate matters by issuing timely notices, coordinating bargaining schedules, and documenting outreach efforts. - Determine whether changes relate to conditions of employment; identify bargaining scope (substantive vs. I&I) and management rights considerations. - Track bargaining timelines, responses, and good faith bargaining requirements; maintain defensible records for audits or litigation. - Grievances Administration & Arbitration Preparation - Administer negotiated grievance procedures: intake, docketing, timeline control, and coordination of step responses. - Coach management on grievance responses, settlement options, and case resolution best practices. - Prepare management case files and serve as agency representative in arbitration-including witness preparation, exhibits, issue framing, and post hearing briefs. - Unfair Labor Practices (ULPs) & Third-Party Proceedings - Draft responses to ULP charges (investigation, affidavits, legal sufficiency review), coordinate strategy with legal, and assist management in FLRA proceedings. - Draft and assist in negotiability appeals, unit clarification petitions, and representation matters. - Coordinate submissions and assist with other third-party forums (e.g., FSIP impasse proceedings, mediation). - Impasse Resolution & FSIP Coordination - Identify potential impasse situations; initiate mediation and escalate to FSIP when appropriate. - Compile bargaining history, unresolved issues, and agency positions; manage FSIP process steps and compliance with decisions. - Consult with leadership on implementation strategies post FSIP resolution. - Clarifications of Bargaining Unit & Unit Status Matters - Conduct analyses for bargaining unit clarifications, exclusions, and case filings (e.g., supervisory, confidential, personnel, national security designations). - Draft documentation for FLRA unit clarification petitions; coordinate interviews and evidence development. - Maintain accurate unit status records and work with management on organizational changes that impact bargaining status. - Contract Administration & Policy Implementation - Interpret the collective bargaining agreement (CBA) for management; issue guidance, FAQs, and job aids to ensure consistent application. - Monitor compliance with contract provisions; recommend process adjustments to meet contractual and statutory obligations. - Assist with CBA roll-out activities: training, change management, and communication plans. - Case Development, Evidence Management & Records - Build defensible LR case files (grievances, ULPs, arbitrations, negotiability cases): issue statements, affidavits, exhibits, timelines, and settlement records. - Maintain secure case tracking; record milestones, deadlines, decisions, and outcomes. - Ensure proper records retention and confidentiality standards. - Stakeholder Coordination & Representation - Partner with General Counsel, EEO, Employee Relations, Operations, and leadership to align LR strategy and execution. - Prepare leaders and witnesses for hearings (arbitration, FLRA, FSIP) with clear case theory, testimony outlines, and risk considerations. - Support settlement negotiations and implement agreements (training, policy updates, communications). - Training & Resources - Design and/or deliver training for supervisors/managers on bargaining obligations, contract application, grievance handling, and effective union interactions. - Provide assistance with documentation, communication, and early dispute resolution to reduce litigation exposure. - Maintain templates and toolkits (notice letters, bargaining agendas, grievance response formats, arbitration prep checklists). Qualifications - Three to five (3-5) years of experience providing expert labor relations advisory services to management on issues involving grievances, arbitration, collective bargaining, and dispute resolution. - Interpreting and applying Federal labor relation laws, regulations, case law, and guidance to develop policy positions and recommendations. - Representing management in negotiations or discussions with union officials on sensitive or high-impact labor relations matters. - Analyzing labor relation issues and developing strategies or program improvements to support organizational goals. Benefits - Opportunity to work a hybrid work schedule. - A knowledgeable, high-achieving, diverse, experienced, and fun team. - The chance to be part of a rapidly growing company and the next success story. - A competitive base salary with a loaded benefits package plus 401K. - Tuition/education assistance, personal computer allowance, pet insurance.

Role Description We are seeking an experienced Labor Relations Specialist to provide expert advisory services to management and HR partners across collective bargaining, contract administration, grievance and arbitration proceedings, and unfair labor practice matters. The ideal candidate brings a minimum of seven (7) years of federal labor relations experience and a proven track record representing management in negotiations and dispute resolution. Responsibilities - Strategic Labor Relations Consultation - Provide expert LR expertise and guidance to management and HR partners/liaisons on bargaining obligations, impact & implementation (I&I), past practice, and union rights. - Assess proposed management actions for duty-to-bargain implications and recommend risk managed paths (e.g., notice, bargaining, permissive topics). - Assist with contract interpretation, grievance prevention, and strategies that uphold merit system principles and foster constructive relations. - Labor Management Relationship Building - Establish and maintain effective relationships with labor organizations, supervisors, managers, and cross functional stakeholders. - Facilitate regular labor management communication, including forums/committee meetings, and promote problem solving approaches (e.g., interest based techniques). - Coach leaders on constructive engagement practices, communication norms, and maintaining credibility with bargaining unit representatives. - Negotiations & Management Team Participation - Serve as a management negotiating team member for CBA negotiations, mid-term bargaining, impact & implementation bargaining, and MOUs. - Develop negotiation strategy: objectives, proposals, counter-proposals, costing, and trade-offs; prepare negotiation templates and talking points. - Provide real-time LR advice ensuring positions are legally defensible, operationally feasible, and aligned with agency policy. - Draft tentative agreements, maintain bargaining records, and support contract ratification and implementation planning. - Ensuring Appropriate Union Consultation / Duty to Bargain - Assure union is conferred with on appropriate matters by issuing timely notices, coordinating bargaining schedules, and documenting outreach efforts. - Determine whether changes relate to conditions of employment; identify bargaining scope (substantive vs. I&I) and management rights considerations. - Track bargaining timelines, responses, and good faith bargaining requirements; maintain defensible records for audits or litigation. - Grievances Administration & Arbitration Preparation - Administer negotiated grievance procedures: intake, docketing, timeline control, and coordination of step responses. - Coach management on grievance responses, settlement options, and case resolution best practices. - Prepare management case files and serve as agency representative in arbitration-including witness preparation, exhibits, issue framing, and post hearing briefs. - Unfair Labor Practices (ULPs) & Third-Party Proceedings - Draft responses to ULP charges (investigation, affidavits, legal sufficiency review), coordinate strategy with legal, and assist management in FLRA proceedings. - Draft and assist in negotiability appeals, unit clarification petitions, and representation matters. - Coordinate submissions and assist with other third-party forums (e.g., FSIP impasse proceedings, mediation). - Impasse Resolution & FSIP Coordination - Identify potential impasse situations; initiate mediation and escalate to FSIP when appropriate. - Compile bargaining history, unresolved issues, and agency positions; manage FSIP process steps and compliance with decisions. - Consult with leadership on implementation strategies post FSIP resolution. - Clarifications of Bargaining Unit & Unit Status Matters - Conduct analyses for bargaining unit clarifications, exclusions, and case filings (e.g., supervisory, confidential, personnel, national security designations). - Draft documentation for FLRA unit clarification petitions; coordinate interviews and evidence development. - Maintain accurate unit status records and work with management on organizational changes that impact bargaining status. - Contract Administration & Policy Implementation - Interpret the collective bargaining agreement (CBA) for management; issue guidance, FAQs, and job aids to ensure consistent application. - Monitor compliance with contract provisions; recommend process adjustments to meet contractual and statutory obligations. - Assist with CBA roll-out activities: training, change management, and communication plans. - Case Development, Evidence Management & Records - Build defensible LR case files (grievances, ULPs, arbitrations, negotiability cases): issue statements, affidavits, exhibits, timelines, and settlement records. - Maintain secure case tracking; record milestones, deadlines, decisions, and outcomes. - Ensure proper records retention and confidentiality standards. - Stakeholder Coordination & Representation - Partner with General Counsel, EEO, Employee Relations, Operations, and leadership to align LR strategy and execution. - Prepare leaders and witnesses for hearings (arbitration, FLRA, FSIP) with clear case theory, testimony outlines, and risk considerations. - Support settlement negotiations and implement agreements (training, policy updates, communications). - Training & Resources - Design and/or deliver training for supervisors/managers on bargaining obligations, contract application, grievance handling, and effective union interactions. - Provide assistance with documentation, communication, and early dispute resolution to reduce litigation exposure. - Maintain templates and toolkits (notice letters, bargaining agendas, grievance response formats, arbitration prep checklists). Qualifications - Minimum of seven (7) years of experience providing expert labor relations advisory services to management on issues involving grievances, arbitration, collective bargaining, and dispute resolution. - Experience interpreting and applying Federal labor relation laws, regulations, case law, and guidance to develop policy positions and recommendations. - Experience representing management in negotiations or discussions with union officials on sensitive or high-impact labor relations matters. - Experience analyzing labor relation issues and developing strategies or program improvements to support organizational goals. Benefits - Opportunity to work a hybrid work schedule. - A knowledgeable, high-achieving, diverse, experienced, and fun team. - The chance to be part of a rapidly growing company and the next success story. - A competitive base salary with a loaded benefits package plus 401K. - Tuition/education assistance, personal computer allowance, pet insurance.