Supervisory HR Specialist - Performance Management
What you'd do
The Veterans Health Administration (VHA) 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 position is located within VISN 4 (legacy) Employee & Labor Relations, Performance Management; temporary promotion not-to-exceed 1-year.
Major duties
This position is the supervisor of VISN 4's Performance Management Team. The incumbent is responsible for oversight of the performance management program and will supervise subordinate staff responsible for providing subject matter expert guidance on performance management to all levels of VISN 4 leadership. The selectee can work from their current duty location. Major duties include, but may not be limited to: Provides performance management guidance and performance-related Employee Relations advice and services to VISN 4 HR personnel, managers, supervisors, senior level officials, and employees involving the full spectrum of performance management-related HR policies, programs, processes, collective bargaining agreements, and procedures Renders expert performance management advice and services and provides key insight into performance management and Employee Relations statutory and regulatory guidance and policies, processes, procedures, as well as interpretations on law, rule, and regulation. As a recognized advisor, collaborates with HR staff, managers, and/or supervisors to develop performance management courses of action to resolve complex issues and/or concerns, real or perceived situations. Analyzes significant management issues and problems and develops recommendations and alternative solutions. Plans work and carries out activities to manage employee/labor relations for an integrated healthcare network. Responsible for Employee Relations/Labor Relations, Performance Management, and Drug-free Workplace for the Network. Provides guidance in especially unresolved, complex cases, referring to the supervisor only those problems which exceed the scope of the organizations serviced. In providing advice and assistance, recognizes legitimate management needs and explores alternatives to meet those needs without sacrificing legal and regulatory compliance. Ensures HR Program specialty training courses for managers and supervisors are delivered. Develops new operating procedures as necessary to deal with emerging human resource management issues within the serviced area. Technical guidance, information and assistance provided includes subject matter, such as actions of a disciplinary or adverse nature, grievances, demands to bargain, impasse proceedings, local bargaining, performance management and recognition, employee counseling, appeals, complaints, drug testing, and other related functions. Researches and interprets legal and regulatory program guidance, including case law, collective bargaining agreements, United States Code, Code of Federal Regulations, and VA Handbooks and Directives. . Ensures subordinates' actions satisfy the agency's obligations to bargain in good faith, performs thorough analysis of policies andpractices, and develops policies and practices to prevent unfair labor practices. Reviews third-party involvement in negotiations and represents the network in complex cases, serves as a point of contact on third-party proceedings arising from the labor management programs, such as unfair labor practice charges. Represent management at arbitrations and in situations involving proceedings before other thirdparties, as appropriate. Performs a full range of supervisory duties relating to supervision of ER/LR Shared Services staff. Plans and directs work, assigns tasks, evaluates work performed, advises employees, selects applicants to fill vacant positions, handles complaints, grievances, and disciplinary problems regarding subordinate staff. Ensures adequate training of subordinates. Provides advice and direction regarding production and quality requirements. Evaluates unit productivity, quality, regulatory compliance, and technical competence. Makes changes in work assignments and workflow; balances workload among positions to increase effectiveness of operations. Meets with subordinates to discuss production reports, offers and solicits recommendations for improvement, and ensures staff maintain optimum case load management. Performs other duties as assigned. Work Schedule: 8:00am - 4:30pm, Monday - Friday Virtual: This is not a virtual position. Position Description/PD#: Supervisory HR Specialist - Performance Management / PD99980S Relocation/Recruitment Incentives: Not authorized Critical Skills Incentive (CSI): Not approved Permanent Change of Station (PCS): Not authorized
What you need to qualify
To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 07/16/2026. 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: Knowledge of and skill in applying laws, executive orders, regulations, collective bargaining agreements concepts and related principles, and guidelines sufficient to support an employee and labor relations program, including negotiation with labor representation; Coordinates and advise supervisors and managers on technical issues involving disciplinary, adverse and all other relevant corrective actions; Researches and interprets legal and regulatory program guidance, including case law, United States Code, Code of Federal Regulations, and VA Handbooks and Directives; Conducts and advises on ER matters, adverse actions, coordination and oversight, fact finding, grievance examining, suitability, Drug Free Workplace, Workplace Violence Prevention Program and third-part hearing representation; Analyzes changes to regulations and policies to determine the impact on the labor relations program; determines need for impact and implementation or full bargaining at the appropriate level. 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.
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