Human Resources Specialist (Executive ER/LR)
What you'd do
The Human Resources Specialist (Executive ER/LR), GS-0201-13, provides staff level management advisory service to Network and field facilities on a full range of employee (ER) and labor (LR) relations issues. They resolve difficult and complex problems which could have a direct impact on the Department mission.
Major duties
Major duties of the position may include but not limited to the following: Provides advice and assistance to higher echelon staff and/or independently resolves issues on the application of negotiated agreements and FLRA decisions, resolution of grievances, and arbitration proceedings. Reviews issuances from Office of Personnel Management (OPM), Veterans Affairs (VA), Headquarters (HQ) Veterans Health Administration (VHA), Federal Labor Relations Authority (FLRA), Federal Service Impasses Panel (FSIP), Department of Labor (DOL), etc., and develops implementing instructions for use by the VISN. Recommends and/or writes supportable grievance decisions. Reviews all Medical Center Memoranda for potential bargaining unit impact and designs approaches to fulfilling bargaining obligations. Prepares responses to proposed policies, and standards of higher authority regarding ER and/or LR issues. These can include requests from members of Congress, Merit Systems Protection Board (MSPB), FLRA and FSIP, and the OPM. Provides direction, consultation and advice to the Human Resources staff, facility Director(s) and higher echelon staff on matters running the gamut of questions covering laws and regulations contained in case law and precedent decisions, all related to administration of the labor program. Responsible for assisting in the formulation of positions on complex questions and policy issues requiring guidance and/or interpretation of regulations, means of obtaining third party mediation and/or fact-finding. Investigates disputes, unfair labor practice charges, and formal/informal complaints to obtain facts for use in selecting and/or recommending a course of action. Prepares reports required by higher authority on labor relations program. Conducts and advises on VISN Office ER/LR matters, all proposed adverse actions, coordination & oversight including but not limited to OAWP, DAB, AIB, fact findings, grievance examiner, labor issues & negotiations, state licensure reviews, suitability, Drug Free Workplace, Workplace Violence Prevention Program, and 3rd party hearing representation, reasonable accommodations, etc. This may include but not be limited to resolution of administrative grievances, post separation reviews, Congressional, Office of Inspector General (OIG), Office of Special Counsel (OSC), Equal Opportunity Employment (EEO), MSPB or department level complaints. Reviews requests and submits justification for those ER/LR actions requiring approval by Network Director, VHA, VA or higher authority, then takes appropriate action, and prepares necessary correspondence. Actively participates in applicable VISN Performance Improvement Committees and VISN Leadership Committees providing support to facilities in the form of guidance, recommendations, and solutions to achieve and sustain a high level of performance regarding all measures related to employee relations, performance management and recognition. Serves as the administrator for the VHA Performance Management System in the VISN and ensures that the Network office maintains a performance management program that is in accordance with VA Handbooks and Directives. Performs other duties as assigned. VA offers a comprehensive total rewards package: HR Specialist Total Rewards Work Schedule: Full-time; Monday - Friday; Must work VISN 21 core hours; Subject to change to meet the needs of the Agency. Telework: Ad-hoc authorized Virtual: This is not a virtual position. Position Description/PD#: Human Resources Specialist (Executive ER/LR)/PD99988S Relocation/Recruitment Incentives: Not authorized Critical Skills Incentive (CSI): Not approved Permanent Change of Station (PCS): Not authorized Physical Requirements: The work required does not inherently include any physical requirements essential for successful job performance that could not otherwise be performed with accommodation or workplace adjustment. A pre-placement physical examination is not required.
What you need to qualify
To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 08/05/2026. 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: provides technical guidance, information, and assistance to management and senior leadership officials on sensitive, serious, and controversial employee labor relations issues, reviews third-party involvement in negotiations and represents the network in complex cases. ~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: represents management at arbitrations and in situations involving proceedings before other third parties, responds to inquiries about disciplinary actions, grievances, and appeals concerning timeliness, documentation, and other requirements, serves as subject matter expert regarding policies and procedures pertaining to Disciplinary Appeals Boards (DAB), Office of Whistleblower and Accountability Protection (OWAP), Office of Inspector General (OIG), Federal Labor Relations Authority (FLRA), Merit Systems Protection Board (MSPB), and Equal Employment Opportunity Commission (EEOC). Impact of Time-in-Grade Restrictions: Unless excluded from coverage under 5 C.F.R. Part 300, Subpart F, current (and some former) Federal Grade employees must meet time-in-grade requirements to qualify for the grade level through Criteria 1: graduate degree and specialized experience.
Before you apply
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