Human Resources Specialist (ER-LR)

About the role

This position is located in the Office of Administration, Office of Human Resources (OHR), Labor and Employee Relations Division.

The incumbent serves as a Senior Human Resources Specialist and designated Labor Relations Officer (LRO), functioning as the agency's authoritative technical expert on union-management relations, collective bargaining, and unfair labor practices (ULPs).

What you will do

• Provides full-scope advisory services across employee relations (ER), performance management, administrative investigations/anti-harassment inquiries, and suitability determinations.
• Serves as the authoritative management advisor and lead negotiator for collective bargaining agreements, mid-term bargaining, impact-and-implementation negotiations, and union information requests.
• Represents the agency before third parties, including the Federal Labor Relations Authority (FLRA), the Federal Mediation and Conciliation Service (FMCS), and grievance arbitrators.
• Coordinates responses to unfair labor practice (ULP) charges and complex negotiated grievances, promoting dispute resolution at the lowest organizational tier.
• Advises management on complex, high-risk employee conduct and disciplinary matters.
• Formulates strategy and drafts legally defensible administrative actions, including reprimands, suspensions, demotions, and removals under Title 5 U.S.C.
• Partners with the Office of Chief Counsel to prepare litigation defense files, declarations, and testimony for hearings before the Merit Systems Protection Board (MSPB) and Equal Employment Opportunity Commission (EEOC).
• Provides expert technical consultation on Chapter 43 actions, performance appraisal cycles, and performance improvement plans (PIPs).
• Evaluates deficiencies, reviews narrative appraisals, and counsels supervisors through remedial and corrective performance-based actions.
• Serves as a senior technical investigator and advisor on allegations of workplace harassment and misconduct.
• Develops investigative strategies, conducts comprehensive fact-finding interviews, gathers evidence, drafts exhaustive investigative reports, and delivers objective findings with corrective action recommendations to deciding officials.
• Provides support with reviews background investigations and pre-/post-employment conduct to render authoritative suitability advisements under 5 CFR Part 731.
• Evaluates nexus, mitigating/aggravating factors, and security/suitability risks to formulate management positions regarding employment eligibility or suitability-based separations.
• The ideal candidate for this position has expert level knowledge of HR practices, laws, regulations, policies to provide advice and resolve the full range of complex and wide impacting employee and labor relations operational problems.
• The applicant must have excellent written, verbal and analytical skills, work collaboratively with other and have experience serving as an advisor to all levels of management on employee and labor relations issues.

Requirements

• As a condition of employment for accepting this position, you may be required to serve a 1-year probationary period during which we will evaluate your fitness and whether your continued employment advances the public interest.
• In determining if your employment advances the public interest, we may consider: your performance and conduct; the needs and interests of the agency; whether your continued employment would advance the organizational goals of the agency or the Government; and whether your continued employment would advance the efficiency of the Federal service.
• Upon completion of your probationary period, your employment will be terminated unless you receive certification, in writing, that your continued employment advances the public interest.
• SELECTIVE SERVICE: Males born after 12/31/1959 must be registered for the Selective Service.
• GOVERNMENT TRAVEL CARD: This position involves travel.
• A government contractor-issued travel card will be issued and must be retained for official business only.
• BACKGROUND INVESTIGATION: A background security investigation is required for all selected individuals.
• Appointment will be subject to the applicant's successful completion of the security investigation and favorable adjudication.
• Failure to meet these requirements will be grounds for termination.
• PROBATIONARY PERIOD: You must complete a one-year probationary period (unless already completed).
• TIME-IN-GRADE: Federal applicants must have served 52 weeks at the next lower grade in the competitive or excepted service in the executive branch to satisfy time-in-grade restrictions contained in 5 CFR 300, Subpart F.
• See other information for additional instructions.

How you will be evaluated

DESCRIBING YOUR EXPERIENCE: Please be clear and specific when describing your experience, as HR evaluates applications strictly on the facts provided and will not make assumptions. To receive full credit, your narrative responses must be written in paragraph format and explicitly match your resume.

Begin each response by listing the exact position title, organization, employment dates (MM/YYYY–MM/YYYY), full- or part-time status, average weekly hours, and federal series/grade (if applicable). Within the body of the paragraph, clearly describe your specific duties, actions taken, tools used, and measurable outcomes.

HR will cross-check these details against your resume; if your resume does not fully support every claim and timeframe, the experience will not be considered for credit, which may result in an ineligible determination.

Eligible Federal employees also seeking consideration for non-competitive reassignment for this position must indicate interest and must have competitive status on a SF-50, meet minimum qualifications, served at the same grade or higher, or held or exceeded the promotion potential of this position.

All applicants: Your application will be reviewed in two phases to determine how you move forward in the hiring process. Phase I: Your resume will be reviewed to determine your technical qualifications for this position based on the required specialized experience. ONLY two (2) pages of your resume will be reviewed.

Additional information beyond your resume (e.g., cover letter, links embedded in your resume) will not be reviewed. Applicants passing “Phase I” will move on to the “Phase II” of the assessment process where your application will be reviewed and rated based on the KSAs/Competencies listed in the vacancy announcement by a Subject Matter Expert (SME).

You may preview questions for this vacancy.

Documents you must provide

• In accordance with the OPM memorandum titled Merit Hiring Plan, dated May 29, 2025, resumes with a maximum of two (2) pages in length will be accepted as part of your application.
• These should be legible and in a readable font size.
• A determination of your eligibility and/or qualifications will be based only on those two (2) pages.
• Your resume MUST contain specific information that is used to make a qualification determination, including employment beginning and ending dates for each position, whether employment is Full-time or Part-time, or average number of hours worked per week, and position titles (e.g., Program Analyst, GS-343-11 | January 2009–Present | 40 Hours/Week).
• If the position is/was in the Federal government, you will need to provide the position series and grade level.
• The resume should show relevant experience and education, as well as support the required specialized experience.
• PERFORMANCE APPRAISALS / INCENTIVE AWARDS: If applicable, you may submit recent performance appraisals and incentive award documentation dated within the last 18 months.
• To receive due consideration during the evaluation process, your performance appraisal must show the official rating of record and be signed by a supervisor.
• If an appraisal is unavailable, you must submit a statement explaining why (do not submit a performance plan).
• Qualifying incentive documentation includes superior performance, special act or achievement awards, and quality step increases.
• All submitted documentation will be forwarded to the selecting official to support your application.
• VETERANS: Your last DD214 (member 4 copy), Certificate of Release or Discharge From Active Duty, that shows the type of discharge and all dates of active duty is required to verify your eligibility.
• If applying to a vacancy opened to all US Citizens under category rating and wish to be considered as a preference eligible, you need to submit a copy of your DD214 (member-4 copy).
• If claiming preference eligibility as a disabled veteran, you must submit proof of entitlement of this preference which is normally a valid letter from the Department of Veterans Affairs certifying to the present existence of the service-connected disability and indicating the percentage of your disability.
• An SF-15 is desired, but not required.
• If applying to a vacancy opened Status and you are requesting consideration under Veteran's Employment Opportunity Act (VEOA) (***), you need to provide a copy of your last DD214 (member-4 copy), which verifies your military service dates, reason for separation, OR certification of separation that shows a discharge date within 120 days of the closing of this announcement, and eligibility for consideration under the Veterans Employment Opportunity Act.
• NON COMPETITIVE APPLICANTS: If requesting concurrent consideration for Non-competitive (NC) appointment eligibility, you must provide the appropriate SPECIAL APPOINTING AUTHORITY DOCUMENTS, such as PCS orders (military spouse) describing move & marriage certificate; letter from VA or DD214 describing 100% disability of spouse; letter from State Vocational Office certifying disability (schedule A), etc. For more information, visit military spouse NC appointments or Persons with Disabilities NC appointments.
• DISPLACED EMPLOYEES: If requesting consideration under the Career Transition Assistance Program (CTAP) or Interagency CTAP program (ICTAP), you must meet the well qualified standards for this vacancy (meeting minimum requirements for position and scoring at least an 80) and provide all of the following documents: your most recent performance appraisal, the proof of eligibility letter from the Agency, and your most current SF-50, displaying current series and grade.
• Qualified CTAP/ICTAP candidates receive priority and will be referred to the hiring manager.
• For more information, please review the OPM Employee's Guide to Career Transition.
• IMPORTANT: Submit all required resume details and documents by the closing date.
• Verify that all files have successfully transferred before submitting.
• Late or incomplete applications will be disqualified.

What to expect next

You may check your application status by logging into USAJobs.com. (Select "My USAJOBS" and click "Applications"). Within two weeks of the closing date, a Human Resources Specialist will evaluate your application.

Ratings will be determined based on the documents and information received by the closing date. Qualified candidates will be assigned a category, not including points that may be assigned for veterans' preference. If the vacancy is advertised under status, your application will be scored on a scale between 70 - 100.

The most highly qualified candidates are then referred to the hiring manager for further consideration. If the vacancy was advertised under category rating, then the appropriate veteran's preference will be applied. If you are selected for an interview, the hiring agency will contact you directly.

Once the position is filled, we will notify all applicants of their final status.

Additional information

The Fair Chance to Compete for Jobs Act prohibits the Department of Transportation and its Operating Administrations from requesting an applicant's criminal history record before that individual receives a conditional offer of employment.

In accordance with 5 U.S. Code § 9202(c) and 5 C.F.R § 920.201 certain positions are exempt from the provisions of the Fair Chance to Compete Act. Applicants who believe they have been subjected to a violation of the Fair Chance to Compete for Jobs Act, may submit a written complaint to the Department of Transportation by email at, ***.

To learn more, please visit our page at: The Fair Chance to Compete Act | US Department of Transportation CURRENT OR FORMER FEDERAL APPLICANTS: Submit SF-50 documentation proving your highest competitive grade, federal eligibility, and 52-week time-in-grade requirement.

To pass HR validation, it's recommended to combine and upload these into a single PDF: Start Date: The SF-50 showing when you were originally appointed or promoted to the qualifying grade. End Date: An SF-50 dated at least 52 weeks later (e.g., a Within-Grade Increase, promotion, or subsequent action) to prove a sequential 52-week period.

Warning on Incomplete Documentation: Do not submit an award or current-year annual pay adjustment SF-50 by itself. These do not prove your original entry date or grade. If your documents fail to conclusively prove a full 52-week history, you will be rated Ineligible.

This announcement may be used to fill additional positions if similar vacancies occur within 90 days of the issue date of the referral certificate.