Senior, Human Resources Specialist (Employee & Labor Relations)

CFSA-ODDA-HUMAN RESOURCES

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Job Description

Job SummaryThe Child and Family Services Agency (CFSA) is a cabinet-level agency within the District of Columbia government, committed to the safety, permanence, and well-being of children and families residing in the District of Columbia. Charged with protecting child victims and those at risk of abuse and neglect, CFSA fosters collaborations within its administrations to deliver exceptional family-focused services to the community and its residents.Works as a Senior Human Resources Specialist, internally known as Lead HR Specialist (Employee and Labor Relations) in the Office of the Deputy Director for Administration (ODDA), Human Resources Administration (HRA), Child and Family Services Agency (CFSA). The incumbent serves as a Senior Human Resources Specialist that leads a team and ensures that the work assignments of the team are carried out and is responsible for providing guidance, consultation, and assistance to managers and employees on employee and labor relations matters including ELR, FMLA, ADA, protected leave and other HR programs. Provides advice on grievances and appeals, corrective and adverse actions, employee discipline, and related matters. Negotiates and administers labor agreements, confers with management, providing guidance, consultation, and staff assistance on a variety of labor relations matters.Duties and ResponsibilitiesReceives, responds to, and resolves employee relations issues including grievances and appeals. Provides a full range of advisory services to include but not limited to, performance and behavior, corrective and adverse actions, District regulatory requirements affecting employee relations, and other related employee and labor relations matters. Leads the development of performance evaluations. Advises employees and officers regarding performance management programs.Leads the implementation of progressive discipline and provides guidance to employees in resolving work-related problems adversely affecting performance.Counsels employees and provides information on rights and obligations under the District merit systems, entitlement to employee benefits, and retirement benefits availability.Meets with operating officials to gather information regarding complaints, grievances, corrective and adverse actions, disciplinary problems, and official hearings. Advises on CFSA policies, procedures, and regulatory requirements for initiating such actions. Assists in the establishment, coordination, and maintenance of the employee relations program and/or segments for the program. Devises special emphasis projects to meet the needs of employees and officers.Provides information, guidance, and advice to employees on the policies, practices, and procedures of the employee relations program.Provides guidance, advice, and substantial information to applicants and employees regarding ELR, FMLA, ADA, protected leave, basic policy interpretation, and other human resources programs.Assists in evaluating and appraising the effectiveness of the employee relations program and recommends changes in or addition to existing procedures.Completes special projects, and studies and prepares reports related to the employee relations program.Works closely with other Human Resources Specialist/Generalist to propose integrated solutions to employee relation issues. LABOR RELATIONSDevelops collective bargaining positions, proposals, counterproposals, rebuttals, strategies and tactics. Responsible for developing negotiating goals and for analyzing cost of union and management proposals and agreements in compensation negotiations. Briefs and instructs members of the management negotiating team in proper negotiating procedures and techniques. Drafts ground rules for conducting negotiations. Advises management representatives on effective presentation, rebuttals, and counter proposals. Analyzes proposed collective bargaining agreement provisions. Advises management on employee-management relations, including legal and regulatory issues, trends in labor relations, and potential backpay and unfair labor practices issues. Represents management in a variety of administrative hearings under the negotiated contract and hearings established under the jurisdiction of the Public Employee Relations Board (PERB). Investigates, researches, and represents management at grievance arbitration hearings and PERB unfair labor practice hearings. Consults with management and labor organizations on the implementation of new laws and changes in policies affecting terms and conditions of employment, collective bargaining unit definition, coding, exclusion, certification, and jurisdiction. Develops proposed changes in labor relations law, rules, and regulations and procedures.Conducts training sessions for officers and other management employees in the area of labor and employee relations, grievance proceedings, and contact administration and negotiation techniques. Participates in seminars for CFSA management on contract provisions and impact.Performs special projects and drafts substantive personnel documents as directed. Perform duties in other Human Resources Administration specialties as required.Performs other related duties as assigned.QualificationsAdvanced knowledge of and demonstrable ability to apply and operationalize labor relations concepts and principles, rules and regulations, policies and procedures, practices and analytical methods and techniques sufficient to provide authoritative advisory services and/or interpret and implement policies and procedures, prepare recommendations to significantly change or modify ELR program or polices; evaluate the new legislation for impact on ELR programs and/or translate legislation into program goals and objectives. Advanced knowledge of Human Resources Management concepts and principles, practices, rules, regulations, trends, and developments, sufficient to advise management and staff on the ELR programs, negotiate and administer labor-management agreements (i.e., collective bargaining agreements, etc.), and provide authoritative advice and guidance to resolve HRM/ELR issues.Advanced knowledge of the pertinent Federal, State and District laws and regulations and other regulatory bodies related to human resources management and labor relations including employment law and arbitration, decisions from the National Labor Relations Board (NLRB), Office of Employee Appeals (OEA), and other public sector third party regulations and decisions. Ability to establish and maintain effective relationships to facilitate the employee relations programs and fosters positive labor-management cooperation.Demonstrable advanced skills to settle grievances, negotiate contracts, and resolve employee/management disciplinary and /or performance issues.Demonstrational ability to communicate effectively, both orally and in writing, to include conducting presentations. Knowledge of MS Office Suite and PeopleSoft and other applicable software that will be introduced by the agency. Education/ExperienceRelevant Master's degree (i.e., Human Resources, Organizational Behavior, or other related field of discipline) is highly preferred. Three (3) years of directly related experience in the area of human resources management, including Employee and Labor Relations FMLA, ADA, protected leave and other HR programs is highly preferred.Must possess at least one (1) year of specialized experience equivalent to the grade 12 level in the District of Columbia government service or its non-District equivalent. Specialized experience is experience which is directly related to the position and has equipped the individual with the knowledge, skills, abilities, and competencies to successfully perform the duties of the position including, but are not limited to: receives, responding to, and resolving employee relations issues including grievances and appeals; providing a full range of advisory services to include but not limited to, performance and behavior, corrective and adverse actions, District regulatory requirements affecting employee relations, and other related employee and labor relations matters; developing collective bargaining positions, proposals, counterproposals, rebuttals, strategies and tactics; developing negotiating goals; analyzing cost of union and management proposals and agreements in compensation negotiations; or other similar duties.Licenses and Certifications: NoneWork Environment: The work is performed in an office setting.Tour of Duty: Monday - Friday Promotion Potential: NoneCollective Bargaining Unit: This position is not covered under a collective bargaining agreement.Duration of Appointment: Career Services- RegularPay, Plan, Series &Grade: CS-0201-13Position Designation: This position is designated as "security" sensitive per DPM Chapters 4 (Suitability). The employee is subject to a criminal background check, traffic records check, and consumer credit check (as applicable), reasonable suspicion drug and alcohol test, and post-accident or incident drug and alcohol test.Residency Preference: Applicants claiming "Residency Preference" will be required to maintain residency in the District of Columbia for a minimum of (7) years. Failure to do so may result in forfeiture of employment.EEO Statement: The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.Closing Statement: Official Job Offers are made by D.C. Child and Family Services Agency.

Requirements

QualificationsAdvanced knowledge of and demonstrable ability to apply and operationalize labor relations concepts and principles, rules and regulations, policies and procedures, practices and analytical methods and techniques sufficient to provide authoritative advisory services and/or interpret and implement policies and procedures, prepare recommendations to significantly change or modify ELR program or polices; evaluate the new legislation for impact on ELR programs and/or translate legislation into program goals and objectives. Advanced knowledge of Human Resources Management concepts and principles, practices, rules, regulations, trends, and developments, sufficient to advise management and staff on the ELR programs, negotiate and administer labor-management agreements (i.e., collective bargaining agreements, etc.), and provide authoritative advice and guidance to resolve HRM/ELR issues.Advanced knowledge of the pertinent Federal, State and District laws and regulations and other regulatory bodies related to human resources management and labor relations including employment law and arbitration, decisions from the National Labor Relations Board (NLRB), Office of Employee Appeals (OEA), and other public sector third party regulations and decisions. Ability to establish and maintain effective relationships to facilitate the employee relations programs and fosters positive labor-management cooperation.Demonstrable advanced skills to settle grievances, negotiate contracts, and resolve employee/management disciplinary and /or performance issues.Demonstrational ability to communicate effectively, both orally and in writing, to include conducting presentations. Knowledge of MS Office Suite and PeopleSoft and other applicable software that will be introduced by the agency. Education/ExperienceRelevant Master's degree (i.e., Human Resources, Organizational Behavior, or other related field of discipline) is highly preferred. Three (3) years of directly related experience in the area of human resources management, including Employee and Labor Relations FMLA, ADA, protected leave and other HR programs is highly preferred.Must possess at least one (1) year of specialized experience equivalent to the grade 12 level in the District of Columbia government service or its non-District equivalent. Specialized experience is experience which is directly related to the position and has equipped the individual with the knowledge, skills, abilities, and competencies to successfully perform the duties of the position including, but are not limited to: receives, responding to, and resolving employee relations issues including grievances and appeals; providing a full range of advisory services to include but not limited to, performance and behavior, corrective and adverse actions, District regulatory requirements affecting employee relations, and other related employee and labor relations matters; developing collective bargaining positions, proposals, counterproposals, rebuttals, strategies and tactics; developing negotiating goals; analyzing cost of union and management proposals and agreements in compensation negotiations; or other similar duties.

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