This position is located in the Employee and Labor Relations Branch of OHRM. This branch has responsibility for the full scope of employee relations, conduct, and discipline issues as well as managing the agency's collective bargaining agreement(s), resulting grievances, and relations with labor unions. The Branch Chief will lead the Branch staff in using a client-centric, data-driven, and solutions focused approach to managing the agency's employee and labor relations (ELR) efforts.

Duties

As the Employee and Labor Relations Chief, collaborates with OHRM subject matter experts and staff to advise in other areas of human capital management as they intersect with labor or employment matters. 1. The primary purpose of this position is to serve as Branch Chief and technical expert on the agency's ELR programs and issues, which include employee relations, performance, conduct and discipline issues, negotiation, and application of collective bargaining agreements. 2. Provides advice and assistance to managers and staff when difficult problems arise in establishing and maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, morale, and discipline. Applies 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. 3. Advises and assists management and senior leadership in providing technical advice to operating divisions in all relevant areas of ELR, to include: statutory interpretation; charges of unfair labor practices; technical strategies for resolving unprecedented issues, negotiability issues, representation questions, grievability and/or arbitrability issues, performance management, disciplinary/adverse actions, leave, telework and suitability. Determines which arbitration/negotiability cases will be raised to the Federal Labor Relations Authority based on agency requirements and mission objectives. 4. Exercises full personnel authority to supervise the ELR staff in servicing a highly technical workforce that contains complex, professional, administrative, and technical work up. 5. Provides advisory and consultative services to senior leadership and management on issues related to the negotiation and renegotiation of collective bargaining agreements. Serves as the primary advisor to management officials participating in bargaining efforts and may represent the Chief People Officer or Deputy Chief People Officer in relevant meetings or engagements. 6. Keeps abreast of new developments and regulatory guidance from higher authorities in assigned functional areas. Keeps up to date with new developments and emerging ideas in employee and labor relations, writing new policies and programs based on those new developments. 7. Responds to the most difficult and complex situations in correcting work deficiencies, poor performance, and leave abuse. Informs staff on regulatory and other requirements in effecting disciplinary actions, removals, suspensions, resolving grievances/appeals, and assisting in development of required correspondence/documents. 8. Plans, develops, and leads implementation of agency-wide policies and/or programs in the area of conduct and discipline, adverse actions and grievances and appeals. Ensures compliance with overarching policies established by FHFA, OPM, and Executive Orders, as well as relevant laws and regulations. Provides interpretive advice and guidance and direct assistance and counsel in the development and conduct of management-employee relations. 9. Serves as principal advisor to HR colleagues and management and on applicability of collective bargaining agreements and other policies in the development of new agency policies to ensure compliance with legal requirements for negotiation with or notification of a labor union. Advises OHRM staff on individual actions, reorganizations, or realignments that may impact bargaining unit staff and coordinates on notification or negotiation requirements as appropriate. 10. Provides expert guidance on ELR-related matters and communicates complex or sensitive issues to relevant officials. Prepares and presents briefings to senior agency managers on ELR issues. 11. The incumbent has supervisory responsibility over professional activities that encompasses a staff of Human Resources Professionals focused on employee and labor relations issues. Interviews for vacancies and makes selections. Sets priorities and assigns/reviews work. Manages, develops, and evaluates performance of staff. Recommends awards. Identifies training needs and determines best way to provide needed training. Ensures office coverage and approves/disapproves leave requests. Manages workload distribution and resolves sensitive, controversial, or overlapping problems. Takes or recommends disciplinary actions. Continuously evaluates and redirects assigned programs. 12. Performs other related duties as assigned.

Requirements

• Status Candidates (Merit Promotion and VEOA Eligibles) and those eligible for other hiring authorities.
• ***SF 50's are now required with the exception of current FHFA employees. Please include one showing your tenure and competitive status. You will not be considered without this.
• Males born after 12-31-59 must be registered for Selective Service
• May be required to successfully complete a probationary period
• Only experience and education obtained by the closing date of this announcement will be considered.
• Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level).
• Suitable for Federal employment, as determined by background investigation
• Resume and supporting documents (See How To Apply)

Qualifications

Qualifying experience for the EL/GS-15 level includes one year of specialized experience at least equivalent to the EL/GS-14 which is in or directly related to the line of work of the position to be filled and which has equipped the applicant with the particular knowledge, skills, and abilities to successfully perform the duties of the position. Examples of specialized experience must include the following: 1. Leading or playing a significant role in the negotiation or renegotiation of all or part of a collective bargaining agreement on behalf of an agency or employer; OR 2. Advising subject matter experts on the implementation of new or revised collective bargaining article on workplace policies, procedures, or guidance; AND 3. Counseling managers on the most complex employee conduct and performance issues and supporting managers in addressing contentious or sensitive employee relations issues; OR 4. Managing projects related to employee and labor relations, such as developing and implementing new policies or procedures, new case management systems, negotiations, ELR supervisory training or any other relevant project. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Education

This job does not have an education qualification requirement.

Contacts

• Address FEDERAL HOUSING FINANCE AGENCY 400 7th Street, SW Washington, DC 20219 US
• Name: Janice Obeido
• Phone: (202) 649-3742
• Email: [email protected]