THIS IS A TITLE 5 EXCEPTED SERVICE POSITION WITH THE NEBRASKA ARMY NATIONAL GUARD. This National Guard position is for a HR SPEC (LABOR REL/EMPLOYEE RELATIONS), Position Description Number T5415000 and is part of JFHQ HRO, Nebraska Army National Guard.

Duties

As a HR SPEC (LABOR REL/EMPLOYEE RELATIONS), GS-0201-11, duties include: 1. The incumbent performs a variety of duties related to the HR Office services in the area of labor and employee relations. Provides management advisory services concerning labor and management relations issues arising from decisions involving Human Resources issues. Evaluates and monitors the effectiveness of employee-employer relationships, which contribute to productivity, motivation, morale and discipline. Advises management and employees on rights and obligations and methods of dealing with problem situations in relation to established regulations, policies, poor communications, attendance, leave usage, interpersonal relationships, grievances, performance deficiencies, appeal issues, and negotiated agreements and collective bargaining agreements. Assists managers and supervisors in informally resolving disputes with union officials concerning the interpretation and/or application of the agreement. Provides advice on how to resolve the issues and how to avoid future occurrences. 2. Responsible for labor contract negotiations and administration. These may include multiple contracts and multiple bargaining units. Consults with all levels of management to include The Adjutant General, Assistant Adjutant General, Chief of Staff, Air Commander, Air National Guard (ANG) Group Commanders, and Army National Guard (ARNG) directorate technicians, to develop state policies on and positions for negotiation to include researching impact of potential union proposals. May serve as chief negotiator. Serves as a participating member, or an advisor to the management negotiating team(s) providing advice on developing management proposals, negotiating strategies, and when the union's proposals may be non-negotiable under federal law and regulations. Establishes the state's position in impasse situations including the preparation of documentary material for review by a third party. Meets with union representatives during the life of the contract to negotiate impact of new programs and policies, reductions-in-force, etc. May assist the Federal Labor Relations Authority (FLRA) in arranging for and conducting union certification elections. Trains supervisors in the provisions of negotiated agreements and other aspects of labor management relations. Develops and represents the state's position in administrative proceedings such as unfair labor practices, grievance proceedings, impasses and arbitrations. Conducts investigations and consults with National Guard Bureau (NGB) Labor Management Division to keep them informed of the issues involved. Prepares briefs, position papers, etc., and assists witnesses in preparing testimony. May accumulate and record actual use of official time by management and union personnel. 3. Serves as point of contact to union representatives, NGB, and management on labor relations' problems. Maintains contact with operating officials to keep them apprised of labor relations policies and procedures and to ensure that the supervisors' need for formal training is identified and information is provided to the Adjutant General on any requirement for program guidance. Obtains from other sources, Alternate Dispute Resolution services and advice or other non-adversarial problem solving approaches such as advocacy, mediation, interest-based bargaining, etc., for a variety of personnel problems encountered by management and employees. Resolutions offered may be non-binding but are to be in the best interest of the National Guard. Advises the organization on issues that are sensitive, serious, or controversial. These issues include ethics, discrimination or fraud, which require special treatment due to the potential embarrassment to the activity, impact on employee morale, or subsequent impact on the group(s) involved. Provides advice and assistance to management on preparing disciplinary and adverse actions. Reviews draft adverse actions to ensure compliance with existing law, rule or regulation. Prepares necessary correspondence and documentation for appeal processes. May prepare and present management's position at adverse action appeal hearings. Serves as committee and/or hearing technical advisor/representative at hearings before such agencies as Federal Services Impasses Panel, Federal Labor Relations Authority, Equal Employment Opportunity Commission, U.S. Courts and the National Guard Bureau. Provides information to supervisors and managers on counseling employees, correcting work deficiencies, and establishing constructive work habits. May facilitate development and administration of labor management partnership. May organize and administer joint labor management training. Performs other duties as assigned.

Requirements

• Males born after 31 December 1959 must be registered for Selective Service.
• Obtain/maintain the level of security clearance/background check required
• May be required to successfully complete a probationary period.
• Direct Deposit is mandatory

Qualifications

Security Clearance/Background Check requirements: In order to comply with US DOD requirements and ensure the safety and security of the missions, programs, property and personnel of the Nebraska Military Department, employees must obtain the appropriate background investigation and maintain the level of security clearance assigned to their respective work. Failure to obtain, within one year of appointment, and maintain the designated type of security clearance/background check required for the respective work may result in a job offer being rescinded, separations of employment, or other actions as may be deemed in the best interest of the agency. Prior to appointment individuals must meet the security clearance requirements for the position or submit the required documents of the Nebraska National Guard, Personnel Security Manager for processing the appropriate investigation. Required forms: SF86, PSIP Initiation Form, Fingerprints, OF306 and Application/Resume. Nebraska National Guard Personnel Security Manager - [email protected]; 402-309-8319. GENERAL EXPERIENCE: Do you possess a general understanding of the basic principles and concepts of this occupational series as listed below? Skill in Collecting and analyzing data effectively, efficiently and accurately; Ability to clearly enunciate English without impediment of speech that would interfere or prohibit efficient communication; Ability to write English in reports and presentation formats; Ability to communicate clearly and effectively; Skilled in presenting formal training presentations and briefings; Ability to assess body language and perceive emotional and/or distress levels; and Skill in applying procedures and directives by reading and interpreting program material. SPECIALIZED EXPERIENCE: 1-year specialized experience must be equivalent to at least the next lower grade. Specialized experience is experience that prepared the applicant to perform the duties of the position. The applicant's educational-degree study program or military or civilian academic courses may substitute for some specialized experience. An applicant must demonstrate the specialized experience competencies (skills, knowledge, abilities and behaviors) to qualify for a position identified by its position grade and career level. Specialized experience factors encompass human resources program's business competencies, familiarity with the subject matter or processes used in human resources programs associated with DoD, U.S. Army, or U.S. Air Force.

Education

A high school diploma or general education development (GED) diploma is required. An undergraduate degree from an accredited college or university is desired. A graduate degree from an accredited civilian academic college or from an equivalent professional military education school is optimum.

Successful completion of a full 4-year course of study in any field leading to a bachelor's degree, in an accredited college or university, meets the GS-5 level requirements for many positions covered by this standard. Others have individual occupational requirements that specify that applicants must, in general, (1) have specific course work that meets the requirements for a major in a particular field(s), or (2) have at least 24 semester hours of course work in the field(s) identified. Course work in fields closely related to those specified may be accepted if it clearly provides applicants with the background of knowledge and skills necessary for successful job performance. One year of full-time undergraduate study is defined as 30 semester hours or 45 quarter hours.

Contacts

• Address NE Human Resources Office 2433 NW 24th Street Lincoln, NE 68524 US
• Name: Jon Sronce
• Phone: 402-309-8173
• Email: [email protected]