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Duties

WHAT IS THE Human Capital Office DIVISION? A description of the business units can be found at: https://www.jobs.irs.gov/about/who/business-divisions Vacancies will be filled in the following specialty areas: Human Capital Office of Human Resource Operations Labor/Employee Relations and Negotiations. The following are the duties of this position at the full working level. As a top senior expert, serves as personal advisor to and/or representative of top-level management in the most sensitive/controversial discussions and negotiations with representatives of the NTEU (National Treasury Employees Union). Receives and acts on labor organization requests for bargaining unit contract negotiations. Conducts Impact and Implementation (I & I) analysis and bargaining as appropriate. Develops strategies to incorporate Service-wide policies in negotiations with impacted NTEU chapters. Reviews existing local program guidance/management issues and develops long/short range plans for negotiations with NTEU chapters and works with management to integrate strategies developed with the local management agenda. Serves as the authoritative resource in the field to top-level management for all phases of the employee and labor relations programs. Provides expert employee and labor relations interpretations and decisions to senior HR supervisors and managers to resolve disputes and interpret facts, events, and/or identifying aggravating or mitigating factors relevant to cases. Explains ambiguous rules and procedures and helps support customers by understanding their rights and obligations; maintains and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolves disputed facts, including those which require expert level determinations for which previous studies and established techniques are frequently inadequate. Advises management about appropriate disciplinary or other corrective techniques to respond to a full range of conduct and performance issues. Advises management officials and supervisors on the performance management program, giving specific directions as needed on procedural and complex procedural and regulatory requirements for annual and other appraisals; explains requirements for developing, modifying, and issuing performance plans; preparing performance improvement plans; and initiating performance-based actions. Establishing and maintaining effective relationships requires the incumbent to use non-traditional collaborative approaches with labor organizations that represent Federal employees, overseeing the negotiations and administration of complex labor agreements, and providing Service-wide guidance and consultation to management on a broad complex variety of issues. May serve as the point-of-contact for workers' compensation claims/cases and is responsible for coordination with the Department of Labor, Office of Workers' Compensation Program. Determines applicability of established law, directives and issuances to individual situations and agency wide conditions peculiar to the IRS. Provides technical guidance and counseling to supervisors and employees on the considerations and procedures for reporting job related injuries/illnesses and how to process compensation claims. Considers ways to mitigate fraud, waste and abuse in the IRS workers compensation program. Develops long and short-range employee and labor relations work-plans designed to coordinate with overall strategic program plans. Anticipates management needs and/or identifies near and long-term objectives. Formulates recommendations for program strategies that will support and facilitate accomplishment of those needs and objectives.

Requirements

Qualifications

Federal experience is not required. The experience may have been gained in the public sector, private sector or Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis. To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement: GS-13 QUALIFICATION REQUIREMENTS: To be eligible for this position at the grade 13 level you must have 1 year of specialized experience at a level of difficulty and responsibility equivalent to the GS-12 grade level in the Federal service. Specialized experience for this position includes: Demonstrated experience applying a full range of labor relations and employee relations law, theories, principles, and practices with an understanding of the full range interrelationships of human resources management programs sufficient to provide integrated solutions to labor and employee relations problems/issues; in depth knowledge of IRS/NTEU Agreement (or other collective bargaining/union agreements) in order to advise and assist management in the interpretation/execution of the contract and other agreements; extensive knowledge of principles and methods used in collective bargaining, including negotiating strategies, interest/position based bargaining processes, and dispute resolution sufficient to articulate and facilitate management interests; knowledge of communicative techniques in order to meet and deal tactfully and persuasively with others to resolve issues which are often controversial and sensitive in nature and to maintain harmonious relationships with all parties. Expert skills in consulting and facilitation techniques and methods. AND MEET TIME IN GRADE (TIG) REQUIREMENT: You must meet applicable TIG requirements to be considered eligible. To meet TIG for positions above the GS-05 grade level, you must have served at least one year (52 weeks) at the next lower grade (or equivalent) in the normal line of progression for the position you are applying to. Advancement to positions up to GS-05 is permitted if the position to be filled is no more than two grades above the lowest grade held within the preceding 52 weeks. AND TIME AFTER COMPETITIVE APPOINTMENT: By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment. For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens". For more information on qualifications please refer to OPM's Qualifications Standards.

Education

A copy of your transcripts or equivalent documentation is required for positions with an education requirement, or if you are qualifying based on education or a combination of education and experience. An official transcript will be required if you are selected. If the position has specific education requirements and you currently hold, or have previously held, a position in the same job series with the IRS, there is no need to submit a transcript or equivalent at this time. Applicants are encouraged, but are not required, to submit an SF-50 documenting experience in a specific series. A college or university degree generally must be from an accredited (or pre-accredited) college or university recognized by the U.S. Department of Education. For a list of schools which meet these criteria, please refer to Department of Education Accreditation page.

FOREIGN EDUCATION: Education completed in foreign colleges or universities may be used to meet the requirements. You must show proof the education credentials have been deemed to be at least equivalent to that gained in conventional U.S. education program. It is your responsibility to provide such evidence when applying. Click here (Section 3, Explanation of Terms) or here for Foreign Education Credentialing instructions.

Contacts

• Address HCO OHRO - Labor/Employee Relations and Negotiations 1111 Constitution Ave NW Washington, DC 20224 US
• Name: (ERC) Employee Resource Center
• Phone: 866-743-5748