Summary The length of this temporary promotion is NTE 1 year, with the possibility of becoming permanent without further competition. Area of Consideration: Open to current, permanent VISN 12 ER/LR Service line employee's only. Location may vary based on the selected candidate's current reporting location. Responsibilities This position will be under one of the Shared Services Unit Teams that will service and be responsible for multiple facilities within VISN 12. Major Duties Include: Responsible for Employee Relations/Labor Relations, Performance Management, and Drug-free Workplace for the Network. Provides advice and assistance, recognizes legitimate management needs and explores alternatives to meet those needs without sacrificing legal and regulatory compliance. Determines need for impact and implementation or full bargaining at the appropriate level (for example, local, network or national bargaining). Provides technical guidance, information, and assistance to management and senior leadership officials on sensitive, serious, and controversial employee labor relations issues. Responds to inquiries about disciplinary actions, grievances, and appeals concerning timeliness, documentation, and other requirements. Plans work and carries out activities to manage employee/labor relations for an integrated healthcare network. Ensures subordinates' actions satisfy the agency's obligations to bargain in good faith, performs thorough analysis of policies and practices, and develops policies and practices to prevent unfair labor practices. Plans and directs work, assigns tasks, evaluates work performed, advises employees, and selects applicants to fill vacant positions. Evaluates unit productivity, quality, regulatory compliance, and technical competence. Ensures adequate training of subordinates. Work Schedule: Full-Time, Monday-Friday Admin Hours Telework: ADHOC telework may be authorized. Virtual: This is not a virtual position. Position Description/PD#: Supervisory Human Resources Specialist (ER/LR)/PD99980S Relocation/Recruitment Incentives: Not Authorized Requirements Conditions of Employment You must be a U.S. Citizen to apply for this job Selective Service Registration is required for males born after 12/31/1959 Subject to background/security investigation Selected applicants will be required to complete an online onboarding process. Acceptable form(s) of identification will be required to complete pre-employment requirements (https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents). Effective May 7, 2025, driver's licenses or state-issued dentification cards that are not REAL ID compliant cannot be utilized as an acceptable form of identification for employment. Participation in the seasonal influenza vaccination program is a requirement for all Department of Veterans Affairs Health Care Personnel (HCP). Qualifications To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 02/03/2026. You may qualify based on your experience as described below: GS-13 LEVEL GRADE REQUIREMENTS SPECIALIZED EXPERIENCE: Must have one full year of specialized experience equivalent to at least the next lower grade level (GS-12) that equipped you with the particular knowledge, skills and abilities to perform successfully the duties of the position, and that is typically in or related to the position to be filled. Specialized experience includes: responsible for substantial coordination and integration of a number of major HR areas including employee/labor relations, Performance Management, and other assignments; knowledge of the use of judgment and logic, and the advice and decisions provided by each ER/LR shared service employee or other individuals are consistent with law, regulation, collective bargaining agreements, VA policy, VHA policy, and network policies; knowledge of production requirements are met by recommending resources to devote to complex projects and by maintaining a balanced workload between HR subordinates; knowledge of resolving highly complex employee/labor relations in the network; knowledge of planning work to be accomplished by subordinates, identifies developmental and training needs of employees; and gives advice, counsel, or instruction to employees on both work and administrative matters; and knowledge of regulatory program guidance, including case law, collective bargaining agreements, United States Code, Code of Federal Regulations, and VA Handbooks and Directives. Education Qualifying education for the GS-0201 series includes courses and programs in HR, HR development, HR management, business, business management/administration, industrial relations, labor relations, industrial psychology, organizational psychology, organizational development, management, organizational behavior, pre-law/law, legal studies, health care management/administration, public administration, public policy, human services, leadership and/or humanities. A transcript must be submitted with your application if you are basing all or part of your qualifications on education. Reference: For more information on this qualification standard, please visit https://www.va.gov/ohrm/QualificationStandards/. Additional Information Receiving Service Credit for Earning Annual (Vacation) Leave: Federal Employees earn annual leave at a rate (4, 6 or 8 hours per pay period) which is based on the number of years they have served as a Federal employee. VA may offer newly-appointed Federal employee's credit for their job-related non-federal experience or active duty uniformed military service. This credited service can be used in determining the rate at which they earn annual leave. Such credit must be requested and approved prior to the appointment date and is not guaranteed. This job opportunity announcement may be used to fill additional vacancies. If you are unable to apply online or need an alternate method to submit documents, please reach out to the Agency Contact listed in this Job Opportunity Announcement. Under the Fair Chance to Compete Act, the Department of Veterans Affairs prohibits requesting an applicant's criminal history prior to accepting a tentative job offer. For more information about the Act and the complaint process, visit Human Resources and Administration/Operations, Security, and Preparedness (HRA/OSP) at The Fair Chance Act.
