You are viewing a preview of this job. Log in or register to view more details about this job.


The position serves as a Human Resources Specialist focused in Employee Relations/Labor Relations within the Human Resources Management Division, Pipeline and Hazardous Materials Safety Administration (PHMSA) providing technical advice to management for both field and headquarters employee on a broad range of personnel management and ER functions. The employee is knowledgeable in many areas of ER.

Employee/Labor Relations
  • Provide technical advice and assistance to agency supervisory, and management personnel on an array of labor-management, employee relations and performance management issues with fluctuating levels of complexity.
  • Draft employee and labor relations documents, policy, directives, and standard operating procedures, composes and prepare position papers and correspondence to address complex human resources issues,
  • Provide guidance to employees on Employee Relations/Labor relations policies, procedures and practices covering work and family life, alternative dispute resolution, discipline and adverse actions, and the employee assistance program.

  • Participate in development of new or revised HRD policies, procedures, and guidelines for use throughout the agency.
  • Coordinate with other human resources functions and analyze and solve complex and sensitive problems and issues involving conflicting laws or other requirements.
  • Provide technical assistance nationally to managers on appropriate procedures, departmental and agency policies, and government regulations related to adverse and disciplinary actions.
  • Serve as backup for performance management and employee recognition.
  • Support the Director, HR Division on all HR policy matters. Oversee the management and formulation of HR policies and provide advice to stakeholders on HR initiatives. Perform policy work including reviewing and/or developing PHMSA guidance and serve as an Agency technical authority with respect to policy and regulatory impact on HR programs/operations. Evaluate effectiveness of processes to make improvements on methodologies or efficiencies. Provide policy advice to clarify issues, resolution of conflicting guidance, and/or to alleviate other potential or existing problems.

The ideal candidate will have a broad range of experience in developing and effecting conduct and performance actions to include counseling managers, determining appropriate disciplinary penalties, composing written documents in support of identified actions, and identifying due process rights under applicable laws, policies and procedures. Additionally, the candidate will have experience researching and applying Federal laws, OPM, and other Federal regulations, policies and procedural requirements, relating to an employee relations management program. Also, addressing various performance management and employee recognition items and issues.