SUPV HR SPEC (EMPL REL/LABOR REL)

Click on "Learn more about this agency" button below to view Eligibilities being considered and other IMPORTANT information. The primary purpose of this position is: To serve as a first level supervisor, providing planning, directing, organizing, and exercising control over non-supervisory employees assigned to 374 Mission Support Squadron, Civilian Personnel Flight, Labor/Employee Relations and Training Section, to function as Chief of the Labor/Employee Relations and Training Section. PRINCIPALES MISSIONS : Plans, organizes, and directs the activities of 3;74" Mission Support Squadron, Civilian Personnel Flight, ensuring that the Labor/Employee Relations and Training Section complies with legal and regulatory requirements and meets customer needs. Exercises supervisory personnel management responsibilities. Represents the 374th Mission Support Squadron, Civilian Personnel Office with a variety of installation and functional area organizations. Manages the Labor/Employee Relations and Training Program for all U.S. Appropriated Fund, Master Labor Contract (MLC) and Indirect Hire Agreement (IHA) Japanese Local National employees, and provides employee relations assistance to managers for assigned organizations of a complex nature. Provides consultation and assistance on complex and often controversial conduct-related issues. QUALIFICATIONS REQUISES : In order to qualify, you must meet the specialized experience requirements described in the Office of Personnel Management (OPM) Qualification Standards for General Schedule Positions, Administrative and Management Positions, GS-0201 Series. SPECIALIZED EXPERIENCE: Applicants must have at least one (1) year of specialized experience at the next lower grade GS-11, or equivalent in other pay systems. Examples of specialized experience includes applying Human Resources Management concepts, laws, policies, practices, analytical, and diagnostic methods and techniques to identify, evaluate, and recommend to management appropriate Human Resources interventions to resolve a wide range of complex, interrelated problems and issues; apply Human Resources case law, principles, practices, and regulations sufficient to perform detailed analyses and draw conclusions on complex legal issues, problems, and situations using legal research methods, information-gathering techniques, and analytical skill to locate and interpret appropriate precedent and substantive decisions, and/or legal opinions; applying labor relations theories, principles, methods, and techniques sufficient to conduct systematic studies to develop management interests and respond to union interests at the bargaining table when issues have a significant impact on mission, involve large numbers of employees and interrelated issues, and potentially can involve considerable cost. FEDERAL TIME-IN-GRADE (TIG) REQUIREMENT FOR GENERAL SCHEDULE (GS) POSITIONS: Merit promotion applicants must meet applicable time-in-grade requirements to be considered eligible. One year at the GS-11 level is required to meet the time-in-grade requirements for the GS-12 level. TIG applies if you are in a current GS position or held a GS position within the previous 52 weeks. NOTE: Applicants applying as VEOA candidates who are current GS civil service employees or are prior GS civil service employees within the past 52 weeks must also meet time-in-grade requirements. KNOWLEDGE, SKILLS AND ABILITIES (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies in the following areas: Knowledge and practical understanding of federal personnel management, Local National Contract/ Agreement (MLC/IHA), functions, theories, and techniques and of basic relationships among personnel disciplines. Knowledge of the methods and techniques of fact-finding, analysis, and resolution of complex problems and the development of concrete action plans for resolution. Knowledge of and skill in applying a wide range

Salaire : $76,463 – $99,404/Per Year | Avantages : https://www.usajobs.gov/Help/working-in-government/benefits/

The mission of the United States Air Force is: To fly, fight, and win ... Airpower anytime, anywhere. To achieve that mission, the Air Force has a vision of Global Vigilance, Global Reach and Global Power. That vision orbits around three core competencies: Developing Airmen, Technology-to-Warfighting and Integrating Operations. Core competencies and distinctive capabilities are based on a shared commitment to three core values -- integrity first, service before self, and excellence in all we do. Click here to view the AF Civilian Employment Eligibility Guide: 30 Percent or More Disabled Veterans AF DCIPS Interchange AF Internal Employee DoD Transfer (Excluding Air Force) Former Federal Employees (Reinstatement) Interagency Career Transition Assistance Plan Land Management Employee National Service (Peace Corps and VISTA) Non-AF DCIPS Interchange Non-Appropriated Fund Non-DoD Transfer Other (Interchange Agreements) Overseas - Excepted Service Family Member Overseas - Family Member Prefe