HR Specialist/Senior HR Specialist (ELR)

Summary This position is for a Human Resources Specialist/Senior Human Resources Specialist (Employee and Labor Relations) in the Office of the Chief Operating Officer (OCOO), Office of Human Resources Management (OHRM). In this role, the incumbent will consult with managers and staff on the full range/scope of issues related to the implementation and administration of the Agency's collective-bargaining agreement, including grievance processes. Duties Help Office of Human Resources Management The Office of Human Resources Management (OHRM) provides client-centric, data-driven, and solution-focused human capital services that enables FHFA's diverse workforce to achieve the FHFA mission. The OHRM is dedicated to collaborating as a strategic business partner in achieving FHFA's regulatory mission by proactively determining human capital needs to recruit and retain a preeminent workforce that is diverse, motivated, and committed to excellence. Position Overview The HR Specialist/Senior HR Specialist provide a wide range of Employee and Labor Relations (ELR) advisory services. They give authoritative guidance and counseling to managers on employee relations issues as well as on the applicability of policies and procedures to highly complex employee relations challenges. They also coordinate the development and implementation of relevant ELR policies as well as participates in bargaining and other labor and employee relations activities. Major Duties & Responsibilities The HR Specialist/Senior HR Specialist (ELR) duties listed below are at the EL-14 grade level. Depending on the grade level selected, the incumbent will perform the following duties with varying levels of supervision and difficulty: Stay apprised of current case law and provide authoritative advice and guidance to managers on all types/complexities of employee conduct, performance, and discipline issues. Assist in the planning, direction, and administration of interrelated and interdependent labor relations program operations at FHFA, such as planning and implementing strategies to respond to statutory or regulatory changes affecting FHFA labor relations programs and/or operations. Conduct studies designed to improve existing labor relations programs or to develop solutions to exceptionally difficult or complex labor relations operating problems. Provide counseling and guidance to employees on the full scope of rights and responsibilities associated with general workplace concerns and management actions, including the right to appeal or grieve disciplinary or performance actions. Provides management officials with instructions and technical advice on procedures, and appropriate responses to complaints and grievances. Provide guidance and advice to supervisors and employees on the full spectrum of human resources (HR) policies, programs, processes, and procedures related to ER including, but not limited to Workplace Schedules, Telework, Absence and Leave, Domestic Violence and Workplace Violence, Administrative Grievance Policy, and Conduct and Discipline Policy. Work closely with performance management specialists, Human Resources Business Partners and reasonable accommodation coordinator to ensure compliance with policies and regulations. Work closely with managers, supervisors, and representatives of the Office of General Counsel to develop counseling letters, reprimands, disciplinary actions, performance improvement plans, and proposed and final decisions on adverse actions. Work closely with the FHFA Security Specialist pertaining to those actions associated with security and employment suitability. Work in partnership with serviced organizations to develop strategic long-range labor relations operating policies, directives, and regulations. Collaborate with senior managers to integrate human capital management into the overall strategic objectives for FHFA. Partner with key managers and labor representatives on workforce management program issues such as disciplinary and adverse actions, employee rights and responsibilities, grievance resolution, etc., as they relate to collective-bargaining agreements. Research and recommend solutions to labor relations issues with serious impact on policies, practices, and procedures. Represent the Agency at meetings, conferences, and workshops on HR matters. Negotiate, defend, and justify HR policies, processes, and procedures with management officials to gain acceptance and compliance with program requirements. Keep supervisor informed of trends, new techniques, and philosophies resulting from conferences and meetings attended. Review and prepare comments on pending or proposed legislation in labor relations areas and recommends positions and viewpoints that indicate the effect the proposed legislation will have on existing FHFA labor relations policies. Propose alternative courses of action that can be taken to negate or ameliorate the impact of legislation. Draft new FHFA policy statements and directives or revises existing policies and regulations covering labor relations areas. Draft directives implementing and advising employees and managers of statutory or regulatory changes affecting rights, entitlements, or benefits in these areas. Perform other duties as assigned. Requirements Help Conditions of employment Status Candidates (Merit Promotion and VEOA Eligibles) and those eligible for other hiring authorities. SF 50's are required with the exception of current FHFA employees. Please include one showing your tenure and competitive status. You must provide an SF-50 that indicates your competitive eligibility. You will not be considered without this. Males born after 12-31-59 must be registered for Selective Service. May be required to successfully complete a probationary period. Only experience and education obtained by the closing date of this announcement will be considered. Status candidates must meet time-in-grade requirements (52 weeks at the next lower grade level). Suitable for Federal employment, as determined by background investigation. Resume and supporting documents (See How To Apply). FHFA participates in e-Verify. All New hires must complete the I-9 Employment Verification form either on or before their first day of employment. If a discrepancy arises, you must take affirmative steps to resolve the matter. Bargaining Unit Status: Ineligible This is NOT a remote position; you MUST live within or be willing to relocate within a commutable distance of the duty location. If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office. Qualifications You may qualify for your desired series and grade level if you meet the following qualification requirements: MINIMUM QUALIFICATIONS: Minimum Qualification EL-12: Applicants must have 52 weeks (one-year) of specialized experience equivalent to the next lower grade level as described below. Experience: I qualify for the EL/GS-12 because I have at least 52 weeks of specialized experience at the EL/GS-11 or equivalent demonstrating work experience with the statements described below. Examples of specialized experience include:Providing advisory services to managers and employees on employee relations and labor relations matters, including conduct, performance management, grievances, and negotiated agreement interpretation, applying established laws, regulations, and Agency policies; AND Reviewing complaints, grievances, and disciplinary actions; conducting fact-finding; and assisting in the preparation of case documentation to support corrective or adverse actions in accordance with applicable procedures; AND/OR Analyzing employee relations issues to identify underlying causes and recommending appropriate resolution strategies using established precedents and guidance; AND/OR Collaborating with union representatives and internal stakeholders to resolve disputes, promote compliance, and support effective labor-management relations. Minimum Qualification EL-13: Applicants must have 52 weeks (one-year) of specialized experience equivalent to the next lower grade level as described below. Experience: I qualify for the EL/GS-13 because I have at least 52 weeks of specialized experience at the EL/GS-12 or equivalent demonstrating work experience with the statements described below. Examples of specialized experience include:Providing authoritative technical advice and interpretation of employee and labor relations policies, negotiated agreements, and statutory requirements involving complex or controversial issues affecting organizational operations; AND Developing management proposals, counterproposals, disciplinary actions, grievance responses, and appeal documentation based on analysis of precedent, case law, and Agency guidance; AND/OR Representing management interest in complex labor relations matters, including unfair labor practice issues, negotiations, and dispute resolution processes; AND/OR Conducting comprehensive analyses of employee and labor relations programs, trends, and disputes to recommend improvements, ensure regulatory compliance, and mitigate organizational risk. Minimum Qualification EL-14: Applicants must have 52 weeks (one-year) of specialized experience equivalent to the next lower grade level as described below. Experience: I qualify for the EL/GS-14 because I have at least 52 weeks of specialized experience at the EL/GS-13 or equivalent demonstrating work experience with the statements described below. Examples of specialized experience include:Serving as a senior authority on employee and labor relations programs by providing Agency-wide technical leadership, policy interpretations, and strategic guidance on highly complex, precedent-setting, or sensitive conduct, performance, grievance, and labor relations matters; AND Leading the development, implementation, and modernization of employee and labor relations policies, procedures, and strategic initiatives to address statutory changes, case law developments, and organizational priorities; AND/OR Representing the Agency in high-impact negotiations, third-party proceedings, and labor-management engagements, including matters before Federal labor relations authorities; AND/OR Conducting advanced studies and program evaluations to resolve exceptionally difficulty labor relations issues, improve organizational effectiveness, and shape long-range workforce relations strategy. Time-In-Grade: Current or former Federal government employees who have held an EL/GS position in the preceding 52 weeks, must meet the time-in-grade requirement. To be eligible for the EL-12 position, applicants must have served 52 weeks as an EL/GS-11 or higher in the Federal Service. To be eligible for the EL-13 position, applicants must have served 52 weeks as an EL/GS-12 or higher in the Federal Service. To be eligible for the EL-14 position, applicants must have served 52 weeks as an EL/GS-13 or higher in the Federal Service. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Education This job does not have an education qualification requirement. Additional information An Overview of FHFA's Benefits provides a summary of benefits for the current fiscal year. If you are a veteran with preference eligibility and are claiming 5-points veterans' preference, you must submit a copy of your DD-214 or other proof of eligibility. If you are claiming 10-point veterans' preference, you must also submit an SF-15, "Application for 10-Point Veterans' Preference" plus the proof required by that form. For more information on veterans' preference visit: Males born after 12-31-59 must be registered or exempt from Selective Service (see Career Transition Assistance Programs: These programs apply to employees who have been involuntarily separated from a Federal service position within the competitive service or Federal service employees whose positions have been deemed surplus or no longer needed. To receive selection priority for this position, you must: (1) meet CTAP or ICTAP eligibility criteria; (2) be rated well-qualified for the position with a score of 90 or above; and, (3) submit the appropriate documentation to support your CTAP or ICTAP eligibility. For more information visit: FHFA is an Equal Opportunity Employer, and all qualified applicants will receive consideration for employment regardless of race, color, religion, gender (including pregnancy, sexual orientation, and gender identity), national origin, disability (physical or mental), age (40 years of age or over), genetic information, parental status, marital status, prior protected EEO activity, political affiliation, or other non-merit factors. REASONABLE ACCOMMODATION: FHFA provides reasonable accommodations to applicants with disabilities, except when doing so would pose an undue hardship on the Agency. If you need a reasonable accommodation for any part of the application and hiring process, please notify FHFA. The Agency's decision on granting a reasonable accommodation will be made on a case-by-case basis. Ethics: FHFA employees are subject to government-wide ethical standards of conduct, financial disclosure requirements, and post-employment prohibitions. In addition, certain FHFA employees are prohibited from accepting compensation from Fannie Mae and Freddie Mac for a two-year period after terminating employment with FHFA. Furthermore, to avoid financial conflicts-of interest or the appearance of conflicts-of-interest, FHFA employees may need to divest or sell certain assets they, their spouse, or minor children own or control, including securities issued by Fannie Mae, Freddie Mac, or the Federal Home Loan Banks. Employees who work on Federal Home Loan Bank issues may need to sell or divest financial interests with any of the Federal Home Loan Bank members, which may include stock in bank holding companies, insurance companies, and other financial services firms. Questions regarding these requirements and prohibitions should be directed to the Office of General Counsel at (202) 649-3088.Candidates should be committed to improving the efficiency of the Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution. Help A career with the U.S. government provides employees with a comprehensive benefits package. As a federal employee, you and your family will have access to a range of benefits that are designed to make your federal career very rewarding. Opens in a new windowLearn more about federal benefits. Review our benefits Eligibility for benefits depends on the type of position you hold and whether your position is full-time, part-time or intermittent. Contact the hiring agency for more information on the specific benefits offered.

Created: 2026-03-04