hr spec

The position is located at the DoD, Office of Inspector General, Human Capital Management, Employee Performance Management Division (EPMD). The EMPD oversee the Performance Management, Awards, Workers Compensation, and Employee Relations.

• Serves as the subject matter expert (SME) in employee relations human resource function as an advisor on employee relations issues to include working conditions, leave abuse, disciplinary actions, performance, and employee appeals and grievances.
• Provide interpretation, information and guidance on the full range of employee relations issues which affect the function to include organizational goal performance, individual performance, performance appraisal systems, ER training programs, etc.
• Develop policies, regulations and procedures related to all forms of communication and counseling necessary to maintain effective relations between management and the workforce.
• Evaluate current practices within the OIG against successful techniques in private industry and other Federal agencies.
• Participate in the development and presentation of training courses and other training tools to develop communication and counseling skills for management and personnel specialists.
• Develop OIG policies and procedures pertaining to all phases of grievances, appeals and adverse personnel actions.
• Create in depth reports by using tools such as Microsoft Office: Access, Word, Powerpoint, Excel and SharePoint to accomplish the data analysis.
• Identify and develop agency level policy, procedural guidance, standard operating procedures and instructions in accordance with federal regulations, Office of Personnel Management (OPM) and DoD guidance of ER related functions.
• Build coalitions and maintain effective relationships among internal and external stakeholders in the development, review, and execution of the performance management issues, FMLA, and other adverse actions.
• Prepare reports and presentations to advice agency Senior Executive Service (SES) and supervisors on creating and updating performance plans, progress review, and performance appraisal.
• Maintain awareness on human resources law, regulation and policy, and address new requirements and integrate into current operation.