Supervisory Human Resources Specialist

4 weeks ago

Queens, New York, United States Department Of Transportation Full time
Summary

As a supervisor/manager, the selectee for this position will be eligible to receive a Manager Performance Incentive (MPI) provided eligibility requirements noted in agency policy are met.

The MPI is an annual lump-sum incentive payment that considers agency performance, the manager's individual performance, and available funding.

The incumbent serves as a Supervisory Human Resources Specialist in a Regional office.

Duties

The incumbent serves as a Supervisory Human Resources Specialist in a Regional office and is responsible for the full range of labor and employee relations activity and supervisory functions, which includes planning, coordinating, directing, and evaluating the work of complex human resource management programs in the areas of labor and employee relations, including grievances and appeals, conduct and discipline, and performance management.

The incumbent is a technical authority in union/management relations and advisor to management in the administration and operation of collective bargaining services.

The incumbent provides the full range of advisory support associated with the negotiations and administrations of collective bargaining agreements, and on policy issues involving the interpretation of the Federal Labor Management Statute provisions.

The incumbent has direct interaction with union officials, including serving as an agency negotiator in negotiating mid-term bargaining. He/She is responsible for reviewing, researching, providing analysis and drafting responses to union initiated requests. He/She may serve as Agency representative at impasse, Federal Labor Relations Authority (FLRA), and other third party proceedings. The incumbent directs the work of subordinate employees at the organizational unit level. Work usually includes routine HR/LER project/program tasks based on established policies, procedures, and guidelines.

Managerial duties typically affect employees in one organizational unit, and include:

setting priorities; assigning tasks; monitoring and evaluation performance; coaching and developing employee capabilities; approving leave; and taking or recommending corrective/disciplinary action, as appropriate.

Defines, plans, and manages assigned budget, staff, and other resources to accomplish project/program objectives; Manages budget requests as needed for additional resources.

Contributes to budget planning process and projects short-term future needs.

Applies an advanced knowledge of the technical aspects of the work directed, an advanced knowledge of labor and employee relations, human resource, budget, other administrative policies and procedures; and an advanced understanding of the objectives of the major subdivision.

Contacts are primarily within the organizational unit/major subdivision and with subordinates, peers, and higher-level managers to discuss the status of projects/programs and to share information.

In some areas, may also have frequent contact with customers, other government entities, and other external parties to interpret policies/procedures or for other project/program purposes.

Established guidelines, policies, and procedures typically govern work.

Resolves routine problems independently, but consults with higher-level management when existing guidelines are not available or applicable to complex problems.

May be called upon to assist in the development of new policies and procedures.

Individual and organizational performance is typically reviewed periodically by higher level management, often through status reports and organizational performance measures, to ensure timeliness, policy compliance, and alignment with project/program objectives.

Work activities impact directly on the objectives of the organizational unit. In some areas, the work may affect the organizational unit's internal and external customers.

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