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Human Resources Specialist

4 weeks ago

Anchorage, United States Internal Revenue Service Full time

Summary

Eligibilities being considered and other IMPORTANT information.

WHERE CAN I FIND OUT MORE ABOUT OTHER IRS CAREERS? Visit us on the web at

Duties

WHAT IS THE HUMAN CAPITAL OFFICE DIVISION?
A description of the business units can be found at:

Vacancies will be filled in the following specialty areas:
Human Capital Office of Human Resource Operations Labor/Employee Relations and Negotiations

The following are the duties of this position at the full working level.

Provides authoritative advice and technical guidance to management at all levels in an assigned
BOD within the IRS on the full range of human resources policies, practices, and matters affecting
working conditions that require consultation with NTEU (National Treasury Employees Union) and
which have a significant impact on the labor/management climate within the organization(s)
serviced. Management advisory services may also address various issues of precedence both
within and outside the serviced organization(s). Cases consistently worked are complex, including
1203 and UNAX cases.

Researches and analyzes case law, MSPB (Merit Systems Protection Board) decisions, the
National Agreement, precedents, policies, administration handbook and bargaining history, FLRA
(Federal Labor Relations Authority), FSIP (Federal Service Impasses Panel), arbitration decisions
and guidance to determine negotiability of union proposals which have an impact throughout the
serviced organization and beyond. Incumbent 'partners' with management in the examination of
problems/issues and in developing solutions from an interest-based standpoint.

Takes a leadership role in coordinating and developing management's position with top-level
management on complicated and often controversial issues. Articulates authoritative approaches
and methods to management in conducting local agreement negotiations with union officials, and
often serves as spokesperson for management. Serves as key point in facilitating the resolution of
issues through conflict management, interest-based resolution, and alternative to discipline and
dealing with alternative approaches to discipline.

Conducts extensive studies and analyzes such factors as absenteeism, grievances, complaint
patterns, etc., in order to identify both the nature and extent of employee relations issues.
Coordinates with other human resources offices/specialists' to develop integrated solutions for
management's consideration.

Serves as program resource to lower-graded staff members by providing guidance and instruction
on labor and employee relations program issues. Independently identifies any areas requiring
training/updating and initiates appropriate action to correct deficiencies.

This position has career progression. If you are selected at a grade level lower than the full working level, you may be non-competitively promoted as your career progresses. For example, you may be hired as a GS-05, but if the position has career progression to GS-11, then you may move from a GS-05 to a GS-11 in as little as three years.

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