Human Resource Specialist

General Job Information JOB SUMMARY This position is located in the Office of Human Resources, District of Columbia Public Library (DCPL). This is a Human Resources position responsible for planning, developing, managing, and implementing the full range of employee/labor relations.The HR Specialist provides management advisory services and expertise for employees throughout DCPL. This position operates independently and reports to the Director of Human Resources (HR). In addition to providing day-to-day operational HR services in the functional areas identified, this position also reviews and evaluates the effectiveness of the HRM operations and services provided to management and employees throughout DCPL. The incumbent develops HRM programs and policies for DCPL and provides guidance, consultation, and staff assistance to all levels of management and employees concerning these HRM programs.MAJOR DUTIES AND RESPONSIBILITIESResearch facts and legal/regulatory issues; assignments regularly encompass problems of more than average difficulty, combined with management advisory service functions.Serves as a trouble-shooter with independent responsibility for resolving very difficult technical employee relations problems and situations. In this capacity, you may receive and respond to referrals through the supervisor or from program supervisors for reconsideration of previous decisions.Responds to inquiries from employees and bargaining units. Incumbent advises customers on labor and employee relations situations such as labor negotiations, disciplinary and performance-based actions, grievances and arbitration cases, unfair labor practice disputes, and reasonable accommodation obligations.Investigates grievances arising from controversial situations that involve such matters as alleged violations of union contracts. Contributes to the resolution of union complaints on matters of collective interest to all parties.Reviews existing management personnel policies, practices, and other processes to ensure consistency with union agreements and decisions of the Public Employee Relations Board. Provides “hands-on” technical assistance, including the preparation of notices of proposed adverse actions (including performance-based actions) and decisions; develops and leads briefings and training sessions for various management groups.Keeps abreast of current trends and developments in the labor management field through review of literature, periodicals, and administrative and judicial decisions.Maintains knowledge of developments on Government employee relations programs (District and Federal) to effectively provide advice and counsel to DCPL management on the latest policies and practices. The incumbent must research employee relations cases and provide expertise in guiding and counseling managers and staff on regulations and policies impacting the employer-employee relationship, and the requirements for taking performance-based and disciplinary actions under the District of Columbia policies and guidelines. Completes or leads special projects, studies, and prepares reports relating to employee relations programs.Serves as the agency's focal point to administer and provide guidance and consultation to employees and managers regarding ADA.Performs other related duties as assigned.EDUCATION AND EXPERIENCEA Bachelor’s degree from an accredited college or university in Human Resources, Business Management, Business Administration, or related, plus a minimum of 7 years of experience applying diverse and multiple HR knowledge to handle specific employee/labor relations cases or issues. In addition, the following is required:Wide range of knowledge and expertise in applying human resource concepts, practices, laws, regulations, policies, and precedents, particularly applicable to DC and Federal Government human resource management policies and programs.Ability to perform responsibilities in a customer service environment, with a commitment to meet manager/supervisor's needs and concurrently fulfill the human resource legal and regulatory requirements, strong interpersonal skills, and commitment to client service.Knowledge of /HRIS (PeopleSoft) database design, structure, functions, and tools to resolve problems, recommend improvements, and communicate effectively with DCPL staff.Skill in applying accepted theories, principles, practices, and concepts to complex relations problems.Ability to establish and maintain effective relationships with employees and supervisors. Ability to communicate effectively orally and in writing. Broad and in-depth knowledge of, employee/labor relations, regulations, and processes.Ability to maintain strict confidentiality.RESIDENCY REQUIREMENTSA person applying for a position in the Career Service, Educational Service, Management Supervisory Service, an attorney position in the Legal Service (series 905) other than the Senior Executive Attorney Service (SEAS), or an attorney position in the Excepted Service (series 950) who is a bona fide District resident AT THE TIME OF APPLICATION for the position, may be awarded a 10-point residency preference over non-District applicants, unless the person declines the preference points. If selected, the person shall be required to present no less than 8 proofs of bona fide District residency and maintain such residency for 7 consecutive years from the effective date of the appointment. Failure to maintain bona fide District residency for the 7-year period will result in forfeiture of employment.GENERAL SUITABILITY SCREENINGThis position is subject to general suitability screening; verification of employment history, reference checks, and degree/license, as applicable. The appointee to the position may be offered employment contingent upon receipt of a satisfactory general suitability screening.ENHANCED SUITABILITY SCREENINGThe position for which the individual is applying has been identified and designated as requiring enhanced suitability screening; If tentatively selected for the position, a criminal background check, traffic record check, consumer credit check, and mandatory drug and alcohol test will be conducted (as appropriate); and the appointee to the position may be offered employment contingent upon receipt of a satisfactory enhanced suitability screening.EMPLOYMENT BENEFITSSelectee will be eligible for health and life insurance, annual (vacation) and sick leave, and will be covered under the District of Columbia government's retirement plan. However, if the selectee was previously employed in the District of Columbia government under an appointment for which he/she was eligible for Civil Service Retirement (CSR), contributions to CSR will resume upon re-employment.LICENSES AND CERTIFICATIONSNoneWORKING CONDITIONS / ENVIRONMENTThe work is performed in an office setting.OTHER SIGNIFICANT FACTORSType of Appointment: Career Service Regular AppointmentCollective Bargaining Unit: This position is not covered under a collective bargaining agreement.Promotion Potential – NoneAppointed Salary - The selected incumbent will be appointed at the appropriate salary rate of a CS 13 based on the DPM's guidelines.Budgeted Salary - This position is budgeted for the minimum salary of $93,069 to a maximum salary of $116,933.NOTE: We appreciate every applicant’s interest. However, only those who meet the qualifications and are considered by the hiring committee or interview panel will be contacted for the next steps in the recruitment process.IMPORTANT: All District government agencies must go through a waiver process through the Office of the City Administrator (OCA) for final approval before a candidate may officially start employment.EQUAL EMPLOYMENT OPPORTUNITYThe District of Columbia Government is an Equal Opportunity Employer: all qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, genetic information, or disability. Sexual harassment is a form of sex discrimination, which is also prohibited. In addition, harassment based on any of the above-protected categories is prohibited.