HUMAN RESOURCES SPECIALIST (EMPLOYEE RELATIONS & PERFORMANCE)

This position is located in the Office of Inspector General, Office of Mission Support - Human Resources Directorate. The Office of Inspector General is an independent office within EPA that helps the agency protect the environment in a more efficient and cost-effective manner. We consist of auditors, program analysts, investigators, and others with extensive expertise. Although we are a part of EPA, Congress provides us with our funding separate from the agency, to ensure our independence.

As a HUMAN RESOURCES SPECIALIST (EMPLOYEE RELATIONS & PERFORMANCE) GS-0201-13 your typical work assignments may include the following under supervision: Serves as technical expert on performance and conduct-based actions and related employee relations program policies and practices. Responds to program issues where there is the potential for serious impact on the OIG's mission. Assesses the impact of new practices and/or the pursuit of certain actions that could have a perceived impact on the OIG or the Federal government. Develops solutions to extremely complicated, complex or non-standard problems that may have the potential to impact numerous employees and/or major OIG programs; Prepares reports and makes recommendations and decisions that involve precedent-setting cases that may affect the policies and programs of outside organizations. Conciliates remedies in cases that are likely to result in precedent decisions. Prepares comprehensive investigation reports that summarize investigative activities; Serves as advisor and consultant on performance management issues. Provides managers with interpretation of the agency's performance management procedures, practices, policies, and guidelines. Counsels managers on performance situations, including cases with the potential to generate administrative or negotiated agreement grievances, EEO complaints, performance-based adverse actions, etc.; Plans, coordinates and conducts special studies of employee relations policies, issues, and practices, including performance evaluation ratings, awards and adverse actions; Researches case law to ensure that actions are appropriate and legally defensible. Devises organizational case strategies, prepares and/or reviews documentation of adverse action cases and presents and defends the agency's technical position before third parties; Provides expert level advice in the area of performance management. Serves as a trouble-shooter, providing authoritative advice and guidance on problems not susceptible to treatment by accepted methods; recommendations and decisions are characterized by breadth and importance; Provides key consultative performance management advice and services to managers, supervisors, senior level officials, and employees involving the full spectrum of human resources policies, programs, processes, and procedures; Reviews and advises management on performance plans and provides technical information on performance management systems. Interprets agency policies and provides advice on other human resources issues that align with performance management; and Provides expert advice on policy, directives, and guidelines on a full range of matters pertinent to performance management and/or performance management. Recognizes recurrence of similar unprecedented and highly controversial problems. Develops or proposes new or revised agency approach. Anticipates problems that management may encounter, and accomplishes preventive human resources management projects to best serve management's goals.