What are the responsibilities and job description for the Employee & Labor Relations Specialist position at BUSINESS AND SUPPORT SERVICES?
Qualifications:
Bachelor's Degree in Human Resources Management, Communication or a related field appropriate to the work of position AND three years of substantial personnel management experience that provides an in depth knowledge of laws, policies, regulations and procedures related to Nonappropriated Fund (NAF) civilian personnel management; OR an appropriate combination of education and experience that demonstrates possession of knowledge and skill equivalent to that gained in the above; OR appropriate experience that demonstrates that the applicant has acquired the knowledge, skills, and abilities equivalent to that gained in the above. Thorough knowledge of and skill in applying, personnel management and employee relations theories, principles, practices, and the theories of human behavior as they relate to employee relations. Knowledge to develop implementing procedures and assure that current and new guidance is properly and consistently applied and to advise and assist in the development and maintenance of effective relationships between employees and supervisors. Analytical skill sufficient to advise managers with respect to appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems. Knowledge of laws, regulations which reflect an understanding of military, Marine Corps Community Services organizations, missions and programs. Ability to deal with high-ranking officials at headquarters elements and field activities; ability to communicate orally and in writing.
Responsibilities:
The incumbent serves as the Headquarters, Marine Corps Non-Appropriated Fund (NAF) Employee and Labor Relations expert.
Employee Relations: Provides advice and assistance in establishing and maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, morale, and discipline. Facilitates discussions for exploring probable causes, contributing factors, and possible courses of action to resolve problems and better relationships. Provides advice and assistance to higher level supervisors to develop an awareness of the human needs and reactions of employees and suggest constructive methods for dealing with problems arising from indifference, personality conflicts, and poor work habits or behavior problems. Assists the supervisors in correcting work deficiencies, poor performance, and/or leave abuse. Informs supervisors of regulatory and other requirements to be considered in effecting disciplinary actions, removals, suspensions, and in resolving grievances and appeals related to formal disciplinary actions taken and assists in development of required correspondence/documents. May serve as advisory or participant in hearings concerning grievances, removals, disciplinary actions, etc. Works closely with Counsel on adverse actions. Provides counseling to employees on complaints or inquiries not referred by employee to supervisor; refers employee to appropriate organization or obtains information for the employee. Participates in the Reasonable Accommodation Committee for MR/MF employees.
Provides assistance to managers on grievances and appeal cases and may conduct impartial investigations of employee complaints on management policies or working conditions. Reviews, in conjunction with Program Manager, formal grievances or appeals from actions taken by Headquarters.
Labor Relations: Provides advisory services to field commands on management's positions for bargaining with unions. May participate in negotiations proceedings - advising commands on applicability and interpretation of and arbitration decisions and precedent decisions of the Federal Labor Relations Authority to the local situation. May act as management's representative in arbitration and administrative hearings.
Assists Program Manager and Branch Head in development and revision of personnel policy. May represent the component with DoN and DoW. Reviews and analyzes results of congressional committees, legislation, regulatory changes, case decisions, and higher-level directives to determine their impact on Marine Corps NAF elements. Maintains current knowledge of public and private sector personnel practices and procedures, to ensure that best industry practices are incorporated into Marine Corps personnel policy. Develops and assists with policy development and revisions for interpretation and guidance material for promulgation to field commands. Develops training and briefing materials for managers, human resources specialists, and HQMC and higher-level officials, or input into legislative proceedings.
Monitors implementation of personnel policy by field commands through informal feedback mechanisms such as requests for policy interpretation, guidance, and waivers, as well as through surveys, personnel management evaluations, IG inspections or management assistance visits. Uses results to determine need for policy changes or issuance of interpretation or guidance. May participate as a team member to conduct Personnel Management Evaluations at the field commands. Represents HQ MR/MF in unemployment hearings.
Works under the general supervision of the Program Manager (Human Resources, Policy & Operations) receiving assignments in the form of overall program objectives to be met and scope of support services to be provided. Operates independently on a day-to-day basis with substantial freedom in planning and organizing the work.
Provides World Class Customer Service with an emphasis on courtesy. Assists customers and communicates positively in a friendly manner. Takes action to solve problems quickly. Alerts the higher-level supervisor, or proper point of contact for help when problems arise. Adheres to safety regulations and standards. Promptly reports any observed workplace hazards, and any injury, occupational illness, and/or property damage resulting from workplace mishaps to the immediate supervisor. Adheres to established standards of actively supporting the principles of the EEO program and prevention of sexual harassment.
Performs other related duties as assigned.
Salary : $60,000