This position serves as a Human Resources Specialist (ER/LR) providing guidance to management officials regarding employee conduct, disciplinary and adverse actions, attendance issues, alternatives to formal discipline, probationary and trial periods, and performance-based actions. This position may also provide guidance regarding applicable matters related to Federal Labor Relations programs.
The duties and responsibilities for a Human Resource Specialist, GS-0201-12/13 generally include, but are not limited to, the following: GS-0201-12: Serves as an Employee Relations (ER) and Labor Relations Specialist (LR) on programs including policy guidance and advice to senior leadership, program managers, other management officials and supervisors.
Responsible for implementing labor relations programs, providing policy guidance and advice to leadership, program managers, other management officials, and supervisors. Provides advice and assistance to supervisors, employees, and HR in a wide variety of employee relations matters such as performance issues, conduct actions (disciplinary and adverse actions), grievances, appeals, etc.
Advise and assist supervisors in establishing and maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, morale, and discipline. Writes disciplinary and adverse notices and non-disciplinary notices that are technically sound, based on merit, and complies with law, regulation, and applicable procedures.
GS-201-13: Advises management regarding, and prepares draft, performance-based actions and adverse or disciplinary actions that are technically sound, based on merit, and comply with law, regulation, and applicable collective bargaining agreement. Recommends procedures pertaining to reasonable standards of conduct for employees and equitable disciplinary measures for infractions of the employment relationship.
Evaluates trends to formulate and issue guidance to universally impose like penalties for like offenses of misconduct. Maintains and analyzes statistics on disciplinary actions. Reviews regulations and administrative instructions pertaining to all phases of grievances, appeals, and disciplinary and adverse personnel actions. Formulates and prepares responses to inquiries from unions, members of Congress, OPM, agency officials, employees, and other interested parties.
Provides advice, counseling, and technical and policy guidance to employees concerning their responsibilities and rights, the procedures and timeframes under various avenues of dispute resolution, including administrative and negotiated grievance procedures, appeals to the U.S. Merit Systems Protection Board (MSPB), the Office of the Special Counsel (OSC) or the Department of Justice Office of the Inspector General (DOJOIG).
May serve in the role of agency representative, as a technical advisor, or as an expert witness in third-party hearings when required. Provides advice to employees, supervisors, and managers on the policies and requirements of the Drug-Free Workplace Program, Employee Assistance Program (EAP), and leave administration.
Develops and conducts training on discipline, to include employee rights, management rights, employee representative rights, and consideration of substance abuse and dependency.
For the GS-12/13 grade level, you must meet the qualification requirement using experience alone. No substitution of education for experience is permitted.
Shaleta.Taylor@usdoj.gov · 202-514-2000
This position is with Offices, Boards and Divisions, Department of Justice.
The posted pay range is $102415 – $158322/yr.
This position is eligible for telework.
Applications close on 2026-11-05.
There are 3 openings for this position.
This position is open under the 'Fed Transition' hiring path.
Source: USAJOBS.gov — U.S. Federal Government · Retrieved 2026-10-27 · Not affiliated with or endorsed by OPM or USAJOBS.gov
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