Human Resources Specialist (ELR)

General Job Information

General Job Information

The Child and Family Services Agency (CFSA) is a cabinet-level agency within the District of Columbia government, committed to the safety, permanence, and well-being of children and families residing in the District of Columbia. Charged with protecting child victims and those at risk of abuse and neglect, CFSA fosters collaborations within its administrations to deliver exceptional family-focused services to the community and its residents.

This position is located in the Human Resources Administration (HRA), Office of the Deputy Director for Administration (ODDA), Child and Family Services Agency (CFSA). The primary purpose of this position is to provide technical and administrative support and assistance in different areas within the human resources administration, to include but not be limited to: Employee and Labor Relations (ELR); paid leave and unpaid leave; developing training and policy; American with Disabilities Act (ADA) and Family and Medical Leave Act (FMLA) requests or its District equivalent; document productions, filing, and maintenance; conducting investigations or completing research; facilitating disciplinary actions; telework and alternative work schedule requests; training needs; performance management; grievances; data management; and special projects.

Duties and Responsibilities

The Human Resources Specialist (ELR) duties and responsibilities include but not limited to:

• Provides guidance, advice, and substantial information to applicants and employees regarding ELR, FMLA, ADA, protected leave, basic policy interpretation, and other human resources programs.
• Assists in the establishment, coordination, and maintenance of the employee relations program and/or segments of the program. Attends special projects initiatives to meet the needs of the Unit; evaluates and reports on trends relative to the District and agency leave programs, performance management, employee engagement, labor relations, and other statistical data related to the assignments.
• Conducts instructional workshops and seminars; develops and delivers course content, based on a variety of instructional strategies and aids, which include policy, standards, and practical application.
• Prepares communications outlining Human Resources programs, policies, and services. Conducts training for supervisors and employees on assigned HR programs. Develops and maintains the organization's policy and procedure manual as it relates to the Human Resources function.
• Provides information on various HRIS systems, processes, and procedures to include HR documents for employees and management. May be required to draft or update business processes and/or standard operating procedures (SOP) guides.
• Provides advice and guidance and other information to all employees (both supervisory and non-supervisory) pertaining to personnel requests to ensure adherence to procedural requirements and compliance with the relevant federal and District laws and regulations.
• Coordinates the collection of data or materials which may be used for special studies or reports. Compiles and maintains procedural documentation for human resources operations.
• Supports the Senior ELR Specialist/Labor Liaison by assisting in the development of collective bargaining positions, proposals, counterproposals, rebuttals, strategies and tactics.
• Supports the Senior ELR Specialist/Labor Liaison by assisting in the development of
• Advises management on proper mediation procedures and techniques. Drafts ground rules for conducting mediation. Advises management representatives on effective presentation, rebuttals and counter proposals.
• Advises management on employee-management relations, including legal and regulatory issues, trends in labor relations, and potential backpay and unfair labor practices issues.
• Consults with management and labor organizations on the implementation of new laws and changes in policies affecting terms and conditions of employment; collective bargaining unit definition, coding, exclusion, certification, and jurisdiction.
• Conducts training sessions for supervisors and other management officials in labor and employee relations.
• Performs special projects and drafts substantive personnel documents as directed by the Administrator and/or supervisor.
• Handles routine labor relations and human resource inquiries related to policies, procedures, and bargaining agreements; refers complex matters to appropriate management staff.
• Serves as the initial contact and liaison for intake and assessment of employee complaints.
• Conducts initial interviews and gathers information on employee relations matters such as harassment allegations, work complaints, or other concerns; informs appropriate HR staff when additional investigation is required.
• Assists with preparation of documents and records required for contract negotiations, meetings, intra-agency requests and negotiations with employee and labor organizations.
• Performs other related duties as assigned.

Qualications

• Comprehensive knowledge of and skill in applying human resources management principles, systems, policies, methods, and practices; analytical and research techniques sufficient to conduct fact finding and recommend solutions to difficult, complex and/or recurring issues and problems for which there are one or more apparent solutions. Ability to make informed judgments on non-routine problems and issues; ability to perform routine and non-routine management advisory services for specific requests related to immediate problems; and ability to analyze segments of broader Human Resources Management issues or problems.
• Comprehensive knowledge of and ability to draft policies and procedures. Comprehensive knowledge of protected leave, leave administration, telework, performance management, compliance and suitability, employee exits, discipline and training.
• Comprehensive knowledge of employee relations principles and practices, sufficient to provide guidance and advice to non-supervisory or supervisory employees on the background of the problems, issues, or employee inquiries, and propose solutions.
• Comprehensive knowledge of Human Resources areas related to the assignment, employment laws, arbitration, applicable National Labor Relations Board decisions, and other public-sector third-party decisions; demonstrated experience with collective bargaining agreements and comprehensive knowledge of Public Employee Relations Board (PERB)/Office of Employee Appeals (OEA) decisions and regulations.
• Skill negotiating to resolve employee/management disciplinary and /or performance issues.
• Ability to establish and maintain effective working relationships; ability to deal effectively with customers; and strong verbal and written communication skills.

Education

Relevant Bachelor's (Human Resources, Business Administration, etc.) degree is highly preferred. Four (4) years of directly related experience is highly preferred.

Must possess at least one (1) year of specialized experience equivalent to the grade 11 level in the District of Columbia government service or its non-District equivalent. Specialized experience is experience which is directly related to the position and has equipped the individual with the knowledge, skills, abilities, and competencies to successfully perform the duties of the position which include, but are not limited to, the ability to provide guidance and advice and substantial information to applicants and employees regarding FMLA, ADA, protected leave programs, policy interpretation, and other human resources programs; assists in the establishment, coordination, and maintenance of the employee relations program and/or segments of the program; attends to special projects or initiatives to meet the needs of the Unit; evaluates and reports on trends relative to the District and agency leave programs, performance management, employee engagement, labor relations, and other statistical data related to the assignments; or other similar duties.

Licenses and Certications

Possession of industry and/or work-related certification (e.g., SHRM-CP, SHRM-SCP, etc.) is highly preferred.

Other Signicant Factors

Tour of Duty: 8:30-5pm, flexible

Promotion Potential: No known promotion potential.

Collective Bargaining Unit: This position is not covered under the collective bargaining unit.

Work Conditions/Environment: The work is performed in an office setting. The incumbent may need to be at the DCHR's office to administer the post-employment testing requirements or travel to testing locations in rare situations

Duration of Appointment: CS-Regular Appointment

Pay, Plan, Series & Grade: CS-0201-12

Position Designation: This position is designated as "security" sensitive per DPM Chapter 4, Suitability. The candidate/incumbent is subject to a criminal background check, traffic records check, and consumer credit check (as applicable), reasonable suspicion drug and alcohol test, and post-accident or incident drug and alcohol test.

Residency Preference: Applicants claiming "Residency Preference" will be required to maintain residency in the District of Columbia for a minimum of (7) years. Failure to do so many results in forfeiture of employment.

EEO Statement: The District of Columbia Government is an Equal Opportunity Employer. All qualied candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.

Closing Statement: Official Job Offers are made by the D.C. Child and Family Services Agency.