Senior Employee Relations Specialists; Fully Remote

Summary:

We are seeking a Senior Employee Relations Specialist with at least seven years of expert‑level experience to provide strategic consultation and guidance to federal supervisors and managers on highly complex and sensitive ER matters, including adverse actions, MSPB proceedings, EEO, settlements, and administrative investigations. The ideal candidate interprets and applies OPM regulations (5 CFR 752, 5 CFR 432), develops and implements ER policies in coordination with General Counsel, and partners with Legal, Labor Relations, and EEO stakeholders to manage high‑stakes cases from intake through resolution.

Position is contingent upon contract award.

• Conduct consultations with supervisors and management to define the issue (misconduct, performance, attendance, conduct related medical issues), desired outcomes, timelines, and risk factors.
• Consult with supervisor on appropriate action paths (counseling, reprimand, suspension, removal; performance improvement processes; alternative dispute resolution).
• Outline procedural requirements and due process steps; set service level expectations and case milestones.

• Analyze facts/evidence and recommend disciplinary strategies consistent with agency policy and "Douglas factors" considerations.
• Draft or quality check disciplinary letters (e.g., admonishment, reprimand, suspension) and supporting documentation.
• Coordinate with Investigations, and Counsel where applicable; ensure Weingarten rights (for bargaining unit) and proper documentation of interviews.
• Track action timelines; ensure notice, opportunity to respond, and decision procedural integrity.

• Provide technical guidance on adverse actions (suspension >14 days, demotion, removal).
• Prepare or review proposal and decision letters, evidence files, and legal sufficiency checks.
• Construct the case file (charge drafting, specifications, nexus, penalty selection) and coordinate with MSPB litigation stakeholders as needed.
• Manage response meetings, summarize oral/written replies, and ensure proper consideration by deciding officials.

• Administer negotiated grievance procedures for bargaining unit employees and administrative grievance systems for non‑bargaining employees.
• Screen, docket, and track grievances; ensure timelines, procedural compliance, and proper escalation.
• Assist management on step responses, settlement options, and ADR/mediation pathways.
• Prepare case summaries and management positions for third party proceedings.

• Assist supervisors with performance plan development (critical elements, standards, alignment to mission).
• Assist supervisors when addressing performance deficiencies and design improvement strategies (coaching, training, workload clarification).
• Draft and manage Performance Improvement Plans (PIPs): content, duration, measurable expectations, resources.
• Guide unacceptable performance actions (demotion/removal under Part 432), ensuring documentation and procedural compliance.
• Assist management with post PIP evaluations and outcomes (successful completion, extension, action initiation).

• Assist management with attendance and leave problems, including leave abuse, medical documentation, and progressive discipline for failure to follow leave procedures.
• Coordinate with benefits/leave programs (e.g., FMLA, VLTP, Leave Bank) for case impacts and ensure consistent application.
• Distinguish between conduct or performance issues and medical/functional limitations, guiding to the correct framework.

• Inform management on the interactive process with employees; gather medical documentation and functional limitation information from employees or supervisors.
• Evaluate effective accommodations (equipment, schedule adjustments, telework, reassignment consideration) in consultation with deciding officials, medical officer, Disability program manager, etc.

• Draft RA determinations, track timelines, document decisions (approved/denied/alternative accommodations), and manage reassessment as…