Labor Relations Specialist; Fully Remote

Position is contingent upon contract award.

We are seeking an experienced Labor Relations Specialist to provide expert advisory services to management and HR partners across collective bargaining, contract administration, grievance and arbitration proceedings, and unfair labor practice matters. The ideal candidate brings a minimum of seven (7) years of federal labor relations experience and a proven track record representing management in negotiations and dispute resolution.

• Provide expert LR expertise and guidance to management and HR partners/liaisons on bargaining obligations, impact & implementation (I& I), past practice, and union rights.
• Assess proposed management actions for duty-to-bargain implications and recommend risk managed paths (e.g., notice, bargaining, permissive topics).
• Assist with contract interpretation, grievance prevention, and strategies that uphold merit system principles and foster constructive relations.

• Establish and maintain effective relationships with labor organizations, supervisors, managers, and cross functional stakeholders.
• Facilitate regular labor management communication, including forums/committee meetings, and promote problem solving approaches (e.g., interest based techniques).
• Coach leaders on constructive engagement practices, communication norms, and maintaining credibility with bargaining unit representatives.

• Serve as a management negotiating team member for CBA negotiations, mid-term bargaining, impact & implementation bargaining, and MOUs.
• Develop negotiation strategy: objectives, proposals, counter-proposals, costing, and trade-offs; prepare negotiation templates and talking points.
• Provide real-time LR advice ensuring positions are legally defensible, operationally feasible, and aligned with agency policy.
• Draft tentative agreements, maintain bargaining records, and support contract ratification and implementation planning.
• Ensuring Appropriate Union Consultation / Duty to Bargain
• Assure union is conferred with on appropriate matters by issuing timely notices, coordinating bargaining schedules, and documenting outreach efforts.
• Determine whether changes relate to conditions of employment; identify bargaining scope (substantive vs. 7I& I) and management rights considerations.
• Track bargaining timelines, responses, and good faith bargaining requirements; maintain defensible records for audits or litigation.

• Administer negotiated grievance procedures: intake, docketing, timeline control, and coordination of step responses.
• Coach management on grievance responses, settlement options, and case resolution best practices.
• Prepare management case files and serve as agency representative in arbitration-including witness preparation, exhibits, issue framing, and post hearing briefs.

• Draft responses to ULP charges (investigation, affidavits, legal sufficiency review), coordinate strategy with legal, and assist management in FLRA proceedings.
• Draft and assist in negotiability appeals, unit clarification petitions, and representation matters.
• Coordinate submissions and assist with other third-party forums (e.g., FSIP impasse proceedings, mediation).

• Identify potential impasse situations; initiate mediation and elevate to FSIP when appropriate.
• Compile bargaining history, unresolved issues, and agency positions; manage FSIP process steps and compliance with decisions.
• Consult with leadership on implementation strategies post FSIP resolution.

• Conduct analyses for bargaining unit clarifications, exclusions, and case filings (e.g., supervisory, confidential, personnel, national security designations).
• Draft documentation for FLRA unit clarification petitions; coordinate interviews and evidence development.
• Maintain accurate unit status records and work with management on organizational changes that impact bargaining status.