Senior Employee Relations Specialists (Fully Remote)

FYI - For Your Information, Inc. is an SBA certified, Woman-Owned Small Business and GSA schedule holder that is a premier provider of Human Capital, Training, and Information Technology services. We have won awards for being a Great Place to Work and continue to make ground-breaking advancements. For four years in a row, we have been on Inc. Magazine's 5000 list and were recently named one of Inc.'s 2024 Mid-Atlantic Fastest Growing companies. Position is contingent upon contract award. 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. Responsibilities: ER Consultation & Case Intake 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. Disciplinary Actions 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 Adverse Actions 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. Grievances & Dispute Resolution 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 Performance Management 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). Attendance, Leave & Conduct Related Medical Issues 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. Reasonable Accommodation (RA) Coordination 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 needed. Ensure confidentiality and proper records handling for medical/RA documentation. Build and maintain RA case files and update systems, reports and tracking mechanisms. Evidence Development, Documentation & Records Build defensible case files: evidence inventories, interview summaries, affidavits, exhibits, timelines, etc. Maintain case tracking systems; record milestones (proposal dates, reply windows, decisions, effective dates). Ensure retention and access controls for ER records (e.g., disciplinary files separate from eOPF where required). Policy Interpretation & Compliance Interpret and apply OPM regulations, agency directives, and case law in ER matters. Ensure actions comply with merit system principles, veterans' preference (where relevant), and EEO/anti-retaliation requirements. Identify and mitigate risk/exposure (e.g., disparate treatment, due process defects, harmful error). Stakeholder Coordination & Representation Partner with Labor Relations, EEO/Disability Programs, Security/Investigations, Counsel, and HR Operations to align case strategy and execution. Prepare management for hearings/third party proceedings (MSPB, arbitration, mediation) with clear summaries and exhibits. Support settlement discussions, draft settlement frameworks, and coordinate implementation of agreed terms. Training, Coaching & Manager Capability Building Develop and deliver training for supervisors on performance management, documentation best practices, RA process, and discipline/adverse action procedures. Provide coaching on effective feedback, documentation, counseling conversations, and early intervention tactics. Create and maintain templates (letters, witness statements, PIP formats) and job aids. Required: Minimum of seven years of experience developing expert-level strategic approach and recommendations and consultation on highly complex and sensitive Federal civilian employee relations matters, such as EEO, MSPB, adverse actions, settlements, and administrative investigations; developing and implementing Federal employee relations policies, consultation with legal adviser, i.e. general counsel, solicitor; experience interpreting and applying 5 CFR 752 and 5 CFR 432; and research and development of employee relations related policies and procedures. FYI's Benefits/Incentives: What is in it for you? Opportunity to work a hybrid work schedule A knowledgeable, high-achieving, diverse, experienced, and fun team. The chance to be part of a rapidly growing company and the next success story. A competitive base salary with a loaded benefits package plus 401K. Tuition/education assistance, personal computer allowance, pet insurance.