• Advises and assists employees, managers and supervisors on grievance procedures and appropriate options for proper resolution of conflicts or problems.
• Advises supervisors and managers on informal and formal grievances and discusses grievances with a shop steward or other union officials
• Advises, represents, and/or supports management in discussions with union officials on a second step grievances or Unfair Labor Practices (ULP).
• Conducts extensive research into factual and case law aspects; develops an appropriate case theory that includes anticipation of counter arguments; and makes technical recommendations concerning whether management should agree to a settlement or allow a third-party to arbitrate the case.
• Serves as a point of contact on third-party proceedings arising from the labor management program.
• Counsels employees on critical, sensitive issues involving personnel policy, regulatory compliance, employee rights, and services
• Assists supervisors in preparing written admonishment and/or documenting oral admonishment.
• Prepares or assists supervisors in preparing and initiating proposals to suspend or remove employees, or to initiate other serious adverse actions.
• Prepares or assists deciding official in preparing a decision to suspend or remove an employee, or take other serious adverse actions.
• Investigates incidents involving minor infractions in order to advise first level supervisor on appropriate action.
• Investigates incident involving serious infractions, in order to advise a second or higher level supervisor or manager related to the appropriate action to take in making a decision on a proposed suspension or removal, discipline of a subordinate supervisor, or equivalent matter with significant consequences.
• Serves as the agency representative and/or testifies as subject matter expert, investigator, and/or witness in a third party hearing in arbitration or in front of an Administrative Law Judge or the Merit Systems Protection Board.
• Gathers background information and prepares formal correspondence on full range of disciplinary actions.
• Assures that official case files are properly maintained with complete documentation to support recommended or final action.
• Coordinates with legal officials as appropriate.
• Writing clear and concise policies, guidelines, and rules for USAGM.
• Developing and modifying the existing policies and guidelines to adhere to current documentation standards
• Evaluating different types of policies and making recommendations for changes regarding the policies to management
• Ensuring that revised and new policies are implemented

Prior labor and employee relations experience required.