Sr. HR Specialist _ Employee and Labor Relations

Title: Sr. HR Specialist | Employee and Labor Relations

Location: Washington, DC – Onsite/Hybrid

Company Background

APV is an innovative Woman-Owned Small Business (WOSB) providing services to Government customers at the federal and state levels in three key focus areas: High-End IT Consulting, Emerging Technology and Training Solutions, and Human Capital Services. Established in 2007, APV has completed 70+ prime contracts and currently oversees 25+ task orders, consistently achieving high client satisfaction, CPARS, and customer accolades. Our success is fueled by our skilled and motivated workforce, reflected in our impressive employee retention rate exceeding 90%. APV has a wide portfolio of contracts and “Best-in-Class” contract vehicles, including GSA MAS, OASIS Small Business, and 8(A) Pool 1, CIO-SP3 SB & 8(a) across all functional areas, HCaTS, and several other industry-specific BPA and IDIQs.

APV is a mature company dedicated to quality and exceptional delivery to meet its clients’ missions. We understand personnel are an essential part of this. We hire the best and take care of the people who come to work for us. We continue to maintain employee satisfaction and have a high retention rate, well above the industry average fo our small business peers. We do this through our corporate practice that emphasizes on employee satisfaction through the three “C’s” – Culture, Compensation, and Career Development.

Role:

APV is seeking a dynamic Senior HR Specialist supporting the Employee and Labor Relations at Department of Homeland Security (DHS) with demonstrated experience in a Federal Government capacity and handling workplace issues, grievances, disciplinary actions, and labor-management relations.

Duties:

· Serve as principal advisor to executives, managers, and supervisors on all aspects of employee and labor relations.

· Provide guidance on sensitive workplace matters including conduct, performance, workplace disputes, leave abuse, and policy interpretation.

· Counsel management on appropriate disciplinary or corrective actions to mitigate legal exposure while maintaining organizational fairness.

· Oversee the preparation of case files for disciplinary and adverse actions (e.g., removals, suspensions, reprimands).

· Draft and review technical documentation including proposals, decision letters, settlement agreements, and grievance responses.

· Ensure case files are legally sufficient, well-documented, and audit-ready for MSPB, EEOC, FLRA, or arbitration proceedings.

· Track case progress and outcomes, maintaining a database to identify trends and improve future response strategies.

· Lead and conduct investigations into allegations of misconduct, workplace harassment, prohibited personnel practices, and other employee relations matters.

· Interview witnesses, gather evidence, analyze findings, and prepare investigative reports.

· Coordinate with legal counsel and senior HR officials to ensure investigations meet evidentiary and procedural requirements.

· Interpret and apply provisions of collective bargaining agreements to ensure consistent implementation across the organization.

· Serve as management’s representative during grievance meetings, arbitrations, and mid-term bargaining sessions.

· Develop negotiation strategies, prepare management proposals, and draft counter offers.

· Build collaborative relationships with union officials to resolve issues informally and minimize escalation.

· Design and deliver training sessions for managers and supervisors on topics such as performance management, disciplinary procedures, workplace investigations, and union contract interpretation.

· Develop toolkits, guidance documents, and FAQs to standardize ER/LR practices across the agency.

· Mentor junior HR staff in employee relations and labor relations best practices, case handling, and compliance.

· Draft, review, and update agency policies and procedures related to conduct, discipline, grievance handling, and labor-management relations.

· Ensure agency practices comply with Title 5, federal labor laws, EEOC guidelines, and OPM regulations.

· Monitor legal and regulatory changes to advise leadership on implications for agency employee relations programs.

· Facilitate mediation and alternative dispute resolution (ADR) processes to resolve conflicts before they escalate.

· Act as a neutral third party in disputes, fostering constructive dialogue and mutually agreeable outcomes.

· Analyze ER/LR data to identify systemic workplace issues and recommend corrective actions.

· Provide input into workforce planning initiatives, ensuring ER/LR considerations are integrated into organizational change efforts.

· Advice on risk mitigation strategies during reorganizations, reductions-in-force, and other workforce adjustments.

· Collaborate with agency counsel, OPM, MSPB, EEOC, FLRA, and other oversight bodies to coordinate responses to legal challenges.

· Represent the organization in external forums, hearings, and meetings as the lead ER/LR authority.

Education:

· BS degree in Human Resources or Business Administration or equivalent degree

Required Skills:

· 7 years of experience or 5 years’ experience with a master’s degree

· Federal HR and Labor Law Expertise: In-depth knowledge of Title 5, CFR, OPM regulations, collective bargaining agreements, MSPB/EEOC/FLRA case law, and federal employee relations practices; skilled in applying legal standards to complex workplace issues.

• Case Management and Investigative Skills : Demonstrated ability to conduct fact-finding and workplace investigations, prepare legally sufficient documentation (disciplinary actions, grievance responses, arbitration briefs), and manage multiple ER/LR cases simultaneously.
• Negotiation, Mediation, and Communication: Strong conflict resolution, collective bargaining, and alternative dispute resolution skills; exceptional written and oral communication abilities to brief executives, represent management in hearings, and foster effective labor-management relationships.
• Leadership, Policy Development, and Confidentiality: Proven capacity to mentor HR staff, train supervisors, and develop ER/LR policies; adept at analyzing program data for organizational improvements while handling sensitive personnel matters with integrity and discretion.
  

About APV

APV is an Equal Employment Opportunity employer. All qualified applicants are considered without regard to race, national origin, gender, age, religion, disability, sexual orientation, veteran status, or marital status. Minorities/Females/Veterans/Disability candidates are encouraged to apply. Qualified military veterans are encouraged to apply.