Employee & Labor Relations Specialist

Location: Washington, DC Work Arrangement : Onsite Type: Full-Time Clearance: Public Trust Travel: Up to 10% Status: Contingent Upon Award Salary: $100,000-$110,000 Company Overview: Since 2017, Kymber Consulting Group has been blazing a trail through the consulting landscape, providing solutions across healthcare, defense, and civilian sectors. We're trusted advisors for high-visibility, high-impact engagements, rapidly becoming a valued partner within both government agencies and large established firms in the space. Kymber employs a collaborative team approach to deliver high value, tailored, and innovative solutions. Our engagement teams are built to meet each client’s unique needs. Our employees currently support a variety of Defense and Civilian agencies. Job Summary: The Employee & Labor Relations Specialist provides advanced advisory, analytical, and case management support to Court Services and Offender Supervision Agency (CSOSA) Human Resources (HR)/Employee Labor Relations (ELR) program. This senior role supports complex employee relations cases including misconduct, adverse actions, and performance issues, supports labor relations activities such as bargaining and grievance processing, and partners with agency leadership to ensure consistent, legally compliant, and mission-aligned outcomes across CSOSA's workforce. Responsibilities and Duties: Support the agency's Human Resources Office as the primary point of contact in dealings with labor organizations holding exclusive recognition. Interpret and apply the Federal Service Labor-Management Relations Statute (5 U.S.C. Chapter 71). Assist with negotiating and administering Collective Bargaining Agreements (CBAs); serve as a technical advisor during term and mid-term bargaining sessions. Investigate and prepare the Agency's position for Unfair Labor Practice (ULP) charges; represent the Agency before the Federal Labor Relations Authority (FLRA). Provide expert advice to management on federal conduct and performance regulations (5 U.S.C. Chapters 43 and 75). Conduct intensive fact-finding and investigations into complex conduct issues; recommend appropriate disciplinary or adverse actions. Apply Douglas Factors expertly to ensure the consistency and defensibility of proposed penalties. Support preparation of the Agency's litigation file and support technical witnesses in hearings before the Merit Systems Protection Board (MSPB). Support administrative and negotiated grievance procedures from receipt through resolution. Evaluate the merits of cases; recommend settlements or litigation strategies to the General Counsel and agency leadership. Recommend actions to ensure compliance with final decisions from EEOC, MSPB, and Arbitrators. Qualifications and Skills: Minimum education requirements: Bachelor's degree in human resources management, public administration, labor relations, or a related field required; master's degree preferred. Minimum of 7 years of progressively responsible Employee and Labor Relations experience with significant federal sector or public sector exposure. Direct experience in a union environment including involvement in collective bargaining, ULP proceedings, and grievance processing. Expert knowledge of the Federal Service Labor-Management Relations Statute (5 U.S.C. Chapter 71), 5 U.S.C. Chapters 43 and 75, and related OPM regulations. Experience advising on Douglas Factors and preparing adverse action documentation. Experience representing agencies before MSPB and/or FLRA. Strong analytical, research, writing, and oral advocacy skills. Preferred: SHRM-SCP or equivalent HR certification. Experience as a hearing representative before MSPB, EEOC, or arbitration panels. Benefits and Perks: Medical, Vision, and Dental Plans Paid Holiday and Personal Time Off 401K plan Short-term and Long-term disability, and Life Insurance Education and Training Assistance Program Incentive Plans and Referral Bonuses Employee Assistance Programs Kymber Consulting Group, LLC is an equal opportunity employer. The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of all functions, responsibilities, or requirements the employee may be required to perform, and the employee may be required to perform additional duties.

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