Human Resources Specialist (Employee/Labor Relations)

AvantGarde, LLC (AG) seeks to engage a Human Resources Specialist (Employee/Labor Relations) supports the AG client at the United States Capitol Police (USCP), a Title II/Legislative Branch agency, in the Office of Human Resources (OHR), providing analytical and advisory support related to employee and labor relations. This position will support both civilian and sworn employees and advise management officials at all organizational levels, including senior leadership.

This position functions in a non-decision making, consultative capacity, delivering compliant, timely, and strategic ER/LR guidance consistent with federal laws, regulations, collective bargaining, agreements, and Department policy. The position plays a critical role in promoting effective labor-management relations, mitigating risk and ensuring consistent application of workforce related programs.

This is a full-time position 40 hours per week; team members are required to serve a 90-day onsite requirement when starting at USCP before up to 3 days of teleworking per week is considered/allowed.

The WORK

• Provide advisory services to supervisors and managers on conduct, performance, attendance, and workplace behavior issues.
• Review and analyze evidence related to disciplinary or adverse actions (e.g., removals/terminations). Track the progress of suspensions in coordination with other Department offices.
• Draft ER documents, including proposals and decisions for disciplinary and adverse actions.
• Guide managers through performance management, including PIPs, performance documentation, and appraisal processes.
• Advises management on reasonable accommodation requests under the ADA/Rehabilitation Act, guiding the interactive process, evaluating compliance, and ensuring legally defensible documentation and outcomes.
• Interpret federal HR laws, regulations, and agency policies to ensure actions comply with Legislative Branch guidance, and Department directives.
• Support early intervention efforts, such as conflict resolution, coaching, and informal problemsolving.
• Serve as a point of contact for union representatives on routine labormanagement matters.
• Interpret collective bargaining agreements (CBAs) and advise management on contract compliance.
• Provide advice and guidance on union grievances at various steps of the negotiated grievance procedure.
• Conduct impact and implementation (I&I) in Departmental policy reviews. Develop internal ER or LR-related standard operating procedures for internal use.
• Track and analyze LR trends, such as grievance patterns or recurring contract issues.
• Maintain ER/LR case files in accordance with agency and OPM recordkeeping requirements.
• Use systems such as Microsoft Lists or other mechanisms to track actions, progress and notes.
• Prepare reports and metrics on ER/LR activity for leadership review.
• Ensure timely processing of all ER/LR actions, including statutory and contractual deadlines.
• Provides earlyintervention support such as conflict resolution, coaching, and informal problemsolving.