Human Resources Specialist (Employee Relations and Performance Management) (#2022-124; Open until filled)

Human Resources


POSITION TITLE: Human Resources Specialist (Employee Relations and Performance Management)


Office of the Attorney General for the District of Columbia
Immediate Office
Human Resources Section
400 Sixth Street, N.W.
Washington, D.C. 20001

REMOTE WORK STATUS: A hybrid remote telework/in-office schedule option is available.


 The Office of the Attorney General values the safety of our employees, our residents, and our visitors. In support of these values, if you are selected, you must be fully vaccinated against COVID-19 including a booster shot within five months from either the date of the second shot for the Pfizer and Moderna vaccines (or two months from the single-shot of Johnson & Johnson) or by your start date, whichever is later except when vaccination is not medically advised or violates your sincerely held religious beliefs. If granted a medical or religious exemption, the employee must test weekly. Please note that if you are partially vaccinated you will be required to test weekly until you are fully vaccinated against COVID-19.



OPENING DATE:  June 29, 2022

CLOSING DATE:   Open until filled

SALARY RANGE:  Grade 13 

This range is within the Career Service salary schedule from Grade 13 Step 1 to Step 10. The salary range is based on a multitude of factors including applicable rules, regulations, and guidelines. 


TYPE OF APPOINTMENT:  Career Service – Term Appointment (2 years NTE)

COLLECTIVE BARGAINING UNIT:  This position is not in the collective bargaining unit.

AREA OF CONSIDERATION:   Open to the Public

HOW TO APPLY: Interested candidates must apply online by 11:59 pm of the closing date. All applications must complete the questionnaire, submit a cover letter, resume, and a list of three professional references including supervisors. A recent performance evaluation is desired. Please ensure that all required documents are included prior to submitting the application.

DESCRIPTION OF DUTIES: Incumbent serves as a senior Human Resources Specialist (Employee Relations & Performance Management), The purpose of this position is to manage and perform comprehensive technical work concerned with establishing and maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, morale, and discipline; to oversee fact findings for appeals, grievances, audits, and investigations; and to manage employee relations matters, such as grievances,
corrective and adverse actions, appeals, and employee conduct and performance problems.

The Human Resources Specialist (Employee Relations & Performance Management) is responsible for:

Develops and implements a comprehensive employee relations program.
Provides advice on employee and management rights and obligations, discipline, appeal and/or
grievance rights, office conduct, leave, absenteeism, reassignments, and promotions.

  • Reviews grievances and disciplinary actions for adherence to correct regulations and procedures.
  • Researches and analyzes facts to arrive at valid conclusions and prepares written recommendations.
  • Provides alternative dispute consultation in an effort to resolve complaints.
  • Encourages informal discussions between supervisors and employees and suggest constructive methods for dealing with problems arising from indifferences, personality conflicts, and poor work habits, and/or conduct problems.
  • Provides advice to employees and managers in attempt to settle conflicts informally. Facilitates responses to employee concerns.
  • Provides guidance to managers and supervisors in resolving work-related and/or personal problems, which adversely affect morale and/or job performance.
  • Provides advice and guidance on the prevention and resolution of employee complaints, grievance, and appeals. Anticipates, identifies, and, as necessary, takes action to eliminate major causes of actual or potential dissatisfaction and provides advice and assistance to operating officials and supervisors.
  • Assists managers and employees with the interpretation of personal policies and other requirements that are to be considered in effecting disciplinary actions (i.e., removals, suspensions, etc.), and in resolving grievances and appeals.
  • Participates in the development and preparation of policy statements and procedural instructions, or other guidance material, as they relate to employee relations.
  • Coach managers in the preparation of disciplinary actions that complies with the OAG policy and guidelines. Provide guidance and/or training with establishing performance plans, goals, performance metrics, performance improvement plans, mid-year reviews, end-of-year evaluations, and justification of performance ratings.
  • Assures all disciplinary actions conform to regulations, procedures, and collective bargaining agreements.
  • Provides guidance to departmental officials regarding problem employees and interpretation of regulations.
  • Supports OAG’s equal employment opportunity, disability, and anti-discrimination programs as needed.
  • Remains up to date on laws, regulations, policies, and procedures concerning the American with Disabilities Act (ADA), and District and federal Civil Rights and Equal Employment Opportunity Acts.
  • Manage the performance management system, for both Attorney and Non-attorney OAG employees.
  • Establish and ensure all managers and employees are in compliance with OAG Performance Management guidelines.
  • Coordinate with the training and professional development team to implement training and development plans and programs. Coordinate with the Recruitment Team to develop talent retention plans.
  • Assist in the development of training materials concerning employee relations’ policies, practices, and procedures. Serves as agency representative or technical advisor on grievances, corrective, and adverse actions, and appeals.
  • Audits OAG’s practices and procedures for compliance with District and federal legislative and regulatory requirements. Conducts a variety of studies and projects relevant to employee relations and prepares reports of the findings and recommendations.
  • Participates in administrative staff and management meetings and other meetings as assigned to keep abreast of plans, decisions, and problematic areas. Advises on current activities, or information that may have impact on the employee relations programs.
  • Performs other related duties as assigned.


Expert knowledge of human resources management, legal and regulatory principles, practices,
techniques, and procedures of employee relations; consultative skill and seasoned judgment,
sufficient to plan, organize and conduct research on complex legal problems that involve major
areas of uncertainty in approach, methodology, or interpretation to identify appropriate courses of action.
Expert knowledge of and skill in the application of analytical and evaluative theories,
concepts, procedures, methodologies, and practices affording the ability to provide expert
interpretation of legislation, regulations, policies, and data.
Comprehensive knowledge of the District of Columbia’s Equal Opportunity Laws, Rules and
Regulations, Administrative Procedures Act and Personnel Appeal and Grievance Procedure.
Expert knowledge of, and skill in applying analytical and evaluative methods and techniques to
research information, analyze facts, draw conclusions, and devise practical solutions to
Ability to perform broad and complex research tasks in a variety of human resource program
areas under short deadlines and with minimal supervision.
Expert knowledge and skill in applying conflict resolution techniques to interact in highly
charged emotional situations.
Ability to establish, build and maintain effective relationships with employees and supervisors.
Excellent oral and written communication techniques to formulate and present arguments, give
advice on opinions, counsel employees and supervisors, and prepare case documents,
comprehensive reports, and present ideas clearly and concisely, both orally and in writing.
Knowledge of, and proficiency in the use of operating a personal computer (PC), utilizing
Microsoft Word, Excel, Access, PowerPoint, etc., and a willingness to learn new technology
associated with assigned work tasks.

SUPERVISORY CONTROLS                                                                                                                   
Incumbent works under the general direction of the Chief Human Resources Officer, or
designee, who provides guidance and key assignments in the terms of general objectives and
priorities in consultation with the incumbent. The employee is responsible for planning and
carrying out the assignment, resolving most of the conflicts that arise, coordinating the work with
others as necessary and interpreting policy on own initiative in terms of established objectives.
The incumbent briefs the supervisor on the progress of assignments, as well as unanticipated and
controversial issues and problems that may arise. Completed work is reviewed for soundness of
overall approach and conformance with controlling policies.                                                                      
Guidelines consist of laws, rules, regulations, and acts that govern programs, established
policies, court decisions; OAG directives, and basic administrative policy statements concerning
the issue(s) or problem(s) to be studied, and may include reference to pertinent legislative
history, state, and local laws, or policy initiatives of agency management. Incumbent uses
judgment and discretion in determining intent and interpreting policy and regulatory guidance for
specific problems or issues. The employee uses initiative and resourcefulness in deviating from
established methods or researching trends to modify, adapt, and/or refine broader guidelines to
resolve specific complex and/or intricate issues and problems.                                                                    
The assignments are highly specialized, complex, and sensitive and may require extensive
research to ascertain information of significance to resolve issues involving conflicting
requirements. Typically, decisions involve determining approaches and methods for planning
and executing activities, developing strategies for complex situations, analyzing issues, and
determining the course of action from among a variety of alternatives and making recommendations. Decisions are difficult since they involve controversial, unique, and sensitive issues/problems; complex approaches; and special initiatives. Work involves a high degree of expertise and sound judgment to provide advice and attain an effective resolution.

The purpose of this position is to provide advice and assistance on complex problems and issues
that typically require analyzing and/or troubleshooting a wide range of issues and problems; and
to provide District government employees and managers with a central point where information
is available with clearly defined steps on how to administer corrective and adverse actions fairly,
expeditiously, and consistently.
Recommendations influence the decisions made by managers and employees and ultimately
affects the objectives and effectiveness of OAG’s Employee Relations Programs

PERSONAL CONTACTS :                                                                                                                        
Contacts are with managers, supervisors, employees, human resources, labor relations advisors,
agency counsels and directors, and union representatives.                                                                           
PURPOSE OF CONTACTS:                                                                                                                     
The purpose of the contacts is to identify options for resolving problems, to gain compliance
with established regulations, to advise supervisors and employees, and to exchange information.

PHYSICAL DEMANDS:                                                                                                                            
The work is primarily sedentary with intermittent periods of walking, bending, standing, and
carrying of light objects such as files, books, and reports.                                                                            
WORK ENVIRONMENT:                                                                                                                         
The majority of the work is performed in an office with is adequately heated, lighted and
ventilated. Some fieldwork may be required.


GENERAL SUITABILITY SCREENING: The selected candidate will be subject to a background investigation including reference checks.

EMPLOYMENT BENEFITS:                                                                               

Selectee will be eligible for health and life insurance, annual (vacation), and sick leave and will be covered under the District of Columbia government’s retirement plan. However, if the selectee was previously employed in the District of Columbia’s government under an appointment for which he/she was eligible for Civil Service Retirement (CSR), contributions to CSR will resume upon re-employment.


Applicants claiming veterans’ preference must submit official proof at the time of application.


If you are claiming DC residency preference, please complete the DC Residency Preference form (DC-2000RP) provided in the application. Please note, if the position you are applying for is in the Career, Management Supervisory, or Educational Service and the salary offered is at or above an annual salary of one hundred fifty thousand dollars ($150,000), you must establish DC residency within 180 days of appointment. You are also required to continue to maintain residency within the District of Columbia throughout the duration of the appointment.


Pursuant to the requirements of the Drug-Free Workplace Act of 1998, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after the conviction of or a plea of guilty to a violation of any criminal drug statute occurring in the workplace. 


All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, genetic information, or political affiliation.

NOTICE OF NON-DISCRIMINATION: In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 etseq., (Act) the District of Columbia does not discriminate on the basis of actual or perceived race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, familial status, family responsibilities, matriculation, political affiliation, disability, genetic information, source of income, or place of residence or business. Sexual harassment is a form of sex discrimination that is also prohibited by the Act. In addition, harassment based on any of the above-protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action. 



Important: Your COMPLETE application is important to OAG hiring process. Please ensure that you have read through the requisition in its entirety. Any REQUIRED document/s i.e. Resume, Cover Letter, DC2000RP, and/or KSAs as applicable, are included BEFORE you SUBMIT the application. You will NOT be able to re-submit. Thank you.