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14 Oct 2021

Full-Time HR Deputy Director

AFGE – Posted by hr_grp2021 Washington, District of Columbia, United States

Job Description


American Federation of Government Employees (AFGE)

Department: Human Resources Department

Location: National Office

FSLA Classification: Exempt

Position Title:  HR Deputy Director, EEO/ER/LR/HR Lead

Date of Revision/Creations: October 1, 2021



The American Federation of Government Employees (AFGE) is the largest federal employee union proudly representing 700,000 federal and D.C. government workers nationwide and overseas. Workers in virtually all functions of government at every federal agency depend upon AFGE for legal representation, legislative advocacy, technical expertise and informational services. We offer a competitive salary and generous benefits to include paid time off, 401K, fully employer-paid pension plan, and more.



The Deputy Director of Human Resources is responsible for the successful managing of equal employment opportunity (EEO) complaints and grievances, labor, and employee relations (ER/LR) issues and assisting with HR projects to include training, culture building, employee surveys, and other workplace matters. This position will assist in managing programs, policies, procedures, and processes applicable to AFGE staff and will advise and consult on initiatives for creating a great place to work fueled by an engaged workforce. This position reports to the HR Director.



At the direction of the HR Director the incumbent will perform the following duties:

  1. Managing reported complaints and grievances
  • Lead administrative or internal investigations based on reported EEO/ER/LR/HR allegations, such as harassment, discrimination, retaliation, conflict management, etc.
  • Assist with / or conduct investigations into complaints of potential violations of AFGEs policies, collective bargaining agreements (CBAs), or procedures.
  • In connection with the investigation, conduct interviews with relevant parties, manage inquiries and update relevant parties as needed.
  • Gather, interpret, and analyze data related to the complaint, including emails, personnel records, and other pertinent documents.
  • Provide regularly oral and/or written updates on work progress.
  • Based on findings, make recommendations regarding corrective or disciplinary actions, management training, and appropriate remedies.
  • Remain objective throughout the investigation process; express no opinion to individuals involved in the investigative process, including the claimant (s) or the respondent(s) as to whether prohibited discrimination or policy violations have occurred.
  • Maintain effective time management of case activity to adhere to strict, mandated, and sometimes urgent, short deadlines.
  • Compose correspondence, final investigative reports, and other highly confidential communications and ensure all relevant supporting documents are included in the final report of investigation.
  • Maintain files with accurate records ensuring compliance with applicable policies and employment laws and maintaining strictest privacy and confidentiality.
  • Manage employee cases utilizing the NAVEX case management and Ethics Hotline system.
  • Identify behavior, policy, practice, and procedure trends resulting from the investigations and proactively recommend interventions.
  • Conduct facilitation or mediation to resolve EEO/ER/LR/HR issues, as appropriate.
  1. Advise, consult, collaborate and train on EEO/ER/LR/HR workplace matters.
  • Lead the implementation of the AFGE’s employee complaint and case management, and policy management automated systems by contributing subject matter expertise regarding relevant policies, procedures, and practices.
  • Provide guidance, advice, and/or training to leaders, supervisors, and staff on matters related to EEO/ER/LR/HR.
  • Lead the review, development, revision, process improvement, and management of EEO/ER/LR/HR policies, procedures, and workflow processes, including the development of standard operating procedures (SOPs).
  • Assist with training needs analysis addressing EEO/ER/LR/HR workplace issues.
  • Develop and deliver related EEO/ER/LR/HR workplace training.
  • Assume special projects supporting change management, including the development of management reports, preparing briefings and high-level meetings, conducting climate and employee engagement surveys, assessing organizational development, and participating in culture-building activities.
  • Collaborate and build interdepartmental relationships supporting productive EEO/ER/LR/HR outcomes
  • Coordinate with the General Counsel and the National President’s Offices in fulfilling management’s obligations for legal compliance.
  • Participate in and support collective bargaining negotiations.


This job operates in a professional environment working to establish AFGE’s organizational and departmental goals. The incumbent will routinely use standard office equipment such as computers, scanners, and phones, and other relevant technological solutions. The employee will periodically be required to do some lifting and/or move items over 10 pounds.



The Human Resources Deputy Director works under the supervision of the Director of Human Resources who reports to the National President.



  • A Bachelor’s degree or the equivalent combination of education and experience is required.
  • At least 7 years of HR management leadership experience and demonstrated capability and expertise in a combination of EEO/ER/LR/HR are required.
  • A minimum of 5 years of supervisory/managerial experience is required.
  • In-depth knowledge of EEO/ER/LR/HR is required and one must demonstrate mastery of EEO/ER/LR/HR laws, practices, and standards.
  • Skillful in critical thinking and providing sound EEO/ER/LR/HR analysis.
  • Excellent writing to include the development of written reports.
  • Must possess good interpersonal communication skills and demonstrate the ability to collaborate, partner, and consult with others.


  • MBA, JD, HR certification, or other relevant professional certification preferred.
  • A combination of private, government, and/or public sector experience.
  • Experience working in a unionized workforce, managing grievances.
  • Interest in labor-management1, social justice, and/or advocacy issues.
  • Demonstrate alternative dispute resolution (ADR) capability to include but not be limited to mediation, facilitation, conciliation, or other interest-based resolution techniques.
  • Certification in SHRM and/or employment law, workplace investigation, labor negotiations, conflict management, organization development, or other relevant workplace competencies.


AFGE provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetic information, pregnancy, marital status, sexual orientation, personal appearance, gender identity, and/or gender expression. In addition to federal law requirements, AFGE complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. The policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

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Job Categories: Equal Opportunities. Job Types: Full-Time. Salaries: 100,000 and above.

Job expires in 42 days.

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