Management & Program Analyst (Hr Liaison)

• The incumbent serves as the primary HR liaison to facilitate human resource actions. He/she analyzes and evaluates (on a quantitative or qualitative basis) the effectiveness of the management processes and systems, human resources, and strategic planning initiatives within the program office. Conducts analyses and prepares reports on workforce trends i.e. hiring, classification, compensation, employee and labor relations, retirement, and awards.
• In tandem with leadership and senior liaisons, develops retention strategies, attrition rates and trends, current and anticipated missions, and programs, and provides leadership short-and long-term human capital planning objectives. The incumbent will address issues as related to the transition plan and develops partnerships with HCO divisions and servicing HR specialists (classification, staffing, benefits and retirement, performance management, etc.,) to identify potential workforce transitions and workforce trend data. Develops metrics to measure current versus future status and program success in human capital management plans, programs, and goals. Develops implementation plans that consider personnel, budget, manpower, and other management requirements. Represents management on workforce development working groups, boards, task groups, projects, and committees. Identifies initiatives for tracking personnel resources, HR automated actions, capabilities, utilization, training, and performance management data.
• Develops and maintains a high level of sensitivity and awareness of management problems involving workflow, performance management issues, organizational structure, and functions. Conducts appropriate analysis and research into problems and solutions and advises management on actions to be taken to improve operations. Advises senior managers in establishing and maintaining strong organizational structures, improving management methods and procedures, assuring the effective and efficient use of staff.

Federal experience is not required. The experience may have been gained in the public sector, private sector or Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis.
To ensure full credit for your work experience, please indicate dates of employment by month/year, and indicate number of hours worked per week, on your resume.

You must meet the following requirements by the closing date of this announcement:

SPECIALIZED EXPERIENCE: GS-13 LEVEL: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the next lower level (GS-12) in the normal line of progression in the Federal service. Specialized experience for this position includes:

• Experience assisting customers and/or management on a wide range of principles, practices, and advisory services related to HR systems, compensation, classification, recruitment, employee benefits, organizational development, performance management, and employee labor relations;
• Experience applying the laws, policies, regulations, and precedents applicable to human resource operations;
• Experience developing written and oral communications on programs or policies for executives, managers, or senior leaders' approval;
• Experience interpreting and presenting information on regulations, laws, and guidance for issues which may be confidential and sensitive in nature;
• Experience conducting analytical studies and/or projects involving complex programs, systems, or issues to persuade, negotiate, and provide technically sound information in a highly effective and clear manner;
• Experience utilizing HR information systems in an automated HR environment and administering programs and projects dealing with automated HR tools to resolve errors, verify data, and perform quality review.
  

AND MEET TIME IN GRADE (TIG) REQUIREMENT: You must meet applicable TIG requirements to be considered eligible. To meet TIG for positions above the GS-05 grade level, you must have served at least one year (52 weeks) at the next lower grade (or equivalent) in the normal line of progression for the position you are applying to. Advancement to positions up to GS-05 is permitted if the position to be filled is no more than two grades above the lowest grade held within the preceding 52 weeks.

AND TIME AFTER COMPETITIVE APPOINTMENT: By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment. For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens".

For more information on qualifications please refer to OPM's Qualifications Standards.