Policy Analyst (Human Resources)

Full Job Description

This position is located in the Executive Office of the President (EOP), Office of Management and Budget (OMB), Office of Performance and Personnel Management (PPM), Federal Workforce Branch.

The incumbent provides consultant and policy support on a wide variety of workforce initiatives and personnel and pay policies.

Promotion to the next highest grade level is neither guaranteed nor implied.

MINIMUM QUALIFICATION REQUIREMENTS: All applicants must meet the qualification requirements outlined below to be considered minimally qualified for this position.

The qualification requirements are in accordance with the Office of Personnel Management Qualification Standards.

TIME-IN-GRADE REQUIREMENTS: Applicants possess one full year (52 weeks) of specialized experience at or equivalent to the next lower grade level or pay band in Federal service or equivalent experience in the private or public sector.

SPECIALIZED EXPERIENCE: Applicants must have a minimum of one year of specialized experience at a level of difficulty and responsibility comparable to the next lower grade or comparable pay band in the Federal service or equivalent experience in the private sector.

ALL QUALIFICATIONS MUST BE MET BY THE CLOSING DATE OF THIS ANNOUNCEMENT.

You may qualify at the GS-13 level, if you fulfill the following qualification requirement: One year of specialized experience equivalent to the GS-12 grade level in the Federal service or equivalent experience in the private sector, that demonstrates the following: 1) Providing oversight and guidance to management officials on federal HR policy related to pay, leave, and benefits; (2) Interpreting complex federal HR policies into clear, actionable direction to support leadership decision-making and ensure compliance with applicable laws, regulations, and agency objectives; AND, (3) Independently coordinating with internal and external stakeholders to improve efficiency, processes and procedures and of an organization.

You may qualify at the GS-14 level, if you fulfill the following qualification requirement: One year of specialized experience equivalent to the GS-13 grade level in the Federal service or equivalent experience in the private sector, that demonstrates the following: 1) Providing oversight and guidance to management officials on federal HR policy related to pay, leave, and benefits; (2) Interpreting complex federal HR policies into clear, actionable direction to support leadership decision-making and ensure compliance with applicable laws, regulations, and agency objectives; (3) Independently coordinating with internal and external stakeholders to improve efficiency, processes and procedures and of an organization; AND, (4) Applying comprehensive knowledge of budgetary, legislative, and regulatory processes to analyze policy requirements and develop guidance.

Experience refers to paid and unpaid experience, including volunteer work done through National Service program (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social).

Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment.

You will receive credit for all qualifying experience, including volunteer experience. Major Duties:

As a Policy Analyst (Human Resources), GS-0301-13/14, your typical work assignments may include the following: Serves as an expert and takes the lead in interagency efforts to improve performance, management, and efficiency of human capital policies and processes across the government.

Serves as the expert on all human capital initiatives and consults with agency Human Resources (HR) personnel and other key stakeholders regarding their capacity to deliver information or products in direct support of those Administration priorities.

Serves as the expert on HR policy related to pay, leave, and benefits, and uses their knowledge of budgetary, legislative and regulatory processes to effectively communicate priorities and guidance on these topics to stakeholders.

Serves as a key member of the OMB personnel management team, actively contributing to the formulation and ongoing assessment of performance improvements and management strategies.

Works closely with the staffs of the EOP, OPM, agencies, and stakeholders to identify cross-cutting human capital and personnel management issues, solutions, and implementation strategies.