Senior Management and Program Analyst

Full Job Description

If you are interested in working in a dynamic Human Resources Unit that focuses on providing the highest quality services in a supportive team environment, this job is for you!

As the Senior Management and Program Data Analyst, you will be responsible for data development and analysis required for planning, analysis, and evaluation of human resources operating and administrative programs.

Bargaining Unit Status and Chapter: Not Covered, AFGE Local 1456 To qualify for this position, you must meet the specialized experience requirement below.

To qualify for the GS-14 grade level, you must have one year of specialized experience related to the duties of the position that was comparable in difficulty and responsibility to the GS-13 grade level.

Specialized experience is defined as demonstrated expertise in analyzing human resources programs to assess effectiveness, identify gaps, and ensure alignment with organizational goals.

Experience must reflect the ability to interpret complex HR policies, conduct program assessments, and recommend solutions that enhance operational performance and accountability.

NOTE: Your resume must clearly show the specialized experience related to this position.

Failure to demonstrate how you possess the experience requirements will result in an "Ineligible" rating. Major Duties:

As a Senior Management and Program Analyst you will: 1.

Serve as senior and expert analyst responsible for data development and information required for planning, analysis, evaluation, and reporting of OHCM operating and administrative programs.

Use review of policies, procedures, HCM practices, tracking of budget and performance metrics to enhance informed decision making for mission critical program.

Analyze organizational processes, workflows, program performance and structures to improve efficiency, effectiveness of program areas and compliance with laws, rules, regulations and policy; identifies and extracts required data, chooses methodology and develops and implements approaches for the analysis of data.

Use data from multiple, creditable sources, analyze it, understand it, explain it and identify patterns to improve operations, performance metrics and support change management. 2.

Conduct internal auditing of Delegated Examining and Merit Promotion cases, ensuring that all recruitment and hiring actions meet law, rule and regulation requirements.

Provide regular reports to the Deputy Assistant Director, OHCM, on auditing activities and results, addresses problems or irregularities, and makes recommendations for resolution and/or improvement.

Work with others within the office to provide information for Office of Personnel Management audits and external data requests. 3.

Serve as the lead for development, review and revision of Human Capital Management policies. 4.

Provide expert advice in developing strategies to utilize technology to meet data requirements and planning and evaluation business needs.

Serve as senior program expert working with staff of the Information Technology Office in defining technical requirements and evaluating technology proposals addressing issues such as cost-benefit, return on investment, and consistency with established goals and objectives.

Is the primary program expert in developing, testing or implementing new or modified systems or software in planning and evaluation. 5.

Prepare data and narrative for reports to outside agencies such as the Office of Personnel Management, Office of Management and Budget and the Equal Employment Opportunity Commission.

Provide data and analysis for internal entities on human capital management issues. 6. Define requirements for outsourcing, IAAs, defines contract requirements and participates in pre-award actions.

Serve as Contracting Officer's Technical Representative (COTR), administering assigned contracts and ensuring that contractors are meeting requirements and complying with applicable rules.

Evaluate and assess performance in areas such as delivery, cost, progress and levels of service and resolves impediments to efficient, cost-effective service. 7.

Maintain awareness of current and emerging trends and best practices in both the public and private sectors in technology applications for planning, analysis and evaluation of human capital resources.

Identify areas with potential relevance to PSA and analyzes and makes recommendations for implementation.