Supervisory Program Specialist

Full Job Description

This position is located in the Employee Resources Management and Planning, Organization Management Directorate, Library Collections and Services Group.

The position description number for this position is 467150. This is a supervisory, non-bargaining unit position.

The salary range indicated reflects the locality pay adjustments for the Washington, D.C., Metropolitan area.

Relocation expenses will not be authorized for the person(s) selected under this vacancy announcement.

Applicants must have had progressively responsible experience and training sufficient in scope and quality to furnish them with an acceptable level of the following knowledge, skills, and abilities to perform the duties of the position without more than normal supervision.

Ability to lead a diverse workforce.** Ability to provide administrative program management, evaluation, and oversight for a federal human resources component of an organization.** Ability to provide program, policy advice and leadership oversight.** Ability to interact collaboratively with others and provide consultation or liaison services.

Ability to communicate in writing. Ability to analyze problems and make recommendations. Ability to communicate effectively other than in writing. Major Duties:

The incumbent of this position will work a flexitime work schedule.

Serves as a senior workforce professional and recognized subject matter expert, providing high-level advisory services to LCSG personnel and leadership on all aspects of workforce management.

Areas of responsibility include personnel actions, classification and position management, staffing, recruitment and placement, organizational reorganizations, talent development, performance management, employee and labor relations, compensation and awards, and succession planning.

Applies expert workforce knowledge to resolve complex challenges, implement best practices, and evaluate programs, policies, and operations to enhance organizational effectiveness.

Manages and directs workforce functions for LCSG, including workforce planning, performance management, and staff development.

Provides guidance and support to managers and supervisors on staffing projections, workflow analysis, filling vacancies, and organizational realignment in accordance with the Library's Merit Selection and Employment Plan.

Oversees the development, maintenance, and accuracy of position descriptions, ensuring alignment with program objectives and organizational needs.

Promotes adoption of innovative workforce systems, processes, and technologies to improve operational efficiency and service delivery.Responds to workforce-related inquiries and resolves concerns to maintain continuity and effectiveness across LCSG.

Collaborates closely with Human Capital Directorate (HCD) to ensure effective operational support for LCSG.

Serves as LCSG's lead subject matter expert on workforce operations and strategic initiatives, representing the Service Unit on cross-functional and interdepartmental work teams, committees, and task forces.

Collaborates closely with Service Unit leadership, managers, and Library-wide offices to address complex workforce challenges, coordinate implementation of workforce programs, and align workforce strategies with institutional goals.

Ensures workforce policies and practices are effectively implemented, fostering organizational performance, employee development, and a diverse, high-performing workforce.

Provides expert advice, guidance, and leadership on programs and projects with broad impact on LCSG policies, procedures, and workforce operations.

Recommends long-range workforce program plans, goals, objectives, and milestones that inform substantive organizational, administrative, and programmatic changes.

Ensures policies, guidelines, and procedures for workforce planning, staffing management, and operational effectiveness are implemented to support LCSG's mission and strategic objectives.

Plans and determines methodologies for assignments and provides authoritative technical counsel to program managers and senior officials on new or modified programs and services, ensuring alignment with existing functions.

Leads teams and working groups to accomplish program objectives, piloting, launching, and operationalizing initiatives related to human resources and administrative services.

Research and analyze complex program and operational issues, preparing reports, working documents, policy recommendations, and other materials that provide expert guidance to senior leadership.

Writes project plans, proposals, and policy, procedural, and training manuals to support program implementation and operational effectiveness.

Establishes and maintains effective liaison with managers and representatives at all levels within LCSG, other federal agencies, and public or private organizations.

Exercises broad independence and authoritative judgment in developing solutions to management issues.

Formulates long-range program and operational plans, goals, objectives, and milestones to measure effectiveness, considering resources, cost-efficiency, attainment of objectives, and compliance with legal and regulatory requirements.

Devises communication strategies and prepares plans to inform stakeholders of program and operational changes, conducting briefings and providing guidance on major initiatives.

Provides supervisory oversight to a team of employees performing administrative and program support work up to the GS-13 level.

Exercises full administrative and technical supervision, including establishing performance standards, evaluating work products, and ensuring compliance with applicable policies, procedures, and regulations.

Supervises the daily operations of the workforce management section, directing workforce management functions, planning and prioritizing work, assigning tasks based on organizational priorities and employee capabilities, and providing guidance, coaching, and feedback to ensure timely completion of assignments, resolving operational issues, and support staff development.

Establishes and communicates performance expectations through the formal employee performance management system.