About this role
Job SummaryThis position is part of the Defense Human Resources Activity. The incumbent will be responsible for providing complex business process analyses and organizational improvement projects related to Human Capital programs.
QualificationsYou may qualify at the GS-14, if you fulfill the following qualifications: One year of specialized experience equivalent to the GS-13 grade level in the Federal service: Directing analytical evaluations of human capital strategies, including workforce shaping, reduction in force, and rejuvenation programs; defines core competencies, establishes milestones for capability development, and advises senior leadership on the strategic alignment of organizational structure and personnel resources to support future operations. Organize and provide analytical oversight for department-wide human capital programs by establishing strategic indicators linked to goals, leveraging Human Resources Information Systems (HRIS) to analyze system-wide data, and formulating authoritative recommendations for senior executives to address mission shortfalls. Leading complex business process analyses and organizational improvement projects related to human capital programs; facilitates cross-functional teams, evaluates resource allocations using predictive and descriptive analytics, and recommends modern process improvement methodologies to optimize workflows and program effectiveness.
Major DutiesAs a Program Analyst at the GS-0343-14 some of your typical work assignments may include: Serves as a principal analyst and strategic advisor to senior leadership on the effectiveness of major human capital programs, including workforce shaping, reduction in force, and rejuvenation; independently validates and presents data-driven courses of action to ensure the optimized use of personnel resources. Directs all aspects of program analysis for the organization's human and intellectual capital management by establishing analytical milestones, defining core metrics, and advising senior leaders on the strategic implications of program performance on future mission capabilities. Leads and facilitates headquarters-level human capital business process reviews by guiding cross-functional project teams to identify, evaluate, and recommend the implementation of modern analytical models and efficiency methodologies across the enterprise. Conducts comprehensive analyses of organizational structures, strategic workforce plans, and resource allocations; evaluates complex, recurring program issues to deliver responsive, data-driven alternatives and long-term effectiveness recommendations to senior leaders. Oversees the department's strategic program evaluation initiatives by leading analytical efforts to identify core competency gaps, evaluate the effectiveness of strategic programs, and provide authoritative recommendations to align human capital programs with future mission priorities.