This position is in the Strategic Human Capital Planning Branch (SHCP) of the Division of Human Resource Management (HRM), Office of Information and Resource Management (OIRM), National Science Foundation (NSF). The SHCP branch is responsible for human capital program and policy development, strategic workforce planning, workforce reporting and analytics, human capital accountability, employee engagement, and human resources information technology for NSF.Learn more about this agency
The incumbent provides advice and assistance involving moderately complex agency-wide issues. Serves as a business partner, change agent, workforce effectiveness consultant and management analyst, working in close coordination with members of NSF HR staff and NSF management agency-wide.
- Serves as a technical authority and resource to the Branch Chief and staff in the planning, development, organization and implementation of activities related to human Capital, change management, and other work that supports the goals and objectives of the Branch and the mission of NSF.
- Monitors the execution of major programs. Provides expert guidance and assistance in the management of complex projects, studies, and action items. Analyzes problems and other issues to determine the best and most appropriate courses of action.
- Reviews all correspondence and other materials for appropriate content. Analyzes organizational performance facts and data to draw conclusions and provide recommendations.
- Analyzes and evaluates the effectiveness of human capital management programs in meeting NSF goals and objectives. Advises the Branch Chief on the implementation and administration of long-range plans, goals, and objectives for human capital changes and -improvements, functional alignments, and organizational structures; researches and investigates new or improved business and management practices and develops criteria to evaluate effectiveness of structure, functions and NSF-wide programs.
- Collaborates with directorates/offices, HRM Staff, and management in employing change management process concepts and techniques such as strategic planning and workforce development. Develops strategic goals for change (e.g., conducting organizational needs assessments, determining organizational readiness for change, market organizational awareness, and leading change initiatives) and initiating changes for management's approval as they relate to NSF's human capital management goals.
- Analyzes management information requirements to develop program or administrative reporting systems including the systems specifications, data gathering and analytical techniques, and systems evaluation methodology.
- Manages projects or studies of considerable scope and depth critical to the resolution of operating issues and problems, including leading a team of NSF staff and/or contractors in analyzing and evaluating interrelated issues of effectiveness, efficiency; and productivity of human capital programs pertaining to organization work operations, job structures, realignments, downsizing and resource utilization throughout NSF's organizations. Manages all aspect of cost, schedule, and performance metrics in meeting project milestones.
- Provides analytic and project management expertise to other analysts on especially complex or broad issues/studies. Leads focus groups and group facilitation of other techniques and methods necessary for organizational assessment and change.
- Develops management and/or program evaluation plans, procedures and methodology to evaluate program effectiveness of NSF-wide programs and identifies and gathers data required for use in the management and direction of these programs. Applies new developments to problems not susceptible to treatment by previously accepted methods.
- Analyzes existing, new or proposed legislation or regulations to determine projected impact on NSF's program operations and resources. Studies regulatory requirements and prepares study recommendations for management’s approval and recommends implementation of organizational, management operations and systems change to improve program effectiveness.
- Conducts policy reviews to evaluate effectiveness of current HR policies and practices, and to develop new or modified program policies, regulations and/or prototype plans; and makes recommendation to improve and change policies within on or more specialized HR field.
- Develops life cycle cost analyses of projects, cost benefit analyses or economic evaluations of current or projected programs to determine economic feasibility of program operations and recommends alternative solutions to problems and issues in program areas.
- Advises on the potential benefits/uses of automation to improve the efficiency of administrative support or program operations.
- Coordinates with external agencies to influence policies and programs and to advocate for NSFs priorities and requests.
- Strategic Thinking, Planning and Evaluation
- Human Capital Management
- Project Management
Job family (Series)
This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/564465300. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.