Management Analyst, GS-0343-13/14 (Detail or Temporary Promotion Only) NF

Summary

This Management Analyst position is located in the Strategic Human Capital Planning Branch (SHCP). SHCP is responsible for human capital program development, strategic workforce planning, workforce analytics, human capital accountability, employee surveys, and human resources information technology for the Foundation. This temporary promotion/detail is for a period of 120 days and may be extended up to one year. This temporary promotion or detail may NOT be made permanent.

Duties

• The incumbent will have the opportunity to work on a variety of strategic human capital projects, which may include developing NSF competency models; identifying agency workforce needs; implementing a succession planning pilot at NSF; assessing the effectiveness of OCHCO's programs and operations; implementing and socializing Human Capital (HC) data dashboards for the agency; creating data visualizations and presentations for agency leadership; participating in office-wide workgroups to address emerging challenges; and exploring ways to leverage Super Intelligence (SI) to accomplish SHCP and OCHCO work. As a Management Analyst at the GS-13 level, you will perform the following duties: Lead the development of workforce and employee surveys, including the establishment of tailored methodologies in design, implementation, and analysis to inform NSF-wide programs and organizational decisions. Assists team members and senior staff in 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 supports the development of criteria to evaluate the effectiveness of structure, functions, and NSF-wide programs. Collaborates with team members and senior staff in employing change management processes, concepts, and techniques such as strategic planning, staffing planning, organizational assessments, and succession planning. Analyzes management information requirements to develop program or administrative reporting systems, including the systems specifications, data gathering and analytical techniques, and systems evaluation methodology. Assists in projects, studies, or surveys of moderate scope and depth critical to the resolution of operating issues and problems, which may include leading a team of NSF staff and/or contractors. Provides analytic and project management expertise to other analysts on moderately complex issues/studies. Facilitates focus groups, working sessions or other techniques and methods necessary for organizational assessments and change. Develops reports and workforce analytic tools to improve organizational effectiveness. As a Management Analyst at the GS-14 level, you will perform the following duties: Serve as a senior advisor to the SHCP Chief and staff in the planning, development, organization, and implementation of activities related to workforce planning, business process reengineering and change management, and other work that supports the goals and objectives of the Branch and the NSF mission. Analyze and evaluate the effectiveness of human capital management programs in meeting NSF goals and objectives. Collaborate with management in employing change management process concepts and techniques such as strategic planning and workforce development. Analyze management information requirements to develop program or administrative reporting systems, including specification, data gathering and analytical techniques, and systems evaluation methodology. Manage projects or studies of considerable scope and depth critical to the resolution of operating issues and problems, to include leading a team of NSF staff and/or contractors in analyzing and evaluating interrelated issues of effectiveness, efficiency, and productivity of human capital programs, of organizational work operations, job structures, realignment, downsizing and resource utilization throughout NSF's organizations. Leads focus groups and group facilitation or other techniques and methods necessary for organizational assessment and change.

Qualifications

To qualify at the GS-13 level, you must have one year of specialized experience equivalent to the GS-12 level in the federal service performing complex organizational analyses. Examples of specialized experience include: Partnering with management to assess workforce effectiveness; gathering, reporting, and analyzing quantitative data. Utilizing human capital dashboards to create reports; developing studies, projects, and surveys to assess operational issues. Leading organizational change management efforts. To qualify at the GS-14 level, you must have one year of specialized experience equivalent to the GS-13 level in the Federal service independently leading and evaluating strategic human capital and workforce management initiatives. Examples of specialized experience include: Leading strategic workforce planning initiatives, organizational effectiveness, and workforce management practices; independently planning, developing, and carrying out workforce planning studies, manpower analyses, organizational assessments, workforce readiness reviews, and workforce management initiatives. Designing, implementing, or maintaining analytical models, performance frameworks, methodologies, or standards used to support decision-making, organizational planning, or risk-based program management. Analyzing and evaluating workforce management processes and developing procedures to systematize workforce operations and strengthen workforce accountability. Experience refers to paid/unpaid experience, including volunteer work done through National Service programs (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/experience that translates directly to paid work. You will receive credit for all qualifying experience, including volunteer experience.

Education

Education may enhance skills required for this position; however, no substitution of education for specialized experience may be made at this level.