Human Resource Analyst

Aretum•McLean, VA

About The Position

Aretum is a mission-driven organization committed to delivering innovative, technology-enabled solutions to our customers across defense, civilian, and homeland security sectors. Our teams work at the intersection of strategy, technology, and transformation, helping agencies solve their most critical challenges. We believe in investing in our people and creating a culture where collaboration, inclusion, and professional growth are at the forefront. Aretum is seeking a Human Resources Manager that supports federal workforce planning and staffing by coordinating hiring actions. The Human Resources Manager will manage position descriptions, personnel requests, and improve workforce processes. This role maintains workforce data, develops reports, and partners with stakeholders to support recruitment, organizational readiness, and talent management. Due to the nature of our work as a federal consulting organization, employees may be expected to handle Controlled Unclassified Information and must adhere to applicable safeguarding and compliance requirements.

Requirements

BA/BS degree and 5 (+) years of relevant experience, or an equivalent combination of education and experience.
Coordinating CSD participation in hiring events, recruiting activities, and surge hiring actions across subdivisions.
Supporting CSD wide full-time personnel (FTP) planning as part of annual budget formulation cycles, ensuring alignment with OCOS workforce planning practices.
Developing and coordinating hiring surge plans, including sequencing of actions, staffing forecasts, and inter division coordination.
Managing and tracking division wide CTMS and GS hiring actions, including posting of job announcements, monitoring status, and coordinating with HR and subdivision POCs to remove bottlenecks.
Conducting human capital data validation, reconciliation, and analysis to support workforce reporting requirements and leadership decision making.
Preparing hiring related metrics, dashboards, and reports for CSD leadership, ensuring accuracy, completeness, and alignment with broader OCOS workforce operations requirements.
Providing centralized communication, status updates, and process guidance to subdivision hiring leads and program offices to ensure consistent execution of hiring actions.
The contractor shall provide program management support to execute the full employee performance management lifecycle across CSD.
Manage end to end execution of performance plans, mid-year reviews, year-end evaluations, rating submissions, and documentation compliance.
Administer USA Performance for CSD, including system setup, user access, troubleshooting, and coordination with HR and OCOS.
Ensure compliance with Federal, DHS, and CISA performance management policies, reporting requirements, and statutory deadlines.
Track, monitor, and report performance lifecycle progress, compliance metrics, overdue actions, and risks to CSD leadership.
Develop and maintain SOPs, workflows, process guides, and communications related to the performance management cycle.
Provide training, briefings, and technical assistance to supervisors and employees on performance requirements and system usage.
Coordinate with HR specialists to resolve discrepancies, align performance standards, and ensure audit ready documentation.
Support governance structure(s) consistent with CSD and OCOS oversight models, aligning to governance and reporting practices outlined in PMSS supported transition and oversight frameworks.
Assist leadership with performance related data calls, analytics, compliance summaries, and organizational reporting.
Maintain secure handling of all performance documentation in accordance with Federal privacy and records requirements.
Serves as the primary divisional contact with OCHCO/E&LR to compile performance rating data to feed the annual performance review and awards process, generates and applies formulas to determine awards amounts, resolves award discrepancies
Plan, coordinate, and execute the biweekly CSD orientation session, ensuring all logistics, materials, and presenters are prepared and aligned with CSD leadership expectations.
Deliver an overview of CSD, including its mission, structure, offices, and subdivisions, ensuring new employees understand how their roles connect to broader organizational functions and priorities.
Provide core federal employment information, including responsibilities related to time and attendance, payroll processes, telework/AWS expectations, leave categories, and compliance obligations.
Educate new employees on CISA work/life programs, such as employee assistance, wellness programs, workplace flexibilities, and other agency supported benefits that enhance workforce engagement and retention.
Present essential training and performance management guidance, including mandatory training requirements, performance plan development, evaluation timelines, and expectations for professional development.
Develop, update, and maintain all orientation materials, ensuring accuracy, accessibility, and alignment with current DHS, CISA, and CSD policy.
Coordinate with subject-matter experts across CSD, including HR, Workforce Operations, OCOS, IT, security, and division leadership, to ensure content remains up to date and relevant.
Track attendance, participation, and follow up actions, maintaining documentation needed for compliance, internal reporting, and program improvement.
Identify opportunities to enhance orientation effectiveness, recommending changes in structure, content, delivery, or technology to improve employee experience and organizational consistency.
Coordinate and track the full onboarding lifecycle for new CSD employees, conducting centralized status validation checks to ensure all onboarding actions are completed in accordance with CISA and DHS requirements.
Submit and manage IT onboarding tickets, including creation of network accounts, email addresses, group mailbox access, and assignment of IT resources, consistent with the processes outlined in DHS onboarding procedure (e.g., Remedy/ServiceNow submission, access provisioning workflows).
Support CSD security processing, including coordination of PIV card actions, security briefings, badge issuance, and verification steps with security offices, consistent with DHS onboarding expectations
Coordinate facilities access and workspace assignments, including building access forms, seating assignments, and coordination with facilities personnel to ensure readiness for new arrivals.
Oversee equipment issuance, ensuring laptops, peripherals, mobile devices, and other required equipment are ordered, tracked, and delivered in alignment with procedures described in onboarding documentation (e.g., IT equipment issuance processes)
Serve as a primary point of contact for new employees, supervisors, and internal stakeholders throughout the onboarding process, providing guidance, answering questions, and resolving delays or discrepancies.
Maintain onboarding records and documentation, tracking key milestones, required forms, confirmations, and any follow up tasks needed for compliance or reporting.
Identify process gaps and recommend improvements to streamline onboarding workflows, enhance new employee experience, and support Workforce Operations’ continuous improvement initiatives, consistent with the expectations for detailed functional requirements described in RE: ESB FY27 Req
Serve as the conduit between OCHCO and the CSD workforce for all SLRB requests, inquiries, policy interpretations, and required follow up actions, ensuring consistent communication and timely handling of submissions.
Provide detailed guidance and step by step instructions to employees and supervisors on SLRB eligibility criteria, application processes, required documentation, approval workflows, and supporting justification standards.
Assist employees in preparing and completing all SLRB paperwork, including application forms, service agreements, financial documents, HR templates, and any associated justification materials, ensuring accuracy and completeness prior to submission.
Coordinate directly with OCHCO to resolve questions, discrepancies, and issues raised during the review process, serving as the central point of contact to ensure policy compliance and smooth processing of each application.
Maintain comprehensive program documentation for all CSD SLRB participants, including application packages, approval records, service agreements, correspondence, and historical files to support audits and leadership visibility.
Track and monitor continuing service requirements (CSR) for all CSD SLRB recipients, including service timelines, renewal cycles, expiration dates, obligations, and reminders, ensuring compliance with DHS and OCHCO policy requirements.
Provide regular reporting, status updates, and metrics to CSD Workforce Operations leadership to support strategic planning, program oversight, and ongoing improvement of incentive processes.
Develop and update SOPs, templates, checklists, and job aids to ensure consistency, clarity, and efficiency in SLRB processing across the CSD workforce.
Serve as the central coordination point for all CSD R3 requests, inquiries, and policy interpretation needs, providing consistent, authoritative guidance to employees, supervisors, and leadership.
Provide subject-matter expertise to supervisors and employees on appropriate use cases for incentives, including eligibility, justification standards, required documentation, and decision criteria, ensuring compliance with DHS and OCHCO policy.
Develop, review, and refine R3 request packages, including incentive memos, justifications, SF 50/SF 52 alignment, and supporting artifacts, to ensure completeness, accuracy, and readiness for CSD and OCHCO review.
Coordinate CSD’s participation in the Cyber Retention Incentive (CRI) program, serving as the primary point of contact for CRI candidate identification, documentation development, eligibility validation, and ongoing stewardship of approved CRI participants.
Engage directly with OCHCO to review, validate, and route R3 requests, ensuring submissions meet all required policy thresholds, conform to established audit and documentation standards, and are processed through correct workflows.
Track, monitor, and maintain visibility into the lifecycle of all incentive-related actions, including status reporting, document control, timeline management, and escalation of delays or gaps to CSD leadership.
Support development of standard operating procedures (SOPs), job aids, templates, and guidance products to strengthen consistency and quality of R3 and CRI submissions across CSD.
Serve as a liaison between CSD subdivisions and enterprise HR bodies, ensuring that program, operational, and workforce priorities are appropriately considered in incentive decisions.
Analyze trends, identify process bottlenecks, and recommend program improvements to enhance efficiency, compliance, and customer experience for supervisors and employees.
Provide expert guidance to CSD employees and supervisors on selecting appropriate human capital actions requiring an SF 52, including recruitment, separations, Within Grade Increases, career ladder promotions, probationary period certifications, name and benefits changes, corrections to personnel records, and other personnel actions.
Support the preparation, documentation, and submission of SF 52 requests to ensure accuracy, compliance with HR policy, and timely processing.

Responsibilities

Coordinating CSD participation in hiring events, recruiting activities, and surge hiring actions across subdivisions.
Supporting CSD wide full-time personnel (FTP) planning as part of annual budget formulation cycles, ensuring alignment with OCOS workforce planning practices.
Developing and coordinating hiring surge plans, including sequencing of actions, staffing forecasts, and inter division coordination.
Managing and tracking division wide CTMS and GS hiring actions, including posting of job announcements, monitoring status, and coordinating with HR and subdivision POCs to remove bottlenecks.
Conducting human capital data validation, reconciliation, and analysis to support workforce reporting requirements and leadership decision making.
Preparing hiring related metrics, dashboards, and reports for CSD leadership, ensuring accuracy, completeness, and alignment with broader OCOS workforce operations requirements.
Providing centralized communication, status updates, and process guidance to subdivision hiring leads and program offices to ensure consistent execution of hiring actions.
Manage end to end execution of performance plans, mid-year reviews, year-end evaluations, rating submissions, and documentation compliance.
Administer USA Performance for CSD, including system setup, user access, troubleshooting, and coordination with HR and OCOS.
Ensure compliance with Federal, DHS, and CISA performance management policies, reporting requirements, and statutory deadlines.
Track, monitor, and report performance lifecycle progress, compliance metrics, overdue actions, and risks to CSD leadership.
Develop and maintain SOPs, workflows, process guides, and communications related to the performance management cycle.
Provide training, briefings, and technical assistance to supervisors and employees on performance requirements and system usage.
Coordinate with HR specialists to resolve discrepancies, align performance standards, and ensure audit ready documentation.
Support governance structure(s) consistent with CSD and OCOS oversight models, aligning to governance and reporting practices outlined in PMSS supported transition and oversight frameworks.
Assist leadership with performance related data calls, analytics, compliance summaries, and organizational reporting.
Maintain secure handling of all performance documentation in accordance with Federal privacy and records requirements.
Serves as the primary divisional contact with OCHCO/E&LR to compile performance rating data to feed the annual performance review and awards process, generates and applies formulas to determine awards amounts, resolves award discrepancies
Plan, coordinate, and execute the biweekly CSD orientation session, ensuring all logistics, materials, and presenters are prepared and aligned with CSD leadership expectations.
Deliver an overview of CSD, including its mission, structure, offices, and subdivisions, ensuring new employees understand how their roles connect to broader organizational functions and priorities.
Provide core federal employment information, including responsibilities related to time and attendance, payroll processes, telework/AWS expectations, leave categories, and compliance obligations.
Educate new employees on CISA work/life programs, such as employee assistance, wellness programs, workplace flexibilities, and other agency supported benefits that enhance workforce engagement and retention.
Present essential training and performance management guidance, including mandatory training requirements, performance plan development, evaluation timelines, and expectations for professional development.
Develop, update, and maintain all orientation materials, ensuring accuracy, accessibility, and alignment with current DHS, CISA, and CSD policy.
Coordinate with subject-matter experts across CSD, including HR, Workforce Operations, OCOS, IT, security, and division leadership, to ensure content remains up to date and relevant.
Track attendance, participation, and follow up actions, maintaining documentation needed for compliance, internal reporting, and program improvement.
Identify opportunities to enhance orientation effectiveness, recommending changes in structure, content, delivery, or technology to improve employee experience and organizational consistency.
Coordinate and track the full onboarding lifecycle for new CSD employees, conducting centralized status validation checks to ensure all onboarding actions are completed in accordance with CISA and DHS requirements.
Submit and manage IT onboarding tickets, including creation of network accounts, email addresses, group mailbox access, and assignment of IT resources, consistent with the processes outlined in DHS onboarding procedure (e.g., Remedy/ServiceNow submission, access provisioning workflows).
Support CSD security processing, including coordination of PIV card actions, security briefings, badge issuance, and verification steps with security offices, consistent with DHS onboarding expectations
Coordinate facilities access and workspace assignments, including building access forms, seating assignments, and coordination with facilities personnel to ensure readiness for new arrivals.
Oversee equipment issuance, ensuring laptops, peripherals, mobile devices, and other required equipment are ordered, tracked, and delivered in alignment with procedures described in onboarding documentation (e.g., IT equipment issuance processes)
Serve as a primary point of contact for new employees, supervisors, and internal stakeholders throughout the onboarding process, providing guidance, answering questions, and resolving delays or discrepancies.
Maintain onboarding records and documentation, tracking key milestones, required forms, confirmations, and any follow up tasks needed for compliance or reporting.
Identify process gaps and recommend improvements to streamline onboarding workflows, enhance new employee experience, and support Workforce Operations’ continuous improvement initiatives, consistent with the expectations for detailed functional requirements described in RE: ESB FY27 Req
Serve as the conduit between OCHCO and the CSD workforce for all SLRB requests, inquiries, policy interpretations, and required follow up actions, ensuring consistent communication and timely handling of submissions.
Provide detailed guidance and step by step instructions to employees and supervisors on SLRB eligibility criteria, application processes, required documentation, approval workflows, and supporting justification standards.
Assist employees in preparing and completing all SLRB paperwork, including application forms, service agreements, financial documents, HR templates, and any associated justification materials, ensuring accuracy and completeness prior to submission.
Coordinate directly with OCHCO to resolve questions, discrepancies, and issues raised during the review process, serving as the central point of contact to ensure policy compliance and smooth processing of each application.
Maintain comprehensive program documentation for all CSD SLRB participants, including application packages, approval records, service agreements, correspondence, and historical files to support audits and leadership visibility.
Track and monitor continuing service requirements (CSR) for all CSD SLRB recipients, including service timelines, renewal cycles, expiration dates, obligations, and reminders, ensuring compliance with DHS and OCHCO policy requirements.
Provide regular reporting, status updates, and metrics to CSD Workforce Operations leadership to support strategic planning, program oversight, and ongoing improvement of incentive processes.
Develop and update SOPs, templates, checklists, and job aids to ensure consistency, clarity, and efficiency in SLRB processing across the CSD workforce.
Serve as the central coordination point for all CSD R3 requests, inquiries, and policy interpretation needs, providing consistent, authoritative guidance to employees, supervisors, and leadership.
Provide subject-matter expertise to supervisors and employees on appropriate use cases for incentives, including eligibility, justification standards, required documentation, and decision criteria, ensuring compliance with DHS and OCHCO policy.
Develop, review, and refine R3 request packages, including incentive memos, justifications, SF 50/SF 52 alignment, and supporting artifacts, to ensure completeness, accuracy, and readiness for CSD and OCHCO review.
Coordinate CSD’s participation in the Cyber Retention Incentive (CRI) program, serving as the primary point of contact for CRI candidate identification, documentation development, eligibility validation, and ongoing stewardship of approved CRI participants.
Engage directly with OCHCO to review, validate, and route R3 requests, ensuring submissions meet all required policy thresholds, conform to established audit and documentation standards, and are processed through correct workflows.
Track, monitor, and maintain visibility into the lifecycle of all incentive-related actions, including status reporting, document control, timeline management, and escalation of delays or gaps to CSD leadership.
Support development of standard operating procedures (SOPs), job aids, templates, and guidance products to strengthen consistency and quality of R3 and CRI submissions across CSD.
Serve as a liaison between CSD subdivisions and enterprise HR bodies, ensuring that program, operational, and workforce priorities are appropriately considered in incentive decisions.
Analyze trends, identify process bottlenecks, and recommend program improvements to enhance efficiency, compliance, and customer experience for supervisors and employees.
Provide expert guidance to CSD employees and supervisors on selecting appropriate human capital actions requiring an SF 52, including recruitment, separations, Within Grade Increases, career ladder promotions, probationary period certifications, name and benefits changes, corrections to personnel records, and other personnel actions.
Support the preparation, documentation, and submission of SF 52 requests to ensure accuracy, compliance with HR policy, and timely processing.