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

National Science Foundation • Alexandria, VA

2d

About The Position

This Management Analyst position is in the Strategic Human Capital Planning Branch (SHCP), which 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. The role is offered as a temporary promotion or detail for 120 days, with a possible extension up to one year. It may not be made permanent and may be terminated at any time. At the end of the assignment, the employee returns to their former office and position or grade. Candidates selected for a detail remain at their current grade and rate of pay; candidates selected for a temporary promotion receive a higher grade and salary.

The incumbent may work on projects such as developing NSF competency models, identifying agency workforce needs, implementing a succession-planning pilot, assessing OCHCO programs and operations, implementing and socializing human capital data dashboards, creating data visualizations and leadership presentations, participating in office-wide workgroups, and exploring how Super Intelligence (SI) can support SHCP and OCHCO work.

At GS-13, the Management Analyst leads workforce and employee surveys and develops tailored approaches to their design, implementation, and analysis. The role supports long-range human capital plans and organizational improvements, researches management practices, applies change-management methods, develops reporting systems, contributes to studies and projects, advises other analysts, facilitates organizational assessments, and develops reports and workforce analytics tools.

At GS-14, the Management Analyst serves as a senior advisor to the SHCP Chief and staff, evaluates human capital programs, collaborates with management on strategic planning and workforce development, develops reporting systems, and manages large or complex studies. The role may lead NSF staff or contractors in evaluating human capital programs, organizational operations, job structures, realignment, downsizing, and resource utilization, and leads focus groups and other organizational assessment and change activities.

Applicants must be U.S. citizens and meet applicable eligibility, qualification, and time-in-grade requirements. A background investigation is required before onboarding. Education may enhance relevant skills, but cannot substitute for the required specialized experience. Relocation expenses will not be paid. Situational telework may be approved occasionally subject to agency policy, supervisory approval, operational requirements, and an approved telework agreement; participation is voluntary.

Requirements

• U.S. citizenship.
• For GS-13: one year of specialized experience equivalent to GS-12 in the federal service performing complex organizational analyses.
• For GS-14: one year of specialized experience equivalent to GS-13 in the federal service independently leading and evaluating strategic human capital and workforce management initiatives.
• Applicants who held a General Schedule position within the preceding 52 weeks must have 52 weeks of federal service at the next lower grade or equivalent.
• Meet eligibility and qualification requirements within 30 days of the announcement closing date.
• Answer all job-related questions in the NSF eRecruit questionnaire and any included external assessment.
• Online applicants must provide a valid email address.
• A background investigation is required before onboarding.
• GS-13 specialized experience examples include partnering with management to assess workforce effectiveness; gathering, reporting, and analyzing quantitative data; using human capital dashboards to create reports; developing studies, projects, and surveys to assess operational issues; and leading organizational change-management efforts.
• GS-14 specialized experience examples include leading strategic workforce planning, organizational effectiveness, and workforce management practices; independently planning and conducting workforce studies and assessments; designing, implementing, or maintaining analytical models and performance frameworks; and analyzing workforce processes and developing procedures to systematize operations and strengthen accountability.

Nice To Haves

• Education may enhance skills required for the position, but cannot substitute for specialized experience.

Responsibilities

• Lead the development of workforce and employee surveys, including tailored methodologies for design, implementation, and analysis.
• Support long-range plans, goals, and objectives for human capital changes and improvements, functional alignments, and organizational structures.
• Research improved business and management practices and support development of criteria for evaluating organizational structures, functions, and NSF-wide programs.
• Collaborate with colleagues and senior staff on change-management activities, including strategic planning, staffing planning, organizational assessments, and succession planning.
• Analyze management information requirements and develop program or administrative reporting systems, including specifications, data-gathering and analytical techniques, and evaluation methodologies.
• Assist with studies, projects, and surveys addressing operating issues and problems, potentially leading NSF staff or contractors.
• Provide analytic and project-management expertise to other analysts on moderately complex issues and studies.
• Facilitate focus groups, working sessions, and other organizational assessment and change activities.
• Develop reports and workforce analytic tools to improve organizational effectiveness.
• At GS-14, advise the SHCP Chief and staff on workforce planning, business process reengineering, change management, and activities supporting Branch and NSF objectives.
• Analyze and evaluate whether human capital management programs meet NSF goals and objectives.
• Collaborate with management on change-management concepts and techniques, including strategic planning and workforce development.
• Manage studies of considerable scope and lead teams evaluating human capital program effectiveness, efficiency, and productivity; organizational operations; job structures; realignment; downsizing; and resource utilization.
• Lead focus groups and other group-facilitation methods for organizational assessment and change.

Benefits

• Federal employees and their families have access to a comprehensive range of benefits; specific benefits depend on position type and should be confirmed with the hiring agency.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed