Management & Program Analyst (HR Liaison)

Internal Revenue Service•Glendale, AZ

About The Position

The Tax Exempt and Government Entities (TEGE) business unit is seeking a Management & Program Analyst (HR Liaison) to serve as the primary HR liaison for facilitating human resource actions. This role involves analyzing and evaluating management processes, human resources, and strategic planning initiatives. The incumbent will conduct analyses and prepare reports on workforce trends, including hiring, classification, compensation, employee and labor relations, retirement, and awards. Additionally, they will conduct HR training for managers, supervisors, and employees, and develop a high level of sensitivity to management problems involving workflow, performance management, organizational structure, and functions. The role requires conducting appropriate analysis and research into problems and solutions, advising management on actions to improve operations, and consulting with senior managers on organizational structures, management methods, and efficient staff utilization. The analyst will prepare action plans and schedules, ensuring consistency with Service goals, schedules, and policies. They will also advise management on external and/or internal hiring activities, including merit promotion, reassignment, change to lower grade, transfer, competitive examining, direct hire, and special authorities. This includes providing guidance on recruitment sources, hiring options, appointment types, and regulatory requirements. The position involves conducting briefings and preparing comprehensive reports on project plans, progress, findings, and recommendations. Finally, the analyst will assist management with personnel records, employee LR issues, and provide support during the hiring process, including interview scheduling and onboarding.

Requirements

One (1) year of specialized experience at a level of difficulty and responsibility equivalent to the next lower level (GS-12) in the Federal service.
Serving as a Human Resources liaison or Management and Program Analyst by providing consultative guidance and technical advice to managers and leadership on personnel management principles, workforce planning, staffing strategies, Human Capital programs, and related policies and procedures.
Analyzing workforce data, staffing requirements, and Human Capital program effectiveness to identify trends, evaluate organizational needs, and recommend improvements supporting strategic workforce objectives.
Coordinating Human Resources initiatives with servicing HR offices, leadership, and other stakeholders while facilitating recruitment, staffing, workforce planning, and other personnel actions.
Preparing and presenting reports, briefings, training, and recommendations related to Human Resources programs, workforce initiatives, and sensitive personnel matters.
Applying management analysis principles, methods, and techniques to evaluate and improve Human Resources programs, business processes, and organizational operations.
Interpreting and applying Human Resources laws, regulations, policies, and guidance while advising management on personnel actions, hiring authorities, workforce initiatives, and operational challenges.
Current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate (Time After Competitive Appointment - TACA).
One year (52 weeks) at the next lower grade level is required to meet the time-in-grade requirements for the grade you are applying for (Time In Grade - TIG).

Nice To Haves

Federal experience is not required. Experience may have been gained in the public sector, private sector or through Volunteer Service.

Responsibilities

Serve as the primary HR liaison to facilitate human resource actions.
Analyze and evaluate management processes, human resources, and strategic planning initiatives.
Conduct analyses and prepare reports on workforce trends (hiring, classification, compensation, employee and labor relations, retirement, awards).
Conduct HR training for managers, supervisors, and/or employees.
Develop and maintain a high level of sensitivity and awareness of management problems involving workflow, performance management issues, organizational structure, and functions.
Conduct appropriate analysis and research into problems and solutions and advise management on actions to be taken to improve operations.
Advise senior managers in establishing and maintaining strong organizational structures, improving management methods and procedures, and assuring the effective and efficient use of staff.
Prepare action plans and schedules for various phases of project accomplishment, both short and long-range, ensuring consistency with Service goals, schedules, and policies.
Consult with management and provide advice/guidance on external and/or internal hiring activities, including merit promotion, reassignment, change to lower grade, transfer, competitive examining, direct hire, and special authorities.
Provide advice/guidance on recruitment sources and strategies, available hiring options, alternatives that impact appointment types, contractual/regulatory requirements, and other related merit promotion issues.
Conduct briefings and prepare comprehensive reports to keep managers and program managers advised of project plans and progress and to communicate findings and recommendations.
Assist management with the handling of personnel records, employee LR issues, and provide support during the hiring process, including interview scheduling and onboarding activities.