Senior Workforce / Organizational Design SME

Steampunk•McLean, VA

2d•Hybrid

About The Position

Steampunk is seeking a Senior Workforce / Organizational Design SME to lead development of an enterprise IT workforce modernization strategy for a large federal client, applying a zero-based design approach to position management, job architecture, and career pathing.

Requirements

Ability to obtain and maintain a U.S. government security clearance
Bachelor's degree
10+ years of federal workforce planning, HR strategy, or organizational design experience
Demonstrated experience with OPM position classification standards and position description development
Experience building job family taxonomies and competency frameworks at enterprise scale
Experience applying zero-based or process-elimination design approaches to organizational or position-management redesign
Experience designing or evaluating AI-enabled HR/workforce management tools or workflows, including human-review and data-protection considerations
Strong stakeholder management skills, including working directly with HR/classification officials
Local to Baltimore, MD metro area and willing to go on client site at least 2 days a week

Nice To Haves

Experience with succession planning and mission-critical role risk assessment
Experience covering IT, cybersecurity, data, or digital-services position types specifically

Responsibilities

Deliver an Enterprise IT Workforce Modernization Strategy, covering current-state assessment, target operating model, and a prioritized implementation roadmap
Apply a zero-based design approach: question existing position-management processes and identify work to eliminate, simplify, standardize, consolidate, automate, or reassign before proposing any technology change
Build workforce personas and career journey maps to identify where staff stall or cannot advance, shaping visible technical, product, program, and leadership career paths
Establish a common taxonomy for IT job families, titles, occupational series, career levels, and competencies, and build a governed library of standardized, OPM-mapped position descriptions
Develop a crosswalk identifying comparable work, inconsistencies, and duplication across titles/series/grades, with recommended dispositions
Complete a workforce capability and skills-gap assessment
Design and deliver an AI-enabled future-state position management workflow with appropriate human review, controls, and data protections, usability-tested with HR practitioners and hiring managers
Build and maintain a succession-planning registry covering 100% of identified mission-critical IT roles
Validate all framework elements in co-design workshops with stakeholders, preserving their statutory authority