Supervisory Management Analyst

Executive Director, Office of Acquisition, Logistics and Construction•Washington, DC

2d•Onsite

About The Position

The Supervisory Management Analyst helps the Veterans Affairs Office of Acquisition, Logistics, and Construction (OALC) build a skilled, compliant workforce by leading HR operations, policy standardization, and data reporting. The position uses HR expertise, HR Smart data, and dashboards to produce analyses, guidance, and recommendations for OALC leadership, supervisors, and employees. It is a first-line supervisory role overseeing GS-11 to GS-13 employees and reports to the Division Director. The location is negotiable after selection, but this is not a remote or virtual position. The employee must live within or be willing to relocate to a commutable distance of the listed duty location, or comply with the agency’s return-to-office policy. The incumbent oversees recruitment, staffing, classification, employee development and training, performance management, awards, permanent changes in duty station, assignment notification letters, and HR policy and procedure development. The role also develops handbooks and materials for new employee orientations, staff updates, and leadership development programs affecting OALC. The incumbent manages employee performance appraisal reviews and assignments, develops internal standard operating procedures for HR Liaison Staff, and conducts monthly HR meetings with the servicing HR office. The position conducts or directs ongoing and ad hoc analyses of administrative and program operations, prepares reports and management presentations, and briefs the Director on major OALC issues. It establishes effectiveness measures to assess outputs and program impacts on human and fiscal resources, including human capital planning. The incumbent manages program evaluation and analysis, develops and monitors operational plans, objectives, budgets, and schedules, and advises on policy and workforce planning. The role also oversees HR data input and integrity, helps resolve pay and other HR issues, and coordinates HR support for recruitment fairs and employment programs. The work schedule is Monday through Friday, 8:00 a.m. to 4:30 p.m. Eastern Time. Compressed or flexible schedules may be available with supervisory approval. Ad hoc telework may be available under agency policy, but return-to-office mandates apply unless an exemption is approved. The work is primarily sedentary, with some slight physical effort potentially required.

Requirements

U.S. citizenship is required.
For current federal employees who held a GS grade within the past 52 weeks, meet the GS-14 time-in-grade requirement of 52 weeks at GS-13 by the announcement closing date.
At least one year of specialized experience equivalent to GS-13 in the normal line of progression.
Specialized experience leading and directing people, including assigning and reviewing work, setting priorities and deadlines, and coaching or mentoring team members.
Specialized experience building and sustaining a high-performing workforce through training, development, cross-training, equitable treatment, delegation, conflict resolution, or team meetings.
Specialized experience developing, implementing, or improving standardized and compliant HR policies, processes, or procedures.
Specialized experience directing complex data analysis and ensuring accuracy, data integrity, and timely reporting for enterprise-level reporting and executive decision-making.
Specialized experience briefing senior leaders on complex organizational issues and presenting recommendations that influence major programs or management initiatives.
Provide detailed resume documentation of relevant duties, employer and job title, hours worked per week, employment dates, and federal grade when applicable.
Complete the application, questionnaire, and required online assessment.
Register for Selective Service if applicable.
May be required to serve a probationary or trial period and undergo a background/security investigation.
Complete the required online onboarding process and provide acceptable identification for employment verification.
Meet all requirements by the announcement closing date of November 3, 2026.
No educational substitution is available at this grade level.

Responsibilities

Oversee daily HR operations relating to recruitment, staffing, classification, employee development and training, performance management, awards, permanent changes in duty station, and assignment notification letters.
Develop HR policies, guidelines, operating procedures, handbooks, and materials for orientations, staff updates, and leadership development programs.
Plan subordinate work, establish priorities and schedules, assign tasks, develop performance standards, evaluate performance, and provide employees with advice, counseling, and instruction.
Interview candidates and recommend appointments, promotions, or reassignments; address employee complaints and recommend or take appropriate disciplinary actions.
Identify employee development and training needs, arrange training, and find ways to improve productivity and work quality.
Conduct or direct ad hoc and ongoing analyses of administrative and program operations, prepare reports and presentations, and brief the Director on significant OALC issues.
Establish and maintain measures of effectiveness to assess outputs and the effects of programs and processes on human and fiscal resources, including human capital planning.
Develop internal standard operating procedures for HR Liaison Staff and conduct monthly HR meetings in coordination with the servicing HR office.
Manage performance appraisal reviews and oversee staff assignments.
Resolve specific HR issues, oversee data input management, resolve pay issues, and arrange HR support at recruitment fairs.
Coordinate with programs such as the Veterans Employment Office, intern programs, and Presidential Management Fellows program coordinators.
Evaluate and analyze multifunctional programs, functions, and organizations to determine the efficiency of management systems in achieving goals and objectives.
Use complex analytical techniques to assess whether existing controls adequately support sound human resources technical, administrative, and operational functions.
Develop operational plans and objectives and develop, implement, and monitor program plans, budgets, and schedules to support OALC human capital objectives.
Review financial status reports and ensure workforce plans, recommendations, and execution align with approved budgets.
Serve as an internal OALC expert on policy matters related to strategic and workforce planning.
Ensure workforce planning and staffing actions are completed in a timely manner; advise employees on technical questions related to workforce and mission requirements.
Manage processes and policies for completing and documenting business requirements.