Talent Management Program Advisor

Office of Human Resources Management•Phoenix, AZ

2d•Onsite

About The Position

The Talent Management Program Advisor serves as a senior project expert, consultant, and manager in the Office of Human Resources Management (OHRM), providing authoritative guidance on critical GSA hiring objectives. The position is based in Phoenix, Arizona, and focuses on advancing agency-wide talent acquisition, workforce planning, and mission-critical hiring programs. The advisor designs and executes recruitment strategies using modern platforms and professional networks; develops sourcing plans for critical competencies; analyzes hiring trends; forecasts workforce needs; supports succession planning; and builds candidate pipelines. The role collaborates with OHRM staffing teams on employer branding, career events, candidate experience, hiring metrics, and improvements to recruitment workflows. The position provides strategic guidance and technical leadership for OHRM talent acquisition and business operations, directs policies and initiatives to address complex recruitment challenges, and ensures alignment with IT systems and evolving federal human resources requirements. It conducts HR reviews and provides actionable reports to leadership, serves as a senior liaison to stakeholders, and applies industry best practices to advance GSA hiring goals. As a project and program manager, the advisor leads enterprise-wide, mission-critical programs and related projects, aligns deliverables with long-term objectives, defines goals, directs high-visibility initiatives, manages milestones, coordinates cross-agency teams, and presents findings to senior leaders and federal stakeholders. The role also builds strategic relationships with GSA OHRM, industry, academia, and private-sector partners; advises executives on recruitment, retention, and cross-agency hiring; and coordinates with OHRM, GSA, OPM, OMB, and GAO on data collection and reporting.

Requirements

Be a U.S. citizen or national, including residents of American Samoa and Swains Island.
Meet all eligibility criteria within 30 days of the closing date.
Meet time-in-grade requirements within 30 days of the closing date, if applicable.
Register with Selective Service if male and born after December 31, 1959.
Disclose current or recent political appointment status as specified in the announcement; employment offers to current or former political appointees may require OPM authorization.
Serve a one-year probationary period if required.
Undergo and pass a Tier 2 background investigation.
If not a GSA employee, have identity and work-status eligibility verified through E-Verify and resolve any discrepancies as a condition of continued employment.
Have at least one year of specialized experience equivalent to the GS-14 level or higher in the Federal service.
Demonstrate specialized experience in strategic consultation, program oversight, and comprehensive project management.
Demonstrate experience advising and directing enterprise-wide talent management, strategic sourcing, and program analysis initiatives to establish talent pipelines for mission-critical competencies.
Demonstrate experience leading strategic initiatives to achieve organizational hiring targets, performance metrics, and long-term workforce priorities.
Demonstrate experience ensuring adherence to evolving federal HR regulations while advancing agency mission outcomes.
Submit a resume no longer than two pages that documents relevant experience and required qualifications.

Responsibilities

Provide expert consultation and project management for critical GSA hiring objectives, metrics, and goals.
Implement and facilitate programs to attract and retain qualified staff for mission-essential functions.
Provide authoritative guidance on GSA recruitment strategies and manage enterprise-wide professional opportunity programs.
Design and execute agency-wide recruitment strategies using modern platforms and networks such as LinkedIn, Indeed, and Handshake.
Develop sourcing plans for critical competencies, analyze hiring trends, forecast workforce needs, support succession planning, and build candidate pipelines.
Collaborate with OHRM staffing teams to lead employer branding, represent GSA at career events, optimize candidate experience, and use metrics to improve hiring workflows.
Provide strategic guidance, vision, and technical leadership for OHRM talent acquisition and business operations.
Direct policies and initiatives to resolve complex recruitment challenges while ensuring alignment with IT systems.
Conduct HR reviews using management principles and analytical methods, and provide actionable reports to leadership.
Serve as a senior liaison to key stakeholders, oversee technical execution, and apply industry best practices to meet GSA hiring goals.
Lead enterprise-wide, mission-critical programs and interrelated projects, aligning deliverables with long-term objectives and directing high-visibility initiatives.
Execute plans to reach milestones, lead cross-agency teams, coordinate complex projects, and present findings to senior leadership and federal stakeholders.
Build strategic alliances and use negotiation skills to resolve conflict and build consensus across interagency partners.
Establish and manage relationships with GSA OHRM, industry, academia, and private-sector partners to attract technical talent.
Advise executives on recruitment, retention, and cross-agency hiring.
Coordinate with OHRM, GSA, OPM, OMB, and GAO to manage data collection, justify information requests, and ensure accurate reporting.
Lead discussions with hiring managers, talent acquisition leads, and project managers to align technical talent with client needs and organizational goals.

Benefits

Health insurance with a range of plans
Life insurance coverage options
Sick leave and vacation time
11 paid holidays per year
Thrift Savings Plan
Transit subsidies
Child care subsidies
Flexible spending accounts
Long-term care insurance
Training and development
Potential credit toward vacation leave for new federal employees, subject to case-by-case approval