Human Capital Analyst II

Position Objective: Have detailed knowledge of federal human capital concepts, practices, and procedures necessary to perform HC operations functions. The contractor shall support The Office of the Chief Human Capital Officer (OCHCO) in developing and implementing an ongoing strategy to successfully build NASA’s workforce, the driving force behind its mission and operations, while focusing on the customer’s long-term HC planning and performance goals. Provide support at the Enterprise and/or Center level to processes that attract, recruit, assess, select, and retain top talent for NASA. Have detailed knowledge of federal human capital concepts, practices, and procedures necessary to perform HC operations functions and shall assist Pathways Programs Manager and other stakeholders in year-round planning, administration, execution, and reporting of the Pathways Programs. Support the development of program materials, the oversight of the Pathways workforce, and coordinate program-level reporting efforts. Coordinate this effort with the Agency’s overall recruiting strategy.

Duties and Responsibilities:

• Supporting the hiring request process at the Enterprise or Division/Center HRO level, which includes the integration of staffing and hiring needs from center perspectives to support enterprise/Agency efforts and vacancies;
• Supporting process improvement initiatives such as data and configuration management.
• Assisting in researching staffing solutions for organizational needs;
• Implementing and facilitating local reviews and integration;
• Documenting decisions related to Center hiring approval, decisions, and approaches;
• Assisting with development of recommendations for Enterprise and/or local Talent Acquisition Strategies (i.e., recruitment efforts and initiatives), and initiating appropriate collaboration including engaging with recruitment community of practice (CoP);
• Reviewing staffing detail reports for opportunities to utilize existing hiring actions for efficiencies;
• Using HR Service Delivery (HRSD) and reports to process and/or track all submitted staffing actions to Staffing Services; and
• Managing on-boarding activities (after selection is made and job offer extended by the Staffing Services Team.
• Participating in designing, developing, and implementing human resources policies and programs within the Pathways Programs to ensure that the Pathways Programs operations align with the Agency, Center, and Enterprise goals.
• Supporting the hiring request process for which activities include, but are not limited to staffing actions (the integration of staffing and hiring needs from center perspectives to support enterprise/Agency efforts and vacancies), conversions to full-time employment, on-boarding, and performance management processes;
• Participating in developing and proposing improvements to policies, programs, and procedures to improve the effectiveness of Pathways Programs operations (e.g., process improvements initiatives such as data and configuration management); and
• Coordinating the operations of the Pathways Programs, to include but not limited to: initiating the appropriate actions and track execution for intern rotations (returning and leaving the Center), promotions, resignations, schedule changes and travel documentation; serving as a troubleshooter on any assignment relating to the Pathways email: function; providing logistics support for special events and mandatory training; planning and organizing multi-facet concurrent events especially when on-boarding new intern cohorts; and providing recordkeeping for all programmatic requirements such as program agreements, forms, rosters, transcripts, and performance assessment.

Workforce Strategy and Planning:

• Provide detailed knowledge on technical, analytical, and consulting services to enable NASA workforce in preparation for future needs. This will include advice and guidance on recruitment and staffing implications resulting from strategic priorities, operational plans, and trends in both industry and Government. Thereby enabling NASA to develop and maintain an agile organizational structure to support its overall objectives and goals.

Data Analytics:

• Provide detailed knowledge on technical, analytical, and consulting services to support OCHCO’s assessment of HC trends and metrics to optimize processes for increased efficiency and performance optimization in HC lines of business and systems in support of HC customers; and collaborate with key stakeholders, including but not limited to internal HC partners, the HC Enterprise, NASA HQs (Agency-level), as well as Center stakeholders.

• Expert knowledge in, but not limited to, federal sector human capital business management and operations, policy and accountability, workforce strategy and planning, or data analytics and associated regulations, policies, practices, concepts, procedures, and tools to assess program areas.
• Responsible for, but not limited to, comprehensive research and program analysis and consultation for all levels of management and employees on complex HC matters.
• Provides expert program analyses and consultations for all levels of management and employees on complex matters.
• Prepares analysis showing the pros and cons of various courses of action and addresses implications and possible effects of research findings to contribute to general knowledge and support decisions.
• Evaluates operational requirements relative to programs, guidance, and review processes.
• Collects data in accordance with plans, as well as verifies and analyzes data to identify trends and potential problems.
• Participates in designing, developing, and implementing improvements to human capital policies and programs, ensuring that human capital operations align with the Agency and Center goals.
• Conducts analyses, creates reports of findings, and prepares and delivers presentations. Conceives and implements process improvements.
• Conducts needs assessments, plans, and executes general project management support and recommends program modifications, as applicable.
• Conducts research to determine the effectiveness of programs and policies.
• Analyzes and determines the impact of proposed or new legislation, Executive orders, Comptroller General Decisions, court decisions, OPM regulations, NASA directives and other relevant policies to HC programs.
• Researches alternatives and recommendations on issues pertaining to program areas to assess the effectiveness of programs and policies.
• Responsible for writing, implementing, and evaluating human capital guidance and policy, as required.
• Maintains knowledge of computer-based business information systems including web, database systems, software and hardware, IT security, data storage, reporting and management of information.
• Integrate and analyze the data output from multiple systems and tools for use in decision making and developing, and for evaluating plans for activities such as diversity, hiring, recruiting, promotions, attrition, competency, performance, and succession.

Basic Qualifications:

• Graduate degree in a related field of study with 1 year of experience, or bachelor’s degree with 4 years of experience in appropriate area of specialization, or 6 years of experience with no degree.
• Must have basic understanding of agency’s cybersecurity and privacy policies that govern data and needs to work closely with agency experts in cybersecurity and privacy throughout the data life cycle. Various forms of data analytics (e.g., descriptive, diagnostic, predictive, and prescriptive) will be enlisted on HCdisciplines and related HC areas such as, but not limited to:
• Workforce Utilization and Analysis
• Staffing and Recurring / ad hoc Reporting (e.g., workforce retention, separation, hires, promotions)
• Allocation and position management analysis
• Workforce Demographics
• Competency Management
• Training
• Performance Appraisals and Awards
• Employee Research/Workforce Surveys (includes FEVS)
• Diversity
• Process and Data Assurance
• Program Assessment and Evaluation
• Data Warehouse and Business Planning / Implementation
• Project Management
• Future Workforce and Organizational Requirements
• Impacts and Recommendations for Distributed Workforce Arrangements System Utilization and Oversight

Minimum Qualifications:

• Ability to communicate effectively, orally and in writing, with non-technical and technical staff
• Detail-oriented and possess strong organizational skills with the ability to prioritize multiple tasks and projects