Human Capital Analyst

Human Capital Analyst

The information below covers the role requirements, expected candidate experience, and accompanying qualifications.
Top Secret clearance
Direct Hire
End Client: CDAO

Please do not email merge or post salary

Important Details:

Level of DoD knowledge required to execute duties at OSD level
Understanding of PSAs responsibility in FCM space
Human Capital expertise for Civilian workforce oversight
Policy and Governance understanding and its impact for standup of a newly designated workforce
Understanding of Talent Management focused approach vs traditional strategic HC perspective
Overarching Frameworks and Strategic Workforce Planning

The ideal candidate will have a background in the DoD (civilian space) and will be able to quickly adapt to the OSD level environment and begin strategic planning and work toward functional community maturity for the Data/AI workforce. They will support the Government client in advocating and obtaining authorities to enhance the workforce.
They will have knowledge of various policy series/types for contributing to OSD level products such DoD Directives, Instructions and Manuals and familiarity with how these products are staffed and updated at OSD organizational levels, as well as, how they enhance Department-level decision making.
They will understand and be able to facilitate drafting of products internal to the organization for crafting reports/white papers in response to Congressional asks and taskers.
They will have experience in establishing or creating hierarchal governance structures and frameworks to support workforce standup and implementation.
They will oversee/establish Charters and Program Office level materials to support workforce standup/implementation.
They will understand some aspects of risk assessments and resourcing models to ensure alignment of objectives and staffing needs.
They will have experience in reviewing and determining key objectives from Department issuances such as the National Defense Authorization Act and the Human Capital Operating Plan.
They will have experience in talent lifecycle management and its applicability in workforce action planning, development, and governance.
They will execute briefings and facilitate meetings with stakeholders across Federal space (up to General Officer and Flag Level) to include Department and Federal-wide Governing Councils.
They will have experience in conducting demand discovery and stakeholder engagement briefings.
They will facilitate writings in support of the OSD level client for appendices, strategies, and reports.
They will produce materials such as white papers/one-pagers that outline priorities and objectives/goals for the CDAO and Data/AI workforce.
They will function administratively and strategically within the functional community management portfolio and serve as the primary contact for governmental client engagement.

Here are the is the feedback for Janelle:

Experience relating to HR is operational and of technical support in nature. Demonstration of experience noted as most recent is not in direct relevancy nor at the level for oversight in human capital strategy, policy or planning for functional community management.

This is not an operational HR position.

DO NOT POST OR EMAIL SALARY Sr. Human Capital Analyst (Governance Working Group Manager) with a Current/Active Secret Clearance to support ALTA and our government customer in Falls Church, VA. This is a Hybrid opportunity.

Essential Functions, Responsibilities & Duties may include, but are not limited to: Manage the operation of the Digital Workforce Functional Community Management governance process, including the effective operation and activities of the Digital FCM Working Group.
Manage and ensure appropriate stakeholder representation on the Working Group “Focus Elements,” to manage the topics and issues addressed by the Focus Elements, and to record the outcomes of the Focus Elements working sessions.
Manage and orchestrate the provision of the Focus Elements’ outputs to the Working Group Vetting and Integration Group, and to the Working Group overall, and to record and staff the outcomes appropriately.
To develop, based on the Working Group’s outcome, the proposed updates to the Cyber Workforce Management Board, and to craft the proposed recommendation for Cyber Workforce Management Board (CWMB) submission to the CDAO Council; to capture, track, and archive the respective outcomes.
Manage the scheduling and execution of the various Focus Elements, Vetting/Integration Group, and Working Group, and schedule Working Groups updates to the CWMB.
Propose updates and revisions to the various charters and governance documents, based on Working Group operations and requirements.
Assist in the identification of governance process stakeholder engagements and requirements, and to facilitate and contribute to those engagements, where possible.
Develop and maintain an FCM Governance process artifact repository and continuity folder, and “lessons learned” and best practices library.
Maintain cognizance of relevant data, analytics, and AI education and workforce trends and best
practices across the Department, federal government, and industry.
Deploy strong interpersonal and consultative skills to build relationships and interface with leaders.
internal and external to the DoD.

Work Experience, Knowledge, Skills & Abilities: 8+ years of related experience
Knowledge of DoD workforce governance principles, and policy and procedures development and implementation.
Solid understanding of DOD and OSD operations, and organizational structure.
Extensive experience in policy and process development, capture, and codification/writing.
Organizational ability to schedule, plan, and facilitate meetings, and capture meeting minutes and taskings.
Ability to write clearly and succinctly and translate policy and process into governance artifacts.
Ability to discern issues for senior level consideration, and translate outcomes into actionable, senior leadership decisions and direction.
Ability to work with senior executives and OSD officials, as well as those in the stakeholder community.
Demonstrated research, data analysis, critical thinking, and oral and written communication abilities including experience designing and performing quantitative and qualitative data analyses, composing well-written, data-driven reports, and preparing briefings in concise form to senior-level audiences.
Demonstrated ability to collaborate and work effectively on teams contributing to multiple projects in a fast-paced, high-intensity, team-oriented environment.
Knowledge of artificial intelligence, machine learning, and data science concepts, methodology and techniques.
Strong facilitation skills and the ability to build relationships and interface with senior level leaders across the organization.
Positive can-do attitude, willingness to take initiative, and ability to quickly adapt to the evolving needs of the team.
Advanced MS Word, PowerPoint, Excel, and Outlook application skills.
Bachelor’s degree in a relevant field, such as public policy, economics, statistics, business, data science, or industrial/organizational psychology (master’s degree in in related field preferred)
To be considered, must have a CURRENT/ACTIVE SECRET security clearance and be upgradable to TOP SECRET/SCI.

Desired Skills: Prior Federal government, professional services, or Federal consulting experience
Experience integrating enterprise strategic human capital efforts aligned to various overarching governing requirements (e.g., Government Performance and Results Act, National Defense Strategy, President’s Management Agenda, etc.).
Experience leading and/or developing organizational wide metrics for strategic human capital efforts (e.g., HR Stat, Human Capital Operating Plans, Employee Viewpoint Survey, etc.).

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