Strategic Workforce Planning Analyst

WHAT WE ARE LOOKING FOR: Minimum Qualifications: You must have one-year specialized experience to perform successfully the duties of the position. To be creditable, specialized experience must have been equivalent to at least the GS-12 grade level in the Federal service performing ALL of the following: Conducting workforce analyses to identify staffing trends, competency gaps, succession risks, workforce capacity issues, and mission-critical occupation requirements.

Developing and analyzing workforce metrics, dashboards, reports, and data visualizations to support executive decision-making and enterprise workforce strategies. Applying Federal human resources laws, regulations, policies, and guidance, including OPM Human Capital Framework requirements, Title 5 authorities, and workforce planning standards. Advising leadership and stakeholders on workforce planning, organizational design, staffing alignment, organizational effectiveness, and workforce optimization strategies.

Documenting experience: IN DESCRIBING YOUR EXPERIENCE, PLEASE BE CLEAR AND SPECIFIC. WE WILL NOT MAKE ASSUMPTIONS REGARDING YOUR EXPERIENCE. Qualifications are based on breadth/level of experience. In addition to describing duties performed, applicants must provide the exact dates of each period of employment (from MM/YY to MM/YY) and the number of hours worked per week if part time.

As qualification determinations cannot be made when resumes do not include the required information, failure to provide this information may result in disqualification. Applicants are encouraged to use the USAJOBS Resume Builder to develop their federal resume. Do not copy and paste the duties, specialized experience, or occupational application questionnaire from this announcement into your resume as that will not be considered a demonstration of your qualifications for this position.

In accordance with Office of Personnel Management policy, federal employees are assumed to have gained experience by performing duties and responsibilities appropriate for their official series and grade level as described in their position description.

Experience that would not normally be part of the employee's position is creditable, however, when documented by satisfactory evidence, such as a signed memorandum from the employee's supervisor or an SF-50 or SF-52 documenting an official detail or other official assignment. The documentation must indicate whether the duties were performed full time or, if part time, the "percentage of times" the other duties were performed.

It is expected that this documentation is included in the employee's official personnel record. In order to receive credit for experience in your resume that is not within the official series and grade level of your official position, you must provide a copy of the appropriate documentation of such experience as indicated above.

Experience refers to paid and unpaid experience, including volunteer work done through national Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; community; student; social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to gain employment. You will receive credit for all qualifying experience, including volunteer experience.

If such experience is on a part-time basis, you must provide the average number of hours worked per week as well as the beginning and ending dates of the experience so it can be fully credited. OPM Qualification General Policies Website

As a(n) Strategic Workforce Planning Analyst, you will: Identify emerging workforce risks and opportunities and recommends data-driven solutions. Develop actionable insights that support workforce strategies, mission critical occupation assessments, risk analyses, and executive decision-making. Lead the development and application of workforce analytics, data visualization, and predictive modeling to inform strategic human capital decisions.

Partner with functional leaders and HR professionals to anticipate staffing needs, identify mission-critical skill requirements, and operationalize workforce planning decisions across HHS components.