Program Analyst (Human Capital)

Telework EligibleYesMajor Duties• As a senior program analyst performs strategic liaison human capital (HC) duties between the J6 Information Operations community and J1 Human Resources (HR).

• Establishes metrics to plan, analyze, and evaluate J6 recruitment and outreach, program accomplishments.

• Develops effective tools and products to assist management in analyzing and evaluating the effectiveness of workforce and succession planning in meeting established goals and objectives.

• Researches and investigates new or improved best practices in the Federal government and private sector and assesses applicability to DLA J6 human capital programs.

• Designs, develops, implements, and assesses complex customer focused programs, policies, and initiatives in various strategic areas of human capital management.

• Acts as a senior advisor to the J6 senior leaders on the identification and implementation of strategic initiatives in response to trends, critical issues, potential problems.

• Serves as technical expert for customers and J6 senior leaders in all areas of outreach and recruitment.

• Organizes, registers, and participates in recruitment and outreach events to attract critical job skills.

• Program Manager to lead and administer the J6 Pathways program , shaping the next generation of cyber workforce.Qualification SummaryTo qualify for a Program Analyst (Human Capital) your resume and supporting documentation must support: A. Specialized Experience: One year of specialized experience that equipped you with the particular competencies to successfully perform the duties of the position, and is directly in or related to this position. To qualify at the GS-13 level, applicants must possess one year of specialized experience equivalent to the GS-12 level or equivalent under other pay systems in the Federal service, military or private sector. Applicants must meet eligibility requirements including time-in-grade (General Schedule (GS) positions only), time-after-competitive appointment, minimum qualifications, and any other regulatory requirements by the cut-off/closing date of the announcement. Creditable specialized experience includes: - Applies qualitative and/or quantitative methods sufficient to assess and improve strategic planning program effectiveness sufficient to plan analyze, and evaluate recruitment and outreach, evaluating workforce and succession planning effectiveness, and ensuring achievement of intended objectives. - Knowledge of the range of human resources laws, regulations, policies, and precedents sufficient to develop recruitment and outreach strategies, workforce planning projections, advise senior leaders/stakeholders on hiring flexibilities/authorities, and create proactive recruitment and retention strategies. - Skill in oral and written communications sufficient to write concisely, expressing thoughts clearly, developing ideas in logical sequence to prepare and deliver senior leader level human capital management presentations and briefings, presenting effective and convincing oral presentations, advising senior leaders, and advocating for various interdisciplinary and/or interagency teams or working groups. 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, spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.