Summary The Supervisory Human Resources Specialist (Workforce Planning) position is in the Office of the AO Human Resources (AOHR). AOHR provides human resources services to AO management and staff, manages AO's human resources, and develops and administers the AO's pay system. Responsibilities The incumbent of this position serves as the subject matter expert for workforce planning and supervises the staffing and recruitment team. The ideal candidate must have expertise in leading complex workforce planning initiatives. The ideal candidate will have proven experience in data analysis, gap analysis, and demand analysis. As an expert on workforce planning, the incumbent will manage a methodic process to align the needs and priorities of the organization with those of the workforce to ensure the agency is meeting its service requirements and organizational objectives. This includes analyzing, the current state, performing gap analysis, identifying trends, and developing methodologies for project initiatives. The incumbent will work with agency leaders on HR initiatives to align with new or changing priorities. The duties of this position include, but are not limited to: Supervising the Workforce Planning, Special Recruitment, and Operations Staff, including approving time and attendance, providing staff guidance and directions, managing incoming electronic personnel actions, overseeing the new employee process, and responding to AO staff questions, concerns, and inquiries on HR functional area day-to-day functions. Collaborating with HR leadership and line managers to develop strategies for hiring, workforce reorganization, and talent management based on projected workforce needs. Collecting, analyzing, and interpreting workforce data to identify trends, forecast staffing needs, and provide strategic recommendations to optimize workforce efficiency and effectiveness; and supporting informed decision-making within an organization regarding staffing levels, hiring, and resource allocation. Communicating workforce planning insights and recommendations to key stakeholders, including HR leadership, executive leadership, and department managers. Conducting complex analysis and forecasting, along with the application of statistical and operational research methods, management and organizational development theories and concepts, and human capital practices to fulfill the AO's mandate and strategic objectives. Creating detailed reports and presentations that visualize key workforce metrics, including headcount, turnover rates, absenteeism, and productivity to present to leadership. Developing dashboards that forecast staffing and work volume. Developing policy and advising leadership on managing their workforce to increase productivity, engagement, and business value. Identifying emerging trends in the labor market and their potential impact on the organization's workforce planning. Identifying critical positions for the agency's current and future needs and analyzes the position attrition risk. Managing classification, staffing, and recruitment. Meeting with managers to review staffing models and make improvements on future forecasts. Preparing workforce analysis reports for agency leadership. Tracking key performance indicators (KPIs) related to workforce performance and identifying areas where improvements can be made. Working with agency leadership to capitalize on recruitment and efficient hiring. Requirements Conditions of Employment CONDITIONS OF EMPLOYMENT All information is subject to verification. Applicants are advised that false answers or omissions of information on application materials or inability to meet the following conditions may be grounds for non-selection, withdrawal of an offer of employment, or dismissal after being employed. Selection for this position is contingent upon completion of OF-306, Declaration of Federal Employment during the pre-employment process and proof of U.S. citizenship for competitive status positions or conversion to a competitive status position with the AO. If non-citizens are considered for hire into a temporary or any other position with non-competitive status or when it is confirmed by the AO Human Resources Office there are no qualified U.S. citizens for a competitive status position (unless prohibited by a law or statue), non-citizens must provide proof of authorization to work in the U.S. and proof of entitlement to receive compensation. Additional information on the employment of non-citizens can be found at USAJOBS Help Center | Employment of non-citizens/. For a list of documents that may be used to provide proof of citizenship or authorization to work in the United States, please refer to Form I-9, Employment Eligibility Verification. All new AO employees will be required to complete an FBI fingerprint-based national criminal database and records check and pass a public trust suitability check. New employees to the AO will be required to successfully pass the E-Verify employment verification check. To learn more about E-Verify, including your rights/responsibilities, visit https://www.e-verify.gov/. All new AO employees are required to identify a financial institution for direct deposit of pay before appointment. You will be required to serve a trial period if selected for a first-time appointment to the Federal government, transferring from another Federal agency, or serving as a first-time supervisor. Failure to successfully complete the trial period may result in termination of employment. If appointed to a temporary position, management may have the discretion of converting the position to permanent depending upon funding and staffing allocation. Qualifications Applicants must have demonstrated experience as listed below. This requirement is according to the AO Classification, Compensation, and Recruitment Systems which include interpretive guidance and reference to the OPM Operating Manual for Qualification Standards for General Schedule Positions. Specialized Experience: Applicants must have at least one full year (52 weeks) of specialized experience which is in or directly related to the line of work of this position. Specialized experience must demonstrate experience in ALL areas defined below: Developing and executing workforce plans that align with organizational strategic objectives. Developing and implementing a comprehensive workforce planning model to identify critical skills gaps and proactively recruit and develop talent to address future workforce needs across multiple offices. Leading complex workforce planning initiatives that include comprehensive workforce analysis and forecasting future staffing needs. Providing strategic workforce planning advice to senior leadership, influencing critical decision-making regarding talent acquisition, workforce development, and succession planning. Highly Desirable Skills: Advanced data analysis and modeling. Advanced understanding of statistics. Policy development and implementation. Project management. Education This position does not require education to qualify. Additional Information The AO is an Equal Opportunity Employer.