Supervisory Human Resources Management Specialist

Department of Transportation; East Point (GA); Sur place; USD 120 000 - 180 000; Plein temps

Résumé du poste

Department of Transportation in Atlanta area leads a senior HRIS role focused on analytics, governance, and modernization across the agency's HR systems. The role provides executive-level guidance as the branch manager and principal advisor on human capital analytics within HR Systems & Services.

The incumbent directs data extraction and translation into strategic workforce solutions, supporting modernization including migration to the OPM Cloud HCM platform and secure data sharing for 45,000+

Qualifications

• Supervises a staff of technical specialists and guides data analytics initiatives.
• Translates HR policies into functional specifications for IT teams.
• Experience guiding large-scale HRIS modernization programs.

Responsabilités

• Directs enterprise-wide evaluations of workforce tools and metrics.
• Oversees HRIS integration testing and data security standards.
• Represents the division on inter-agency groups for HR systems governance.
• Leads implementation of automation to improve HR processes.

Connaissances

HR Analytics

Staff supervision

Data storytelling

Outils

Power Platform

Cloud HCM

Description du poste

Job Summary

This position is within the Office of Workforce & Strategic Analytics, AHA-100, HR Systems & Services Branch, AHA-110, serving as the branch manager, senior technical authority, and principal advisor on human capital analytics within the HR Systems & Services Branch. The position will be subject to the AHR reorg and duties may be subject to change.

Major Duties

The incumbent exercises supervisory responsibility over a staff of technical specialists and blends expert, comprehensive knowledge of federal human resources management regulations with advanced data analytics methodologies. The position is responsible for directing the extraction, analysis, and translation of people data into strategic workforce solutions to guide agency-wide modernization initiatives, including supervising the transition to the OPM government-wide Cloud HCM platform, supporting a workforce of over 45,000 employees.

1. Strategic HRIS Program Evaluation & Management

• Plans, schedules, assigns, and evaluates the work of system owners and data architects executing enterprise-wide evaluations to measure the evaluation of complex, multidimensional workforce tools to identify and mitigate systemic human capital risks or disparities, ensuring strategic plans align strictly with statute, policy, and the Merit Systems Protection Principles.
• Directs the establishment of system performance metrics and interface standards to ensure system to system connections in support of secure data sharing.
• Oversees the evaluation of complex, multidimensional databases to identify and mitigate systemic risks, ensuring workforce systems align with federal statutes, privacy act requirements, and agency enterprise standards.
• Guides staff in interpreting statutory systems governance, privacy laws, and federal constraints to ensure projected automated solutions are technically sound, secure, and legally viable.

2. Technology Integration & Functional Governance

• Functions as the supervisory HR authority and lead functional systems consultant for the agency’s migration to the OPM government-wide Cloud HCM platform, managing HRIS personnel resources and cross-functional technical deliverables.
• Directs the translation of intricate HR policies and business requirements from sister branches into precise functional specifications for IT developers and system configuration.
• Oversees the development of power platform solutions to improve effectiveness and efficiency of human capital work through automation.
• Manages and approves system integration testing, and business-logic validation during HRIS transformation initiatives. Ensures historical system availability throughout modernization activities.
• Governs the functional security access architecture for sensitive human capital tools. Audits, and enforces strict need-to-know restrictions and role-based access profiles to protect Personally Identifiable Information.

3. Executive HR Consultation & Strategic Alignment

• Translates complex HRIS functional capabilities and technological trends into highly actionable, clear executive summaries for senior HR leaders, FAA Office executives, and external oversight bodies.
• Utilizes advanced data storytelling techniques to present the business cases for strategic human capital system interventions. Provides the system generated, data-backed evidence required to justify funding for critical HR technology procurements, app development or HR systems enhancements.
• Represents the division, office, and agency on inter-agency technical task forces, OPM working groups, and federal committees as the authoritative functional expert on AHR systems integration and enterprise practices.

4. Personnel Management & Leadership

• Exercises the full range of supervisory duties over an HRIS workforce, including planning and assigning work, setting project priorities, monitoring performance, and evaluating employee contributions to HR system implementations.
• Identifies specialized training needs for employees, provides constructive feedback, and coaches staff to enhance their functional proficiencies and professional capabilities.
• Analyzes future HRIS workload requirements, designs organizational structures, and implements targeted workforce planning strategies to address internal staffing needs and pipeline development for the HR systems division.

Education

Education cannot be substituted for experience.

Requirements

We are not accepting applications from noncitizens.

Evaluations IMPORTANT: Applicants may be rated on the extent and quality of experience, education, and training relevant to the duties of the position(s). All answers provided in the on-line process must be substantiated. Ensure that your application package/resume supports your responses.

All qualified applicants will be considered regardless of political affiliation, race, color, religion, national origin, gender, sexual orientation, marital status, age, disability, or other non-merit factors.

DOT provides reasonable accommodations to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, please notify the agency contact listed in the Agency Contact Information section of this announcement or the hiring manager. An employee with a disability must notify the decision-maker of the accommodation request. Job applicants and employees are required to follow up oral requests in writing. Decisions on granting reasonable accommodation will be made on a case-by-case basis. Additional information on reasonable accommodations procedures or on EEO Programs is available on Office of Civil Rights (ACR) or by contacting the local FAA Civil Rights Office.

Required Documents

• (1) resume with complete work history;
• (2) a copy of your SF-50 (Notification of Personnel Action). If you are an FAA employee, you MUST provide a copy of your SF-50 (Notification of Personnel Action) containing information in Blocks 15, 17, 18, 19, 22, and 24 so it can be used to verify your position title, series, grade, tenure, and organization of record by the closing date of the announcement. You may fax your SF-50 or upload it into the on-line application. If faxing the SF-50, please ensure you include the vacancy announcement number on the faxed copy. If you are an FAA employee, you can access and print your SF-50 from the eOPF system https://eopf.opm.gov/dot/.

Other Information

We may use this vacancy to fill other similar vacant positions. Position may be subject to a background investigation. A one-year probationary period may be required. The person selected for this position may be required to file a financial disclosure statement within 30 days of entry on duty. FAA policy limits certain outside employment and financial investments in aviation-related companies. www.faa.gov/jobs/workinghere/financial-disclosure-requirements This position is covered by the FAA Core Compensation plan. Additional information about Core Compensation is available at: https://www.faa.gov/jobs/working_here/benefits As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of the Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant for this announcement, you are NOT required to provide a narrative response in the text box listed below each Managerial Selection Factor. In lieu of providing a narrative response in the text box listed below each Managerial Selection Factor, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each. Your work history examples should be specific and clearly reflect the highest level of ability. Your answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a human resource specialist as appropriate. Unless previously completed, the incumbent must satisfactorily complete a 1-year probationary period to remain in this supervisory or managerial position. Some, all, or none of the applicants may be interviewed. This is not a bargaining unit position.

Links to Important Information

Locality Pay, COLA