See below for important information regarding this job. Position May be filled at either location: Battle Creek: $105,383 - $137,000 Columbus: $109,966 - $142,957 Fort Belvoir: $120,579 - $156,755 New Cumberland: $120,579 - $156,755 Philadelphia: $116,123 - $150,962 Richmond: $110,083 - $143,109
To qualify for a Human Resources Analyst, 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: - Preparing and implementing activities related to human performance. - Conducting research and interpreting policy on human performance aspects of enterprise transformation. - Preparing, reviewing and briefing executive summaries to leadership. 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.
Serves as project officer and subject matter expert in the development, implementation, and evaluation of the human performance aspects of organizational Initiatives.
Prepares recommendations for discussion with Human Performance Lead, Staff Director and J-1 leadership on the development of solutions to Human Performance challenges.
Monitors implementation and effectiveness of new/revised plans or processes upon assigned program operation.
Collaborates with a Human Performance lead to determine overall approach for the project, including identification of objectives, actions required, timelines, milestones, available and required resources, and metrics.