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To qualify for a Culture Program Manager, your resume and supporting documentation must support: Specialized Experience: One year of specialized experience that equipped you with the particular competencies to successfully perform the duties of the position, and that is typically in or related to the position to be filled. To qualify at the GS-14 level, applicants must possess one year of specialized experience equivalent to the GS-13 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: -Administering culture and engagement programs by developing policies, framework, toolkits, and performance metrics to support program requirements and streamline program implementation. -Managing multi-year initiatives to assess, influence, and improve organizational culture through collaboration with senior leadership, HR teams, and cross-functional stakeholders. -Applying workforce analytics to inform data-driven decision-making and evaluate program effectiveness. 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 the subject matter expert senior advisor and strategic lead for enterprise-wide initiatives aimed at shaping, sustaining, and evolving organizational culture.
Leads the strategic development, implementation, and management of agency-wide organizational culture and employee engagement programs.
Develops and revises internal policies, frameworks, and toolkits that support the enterprise culture model and serve as precedents for future programmatic efforts.
Designs and executes multi-year strategies to assess, influence, and improve organizational culture aligned with DLA’s mission and values.
Develops and revises internal policies, frameworks, and toolkits to support the enterprise culture model
Conducts need assessments and program evaluations using advanced analytics to identify strengths and gaps.
Coordinates culture initiatives with senior leadership and cross-functional teams to ensure strategic alignment across HR programs.
Uses data-driven insights to refine program design, evaluate outcomes, and support continuous improvement.