Management & Program Analyst (HR Liaison)

Human Resources Liaison The following are the duties of this position at the full working level. If this vacancy includes more than one grade and you are selected at a lower grade level, you will have the opportunity to learn to perform these duties and receive training to help you grow in this position. The incumbent serves as a developmental HR liaison to help facilitate human resource actions. He/she assists higher level HR liaisons in analyzing and evaluation (on a quantitative or qualitative basis) the effectiveness of the management processes and systems, human resources, and strategic planning initiatives within the program office. Conducts analyses and prepares reports on workforce trends i.e. hiring, classification, compensation, employee and labor relations, retirement, and awards. In tandem with leadership and senior analysts, helps to develop retention strategies, attrition rates and trends, current and anticipated missions, and programs, and provides leadership short-and long-term human capital planning objectives. The incumbent will address issues as related to the transition plan and develops partnerships with HCO divisions and servicing HR specialists (classification, staffing, benefits and retirement, performance management, etc.,) to identify potential workforce transitions and workforce trend data. Develops and maintains a high level of sensitivity and awareness of management problems involving workflow, performance management issues, organizational structure, and functions. Conducts appropriate analysis and research into problems and solutions and advises management on actions to be taken to improve operations. Advises senior managers in establishing and maintaining strong organizational structures, improving management methods and procedures, assuring the effective and efficient use of staff. Attends staff meetings and briefings, documents discussions and follows up on directed/recommended actions and commitments made during meetings/briefings to assure timely completion. As a function of the work, the incumbent is privy to, attends, and takes notes during discussions and meetings, many of which involve confidential/sensitive or pre- decisional matters, including employee discipline/Labor Management discussions. Aiding management also requires access to confidential/ sensitive information related to such things as reassignments, duty station relocation actions, and awards. Standard position descriptions (SPD): PD24502, PD24501, PD24500, and PD24499. Visit the IRS SPD Library to access the position descriptions.