Supervisory Management & Program Analyst (Supervisory HR Liaison) Temp NTE 1 yr, MBE to 3 yrs, MBMP

General Manager Duties: As a Front Line Manager you will: Plan work to be accomplished by subordinates, sets and adjusts short-term priorities and prepares schedules for completion of work. Assign work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees.

Evaluate work performance of subordinates and makes recommendations for outstanding performance recognition and/or disciplinary action. Give advice, counsel or instruction to employees on work and administrative matters.

Interview candidates for positions within the organization/unit and recommend appointment, promotion or reassignment to such positions. Hear and resolve complaints from employees, refer group grievances and/or more serious unresolved complaints as appropriate.

Effect minor disciplinary measures, such as warnings and reprimands, recommend other actions in more serious cases. Identify developmental and training needs of employees, providing or arranging for needed development and training. Initiate ways to improve production, work processes and/or to increase the quality of the work directed.

The following are the job specific duties of this position. You will have the opportunity to learn to perform these duties and receive training to help you grow in this position. Supervises a staff of subordinate Analysts responsible for using proven change management techniques to accomplish goals with minimal disruption.

Work involves developing, formulating, implementing, and assessing the effectiveness of the business units human resources and operations support program. Decisions may result in substantive program changes, procedural changes, revised program emphasis, or organization changes.

Assigns staff to develop and execute project plans to ensure accurate and timely results. Plans, directs, and evaluates the organizational critical and operational planning, program development, and administrative and management services programs.

Participates with leadership in establishing long- and short-range goals, objectives, and plans for the organization acquiring, developing, and retaining critical staff to have the right people with the right competencies in the right place at the right time at an achievable cost to accomplish the mission or goals.

Ensures that interests and concerns are reflected in organizational goals and objectives. Approves goals, objectives, and plans for each of the program areas, ensuring consistency with the overall goals, objectives and plans established.

Recommends approval of resources for each of the program areas based on recommendations presented by program directors. Ensures the effective and efficient management of resources. Reviews program priorities and directs changes, where required. Serves as the senior advisor on human resources/human capital/talent management matters.

Evaluates existing HR practices and workforce talents to develop the strategies and procedures through which the organization can achieve mission and leadership direction. When necessary, strategies may be needed to reshape the relationship with its workforce.

Works with the leadership and managers on workforce planning efforts involving resources and activities and recommends changes to improve work processes; assures uniform application of staffing, personnel utilization, performance standards and appraisals, and incentive awards and recommends changes to improve work processes.

Coordinates regularly with comptroller to ensure hiring strategies and human resource practices are affordable. Manages the human resources/human capital/talent management activities of the entire organization, recommending approval of budgets, spending plans, functional statements, organization charts, and staffing plans for the organization.

Resolves serious fiscal and human resource problems and issues referred by managers. Ensures that the training and development needs of the organization are met.

Ensures that the organization is staffed and structured in a manner that enables responsiveness to change within the organization and/or programs, policies, or priorities or other significant developments. Oversees the establishment and maintenance of a work environment that promotes professional growth and development of all staff members.

STANDARD POSITION DESCRIPTIONS (SPD): PD24496 Visit the IRS SPD Library to access the position descriptions.

Federal experience is not required. Experience may have been gained in the public sector, private sector or through Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis.

To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement.

QUALIFICATION REQUIREMENTS: To qualify for this position, you must meet the qualification requirements outlined below: SPECIALIZED EXPERIENCE: You must have one (1) year of specialized experience at a level of difficulty and responsibility equivalent to the next lower level within the payband or GS grade in the normal line of progression in the Federal service that demonstrates the required managerial skills and technical competence required to perform the job.

To be qualified for this position your experience must include: Management/leadership experience such as applying management techniques, methods, theories, principles, or labor relations concepts for the accomplishment of all program objectives with combined technical and administrative oversight.

Work experience as a project/program manager, team lead or project/program lead, technical advisor, or senior specialist/analyst that included managing resources, providing support to managers, mentoring team members, providing day to day guidance training and/or oversight of peers or others.

Applying regulations, other official guidance and principles, including the latest procedures and techniques sufficient to oversee the planning, development and implementation of the technical aspects of programs specific to the position being filled.

Utilizing effective communication techniques to interact professionally and diplomatically with internal and external customers.

Coordinating major programs segments and/or organizational structures and/or functional responsibilities of Human Resources operations involving Position Management, Workforce Planning, Performance Management, Labor Relations activities, Awards and Recognition, Training and Development, supporting one or more human resources, human capital, recruitment or organizational support programs and/or Recruitment development and the effectiveness of business units operations support program.

Experience may have been gained in a corporate Human Capital Office, Business-Based Human Resources organization, HR liaison role, or similar customer support or program management capacity.

AND You must also meet the following requirement(s): TIME AFTER COMPETITIVE APPOINTMENT (TACA): By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment.

For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens". For more information on qualifications please refer to OPM's Qualifications Standards. Go to Understanding the IRS Paybands for GS/IR conversion.