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

Front Line Manager Duties

As a Front Line Manager you will:

1. Plan work to be accomplished by subordinates, sets and adjusts short-term priorities and prepares schedules for completion of work.
2. Assign work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees.
3. Evaluate work performance of subordinates and makes recommendations for outstanding performance recognition and/or disciplinary action.
4. Give advice, counsel or instruction to employees on work and administrative matters.
5. Interview candidates for positions within the organization/unit and recommend appointment, promotion or reassignment to such positions.
6. Hear and resolve complaints from employees, refer group grievances and/or more serious unresolved complaints as appropriate.
7. Effect minor disciplinary measures, such as warnings and reprimands, recommend other actions in more serious cases.
8. Identify developmental and training needs of employees, providing or arranging for needed development and training.
9. 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.