Human Resources Management Analyst

Job Description

HR Management Analyst\n
\nThe HR Management Analyst provides continuous human resources support to EUR-IO/EX/HR, performing a wide variety of administrative and analytical duties related to human capital management and human resources. This position analyzes and interprets legislation, Office of Personnel Management (OPM) directives, Department of State requirements, and other Departmental and Federal guidelines.\n
\nThe HR Management Analyst supports Resources and Front Office management through drafting and processing documentation, tracking and reporting human resources actions and trends, providing management support to the Resources Director, coordinating with other Global Engagement Center (GEC) teams, and assisting with special projects and other assigned duties.\n
\nCompensation & Benefits\n
\nEstimated Starting Salary Range for HR Management Analyst: $85,000–$90,000\n
\nPay commensurate with experience.\n
\nFull-time benefits include Medical, Dental, Vision, 401K, and other possible benefits as provided. Benefits are subject to change with or without notice.\n
\nHR Management Analyst Responsibilities Include:\n
\n- Perform a wide variety of administrative and analytical duties related to staffing, organizational management, presentations and meeting support, and tracking HR processes.\n
\n- Review, analyze, and interpret legislation, HR regulations, OPM directives, and other Departmental and Federal guidelines pertaining to assigned areas of responsibility.\n
\n- Provide backup support to other Resources staff within the GEC.\n
\n- Monitor GEC administrative processes and programs, with a focus on resource needs, efficiency, accountability, and records management.\n
\n- Communicate with colleagues, management, and contacts outside the GEC to gather and analyze information concerning agency processes and programs.\n
\n- Develop strategies and implement innovative efficiencies consistent with Department of State regulations to address management concerns and identified needs.\n
\n- Develop and prepare detailed strategic, operational, and background documentation and justification for assigned tasks, presentations, and submissions.\n
\n- Prepare briefing materials and assist in defending submissions at the Departmental level.\n
\n- Provide information, explanations, and clarifications in response to Departmental, OPM, Congressional, and senior leadership inquiries.\n
\n- Prepare appeals in response to unfavorable Departmental decisions.\n
\n- Identify and help prevent defects, regulatory nonconformance, unsatisfactory trends, and conditions that may negatively affect work processes or products.\n
\n- Develop plans and programs for achieving and maintaining resource quality assurance and implementation.\n
\n- Ensure personnel actions and processes conform to applicable laws and regulations and take appropriate corrective action when deficiencies are identified.\n
\n- Provide expertise in areas including staffing and hiring, performance management, employee relations, position classification support, and related HR services.\n
\n- Research and respond to employee and management inquiries regarding Civil Service (CS), Foreign Service (FS), and 3161 employment issues.\n
\n- Initiate staffing procedures and complete follow-up activities, including job analysis, participation on ad hoc review panels, identification of best-qualified candidates, and support of interview panels.\n
\n- Advise staff regarding CS and FS matters involving leave, promotions, assignments, evaluation reports, working conditions, Equal Employment Opportunity (EEO), supervision, and related issues.\n
\n- Counsel employees and supervisors on employee-management relations matters and recommend appropriate informal or formal actions when necessary.\n
\n- Perform specialized personnel and organizational management functions, including position description development, classification support, Civil Service staffing guidance, performance process management support, and employee relations services.\n
\n- Apply analytical, diagnostic, qualitative, and quantitative techniques to identify, evaluate, and recommend HR interventions for complex and interrelated human resources issues.\n
\n- Provide options, statistics, background information, and related data to the Resources Team.\n
\n- Advise managers and supervisors on position classification matters, including interpreting standards and drafting position descriptions or utilizing generic descriptions.\n
\n- Assist the Resources Director with reorganizations and provide guidance concerning effective utilization of staff and resources.\n
\n- Ensure necessary documentation and management approvals are completed for reorganizations, personnel reprogramming, mass personnel changes, and revisions to organizational manuals.\n
\n- Advise management on position structures, employee assignments, and employer-employee relationships that support motivation, morale, and productivity.\n
\n- Provide advisory services and authoritative policy interpretations regarding complex Bureau-wide issues, including business process reengineering, organizational systems, records management, and mission or function realignments.\n
\n- Stay current on regulatory and procedural changes through liaison activities.\n
\n- Develop and apply internal controls to protect organizational integrity and prevent unauthorized use or misappropriation of sensitive or classified materials in hard-copy and electronic formats.\n
\n- Maintain liaison with the GEC's HR Shared Services Provider and stay current on changing requirements.\n
\n- Consult with managers and provide technical advice concerning human resources functions.\n
\n- Build and maintain strong working relationships with colleagues.\n
\n- Liaise with office-, bureau-, and Department-level EX contacts.\n
\n- Collect, analyze, interpret, and communicate office-, bureau-, and Department-issued guidance to staff.\n
\n- Develop data for and participate in negotiations of reimbursable agreements.\n
\n- Work independently with minimal supervision and manage multiple priorities in a high-volume, fast-paced environment.\n
\n- Maintain a flexible, team-oriented approach to work.\n
\n- Perform other job-related duties as assigned.\n
\nHR Management Analyst Experience, Education, Skills, Abilities Requested:\n
\n- Associate's or bachelor's degree in business management related to Human Resources.\n
\n- Minimum of three (3) years of professional work experience related to HR, preferably within a federal agency.\n
\n- Significant familiarity with or direct experience working for the U.S. Department of State.\n
\n- Thorough knowledge of HR processes, demonstrated attention to detail, and familiarity with related HR concepts.\n
\n- Experience assisting management or government clients with a broad range of human resources matters, including drafting and submitting position descriptions and coordinating reclassification requests.\n
\n- Demonstrated ability to draft guidance and memoranda addressing HR and other operational issues and to anticipate and respond to GEC support requirements.\n
\n- Broad understanding of operational functions with professional experience in resources management.\n
\n- Active TS/SCI security clearance is required.\n
\n- Ability to work under tight deadlines and assume a high level of responsibility in a fast-paced environment.\n
\n- Ability to produce high-quality work with minimal guidance and oversight while managing multiple deadlines.\n
\n- Experience providing operational support and oversight for domestic operations is preferred.\n
\n- Ability to work with a wide variety of Department of State stakeholders, including the Front Office, office directors, field operations, and other Department bureaus.\n
\n- Strong organizational, interpersonal, writing, research, and analytical skills.\n
\n- Familiarity with foreign policy issues, principles, concepts, and methods is preferred.\n
\n- Maturity, discretion, and sound judgment when handling financial and personnel matters.\n
\n- Excellent written and oral communication skills.\n
\n- Ability to conduct capability-based assessments.\n
\n- Ability to analyze and develop operational concepts.\n
\n- Strong organizational and multitasking abilities.\n
\n- Critical and creative thinking and analytical skills.\n
\n- Must pass pre-employment qualifications of Cherokee Federal.\n
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\n#CherokeeFederal #AppC2\n
\nSimilar Searchable Job Titles\n
\n- Human Resources Management Analyst\n
\n- HR Management and Program Analyst\n
\n- Human Resources Analyst\n
\n- Federal HR Analyst\n
\n- Human Capital Management Analyst\n
\n- Personnel Management Analyst\n
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\nKeywords\n
\nHuman Resources\n
\nHR Management\n
\nHuman Capital Management\n
\nPersonnel Management\n
\nFederal Human Resources\n
\nOPM Staffing\n
\nRecords Management\n
\nResource Management\n
\nHR Shared Services\n
\nSecret Clearance\n
\nCompany Information\n
\nCherokee Nation Systems Solutions (CNSS) provides support, services, and solutions to federal government customers. CNSS is part of Cherokee Federal — a team of tribally owned federal contracting companies supporting mission-critical programs across the federal sector.\n
\nLegal Disclaimer: Cherokee Federal is an equal opportunity employer. Please visit cherokee- federal.com/careers for information regarding our Affirmative Action and Equal Opportunity Employer Statement, Accommodation request, and Presidential EO 14042 Notice.