Attachment 04 Proposed Labor Categories and Descriptions.pdf

80NSSC22R0013 NEHCSS

ATTACHMENT 04

NASA Enterprise Human Capital Support Services

Labor Categories

Contract Program Manager

• Demonstrated management experience over programs with relevance to human capital lines of business.

• Responsible for, but no limited to, enterprise-level planning, integration, direction, and management of work related to all contract activities and functions.

• Ensures discipline and quality performance of work in accordance with the Statement of Work (SOW) requirements, and timely application of resources necessary for work completion.

• Participates in the negotiation and accounting of tasks and contractual changes, manages the coordination of financial requirements related to the contract, and prepares monthly reports and company performance assessments.

• Serves as the contractor’s interface with the Government Contracting Officer (CO), Contracting Officer’s Representative (COR), and Government management personnel.

• Education (or equivalent training and experience):

o Bachelor’s degree in appropriate area of specialization; or Graduate studies in related field of study and 10 - 12 years of experience in human capital management, business management or related field.

o Experience leading enterprise-level projects and programs for NASA, DOD and / or other Federal

Agencies is desired.

Talent Development Technical Lead

• Expert knowledge of standard concepts, practices, and procedures within the field of Learning and Talent Development and demonstrated leadership experience in a HC learning and talent development line of business.

• Responsible for, but not limited to, interfacing with the Government Contracting Officer (CO), Contracting Officer’s Representative (COR), and Government management personnel on programmatic requirements.

• Plans, coordinates, integrates, and monitors the scheduling and technical performance of programmatic deliverables and programs.

• Ensures adherence to SOW requirements, develops solutions to program problems, and directs work of employees.

• Acts as advisor to program team regarding projects, tasks, and operations.

• Reports directly to the Program Manager.

• Establishes criteria for evaluating and tracking Learning and Talent Development metrics, leads or assists in special projects or initiatives as requested.

• Education (or equivalent training and experience, if not applicable):

o Bachelor’s degree and at least 7 years of experience in appropriate area of specialization; or a Graduate degree and at least 5 years of experience in appropriate area of specialization.

Sr. Human Capital Consultant

• Expert knowledge of federal human capital policies, practices, concepts, and procedures enabling advisory and consultive services in, but not limited to, Business Management and Operations, Learning and Talent Development, Leadership Development, or Organizational Development lines of business.

• Responsible for, but not limited to, the evaluation of operational requirements relative to human capital required within the program guidance and review process.

• Collects data in accordance with plans, as well as verifies and analyzes data to identify trends and potential problems; recommends program modifications, as applicable.

• Creates reports of findings, designs, schedules, conducts analyses, writes reports and prepares presentations.

• Provides expert program consultation to all levels of management and employees on complex HC matters.

• Conducts needs assessments, plans, and executes general project management support.

• Establishes criteria for evaluating and tracking metrics and leads or assists in special projects or initiatives as requested.

• Education (or equivalent training and experience, if not applicable):

o Graduate degree with 6 years of experience in appropriate area of specialization.

o Expertise in Human Resources issues such as career development, performance management and employee retention are desirable.

Human Capital Analyst I

• Basic understanding of, but not limited to, federal human capital business management and operations, policy and accountability, workforce strategy and planning, or data analytics and associated regulations, policies, practices, concepts, procedures, and tools to assess program areas.

• Responsible for, but not limited to, research, conducting analyses, creating reports of findings, and drafting presentations.

• Prepares analysis showing the pros and cons of various courses of action.

• Assists in the evaluation of operational requirements relative to programs, guidance, and review processes.

• Collects data in accordance with plans, as well as verifies and analyzes data to identify trends and potential problems.

• Conducts needs assessments and assists with planning and executing general project management support.

Conceives and recommends process improvements.

• Participates in developing and proposing improvement to policies, programs, and procedures to improve the effectiveness of human capital programs and operations.

• Conducts research to determine the effectiveness of programs and policies.

• Analyzes the impact of proposed or new legislation, Executive orders, Comptroller General Decisions, court decisions, OPM regulations, NASA directives and other relevant policies to HC programs.

• Researches alternatives and recommendations on issues pertaining to program areas to assess the effectiveness of programs and policies.

• May be responsible for writing, implementing, and evaluating human capital guidance and policy.

• Maintains knowledge of computer-based business information systems including web, database systems, software and hardware, IT security, data storage, reporting and management of information.

• Education (or equivalent training and experience, if not applicable):

o Bachelor’s degree in appropriate area of specialization, or 1-2 years of directly related experience with no degree.

Human Capital Analyst II

• Detailed knowledge of, but not limited to, federal human capital business management and operations, policy and accountability, workforce strategy and planning, or data analytics and associated regulations, policies, practices, concepts, procedures, and tools to assess program areas.

• Responsible for, but not limited to, comprehensive research, program analysis and consultation for all levels of management and employees on complex HC matters.

• Prepares analysis showing the pros and cons of various courses of action and suggests implications and possible effects of research findings to contribute to general knowledge and support decisions.

• Executes evaluation of operational requirements relative to programs, guidance, and review processes.

• Collects data in accordance with plans, as well as verifies and analyzes data to identify trends and potential problems.

• Participates in designing, developing, and implementing improvements to human capital policies and programs, ensuring that human capital operations align with the Agency and Center goals.

• Conducts analyses, creates reports of findings, and prepares and presents presentations. Conceives and implements process improvements.

• Conducts needs assessments, plans, and executes general project management support and recommends program modifications, as applicable.

• Conducts research to determine the effectiveness of programs and policies.

• Analyzes and determines the impact of proposed or new legislation, Executive orders, Comptroller General

Decisions, court decisions, OPM regulations, NASA directives and other relevant policies to HC programs.

• Researches alternatives and recommendations on issues pertaining to program areas to assess the effectiveness of programs and policies.

• May be responsible for writing, implementing, and evaluating human capital guidance and policy.

• Maintains knowledge of computer-based business information systems including web, database systems, software and hardware, IT security, data storage, reporting and management of information.

• Education (or equivalent training and experience, if not applicable):

o Graduate degree in related field of study, or bachelor’s degree with 2 years of experience in appropriate area of specialization, or 5 years of directly related experience with no degree.

Human Capital Analyst III

• Expert knowledge in, but not limited to, federal sector human capital business management and operations, policy and accountability, workforce strategy and planning, or data analytics and associated regulations, policies, practices, concepts, procedures, and tools to assess program areas.

• Responsible for, but not limited to, comprehensive research and program analysis and consultation for all levels of management and employees on complex HC matters.

• Provides expert program analyses and consultations for all levels of management and employees on complex HC matters.

• Prepares analysis showing the pros and cons of various courses of action and addresses implications and possible effects of research findings to contribute to general knowledge and support decisions.

• Evaluates operational requirements relative to programs, guidance, and review processes.

• Collects data in accordance with plans, as well as verifies and analyzes data to identify trends and potential problems.

• Participates in designing, developing, and implementing improvements to human capital policies and programs, ensuring that human capital operations align with the Agency and Center goals.

• Conducts analyses, creates reports of findings, and prepares and delivers presentations. Conceives and implements process improvements.

• Conducts needs assessments, plans, and executes general project management support and recommends program modifications, as applicable.

• Conducts research to determine the effectiveness of programs and policies.

• Analyzes and determines the impact of proposed or new legislation, Executive orders, Comptroller General

Decisions, court decisions, OPM regulations, NASA directives and other relevant policies to HC programs.

• Researches alternatives and recommendations on issues pertaining to program areas to assess the effectiveness of programs and policies.

• Responsible for writing, implementing, and evaluating human capital guidance and policy, as required.

• Maintains knowledge of computer-based business information systems including web, database systems, software and hardware, IT security, data storage, reporting and management of information.

• Education (or equivalent training and experience, if not applicable):

o Graduate degree in a related field of study with 1 year of experience, or bachelor’s degree with 4 years of experience in appropriate area of specialization, or 6 years of experience with no degree.

Human Resources Business Partner I

• Basic understanding of federal regulations, policies, practices, concepts, and procedures for human capital lines of business, and information systems to apply, execute and assess program areas.

• Responsible for, but not limited to, research and consultation on alignment of HC initiatives and functions with business objectives and business needs of the organization.

• Advises on development and implementation of HC strategies and streamlining HC functions, and integration and implementation of services within the immediate organization.

• Provides specialized support to any function within the HC lines of business, as required.

• Executes reports utilizing HC metrics.

• Ensures compliance with HC regulations, policies, and guidelines.

o Bachelor’s degree with 1 year of experience, or 4 years of experience with no degree.

Human Resources Business Partner II

• Detailed knowledge of federal regulations, policies, practices, concepts, and procedures for human capital lines of business, and information systems to apply, execute and assess program areas.

• Responsible for, but not limited to, research and consultation on alignment of HC initiatives and functions with business objectives and business needs of the organization.

• Advises on development and implementation of HC strategies and streamlining HC functions, and integration and implementation of services at the organization or division level.

• Provides specialized support to any function within the HC lines of business, as required.

• Executes reports utilizing HC metrics.

• Ensures compliance with HC regulations, policies, and guidelines.

• Education (or equivalent training and experience, if not applicable):

o Graduate degree with no experience, or bachelor’s degree with 2 - 3 years of experience, or 5 years of experience with no degree.

Human Resources Business Partner III

• Expert knowledge of federal regulations, policies, practices, concepts, and procedures for human capital lines of business, and information systems to apply, execute and assess program areas.

• Responsible for, but not limited to, research and consultation on alignment of HC initiatives and functions with business objectives and business needs of the organization.

• Advises on development and implementation of HC strategies and streamlining HC functions, and integration and implementation of services at the organization, division, directorate, enterprise, or executive level.

• Provides specialized support to any function within the HC lines of business, as required.

• Executes reports utilizing HC metrics.

• Ensures compliance with HC regulations, policies, and guidelines.

• Education (or equivalent training and experience, if not applicable):

o Graduate degree in a related field with 1 year of experience, or bachelor’s degree with 4 years of experience, or 6 years of experience with no degree.

Human Capital Program Support Specialist I

• Detailed knowledge of, but not limited to, federal human capital Recruitment, Performance Management, Awards and Recognition, Pathways Internship, Learning and Talent Development, or Executive Services and associated programmatic regulations, policies, practices, concepts, and procedures to execute and assess program requirements.

• Performs day-to-day operations of the program and activities.

• Responsible for, but not limited to, assistance, technical guidance, consultation, and related support to customers advising them on the latest regulatory and instructional material relating to the program and activities; provides day-to-day problem solving and research.

• Assists with activities and processes related to program reviews and analysis and supports the development, recommendation, implementation, and integration of new programmatic solutions and strategies.

• Creates and produces a range of promotional, educational, and informational presentations, and/or resource materials related to program activities and initiatives.

• Coordinates the collection, compilation, and analysis of program activity data.

• Identifies opportunities to enhance program operations to achieve greater efficiencies and effectiveness and to fulfill program objectives.

• Follows established criteria for evaluating and tracking program metrics and assists in special projects or initiatives as requested.

• Ensures the effective and consistent delivery of the human resources program.

• Education (or equivalent training and experience, if not applicable):

o High school diploma or GED and at least 2 years of experience directly related to the duties and responsibilities specified.

o Completed degree(s) from an accredited institution that are above the minimum education requirement may be substituted for experience on a year for year basis.

Human Capital Program Support Specialist II

• Detailed knowledge of, but not limited to, federal human capital Recruitment, Performance Management, Awards and Recognition, Pathways Interns, Learning and Talent Development, or Executive Services, and associated programmatic regulations, policies, practices, concepts, and procedures to execute and assess program requirements.

• Performs day-to-day operations of the program and activities.

• Responsible for, but not limited to, assistance, technical guidance, consultation, and related support to customers advising them on the latest regulatory and instructional material relating to the program and activities; provides day-to-day problem solving and research.

• Plans and coordinates the development, implementation, and execution of sub-programs, special projects, and other initiatives designed to achieve the overall mission, goals, and objectives of the program.

• Administers all facets of the day-to-day operations of the various programs and activities related to the position.

• Participates in activities and processes related to program reviews and analysis and supports the development, recommendation, implementation, and integration of new programmatic solutions and strategies.

• Serves as a liaison with internal and external constituencies on matters relating to program activities.

• Provides and/or coordinates the provision of technical guidance, consultation, related support to clientele within area of program focus; provides day-to-day problem solving as necessary on day-to-day program-related needs and issues.

• Creates, produces, and delivers a range of promotional, educational, and informational presentations, and/or resource materials related to program activities and initiatives.

• Coordinates and/or oversees the collection, compilation, and analysis of program activity data; develops, writes, edits, and presents comprehensive statistical and narrative program reports and evaluations.

• Advises on operating goals and objectives for the program; identifies opportunities to enhance program operations to achieve greater efficiencies and effectiveness and to fulfill program objectives.

• Establishes criteria for evaluating and tracking program metrics and leads or assists in special projects or initiatives as requested.

• Ensures the effective and consistent delivery of the human resources program.

• Education (or equivalent training and experience, if not applicable):

o Bachelor’s degree with 1 years of experience, or High school diploma or GED and at least 3 years of experience directly related to the duties and responsibilities specified.

Human Capital Program Support Specialist III

• Expert knowledge of federal human capital Recruitment, Performance Management, Awards and Recognition, Pathways Interns, Learning and Talent Development, or Executive Services, and associated programmatic regulations, policies, practices, concepts, procedures to execute and assess program requirements.

• Performs day-to-day operations of the program and activities.

• Plans and coordinates the development, implementation, and execution of sub-programs, special projects, and other initiatives designed to achieve the overall mission, goals, and objectives of the program.

• Oversees and administers all facets of the day-to-day operations of the various programs and activities related to the position.

• Responsible for, but not limited to technical guidance, consultation, and related support to customers advising them on the latest regulatory and instructional material relating to the program and activities; provides day-to-day problem solving and research.

• Participates in activities and processes related to program reviews and analysis and supports the development, recommendation, implementation, and integration of new programmatic solutions and strategies.

• Serves as a liaison with internal and external constituencies on all matters relating to program activities.

• Provides and/or coordinates the provision of technical guidance, consultation, related support to clientele within area of program focus; provides day-to-day problem solving as necessary on day-to-day program-related needs and issues.

• Creates, produces, and delivers a range of promotional, educational, and informational presentations, and/or resource materials related to program activities and initiatives.

• Coordinates and/or oversees the collection, compilation, and analysis of program activity data; develops, writes, edits, and presents comprehensive statistical and narrative program reports and evaluations.

• Advises on operating goals and objectives for the program; identifies opportunities to enhance program operations to achieve greater efficiencies and effectiveness and to fulfill program objectives.

• Supervises and/or leads staff and/or student employees, as assigned.

• Establishes criteria for evaluating and tracking program metrics and leads or assists in special projects or initiatives as requested.

• Ensures the effective and consistent delivery of the human resources program.

• Education (or equivalent training and experience, if not applicable):

o Graduate studies or master’s degree in a related field, or bachelor’s degree with 2 years of experience, or High school diploma or GED and at least 4 years of experience directly related to the duties and responsibilities specified.

HR Associate I

• Relies on instructions and pre-established guidelines to perform general HC operations functions.

• Responsible for, but not limited to, the collection and analysis of HR data, and subsequent recommendations, and processing of paperwork for functional area according to established procedures.

• Prepares internal employee communications regarding compensation, benefits, or company policies, as required.

• Experienced in customer service and is team oriented.

• Possesses good communication skills, both verbal and written.

• Works under immediate supervision. Typically reports to Lead HR Associate.

o High School Diploma or equivalent

HR Associate II

• Familiar with federal standard concepts, practices, and procedures necessary to perform general HC operations functions.

• Relies on basic experience and judgment to plan and accomplish goals.

• Responsible for, but not limited to, the collection and analysis of HR data, and subsequent recommendations, and processing of paperwork for functional area according to established procedures.

• Prepares internal employee communications regarding compensation, benefits, or company policies, as required.

• Experienced in customer service and is team oriented.

• Possesses good communication skills, both verbal and written.

• Works under general supervision. Typically reports to Lead HR Associate.

o High School Diploma or equivalent and up to 2 years of experience.

HR Associate III

• Performs work in support of human resource professionals that requires a good working knowledge of federal personnel procedures, guides, and precedents in the performance of Talent Acquisition, On-boarding, or general HC operations functions.

• Responsible for, but not limited to, the collection, analysis, and interpretation of HR data, and subsequent recommendations in support of HC functions, and processing of paperwork for functional area according to established procedures.

• Prepares internal employee communications regarding HC policies, as required.

• Makes recommendations to human resource professionals on HC functional support areas, as deemed necessary.

• Makes inquiries with a range of professional contacts within and outside the organization.

• Handles employee-sensitive material with discretion.

• Experienced in customer service and is team oriented.

• Possesses good communication skills, both verbal and written.

• Works under general supervision. Typically reports to Lead HR Associate.

o High School Diploma or equivalent and at least 2 -3 years of experience.

HR Associate IV federal personnel procedures, guides, and precedents in the performance of Talent Acquisition, On-boarding, or general HC operations functions.

• Responsible for, but not limited to, the collection, analysis, and interpretation of HR data, and subsequent recommendations, and processing of paperwork for functional area according to established procedures.

• Prepares internal employee communications regarding HC policies, as require.

• Makes recommendations to human resource professionals on HC functional support areas, as deemed necessary.

• Makes inquiries with a range of professional contacts within and outside the organization.

• Handles employee-sensitive material with discretion.

• Experienced in customer service and is team oriented.

• Possesses good communication skills, both verbal and written.

• Works under minimal supervision. Typically reports to Lead HR Associate.

o High School Diploma or equivalent and at least 4 - 5 years of experience.

Lead HR Associate

• Acts as advisor and lead to other HR Associates regarding projects, tasks, and operations.

federal personnel procedures, guides, and precedents in the performance of Talent Acquisition, On-boarding, or general HC operations functions.

• Responsible for, but not limited to, the collection, analysis, and interpretation of HR data, and subsequent recommendations, and processing paperwork for functional area according to established procedures.

• Prepares internal employee communications regarding HC policies.

• Interprets regulations and makes recommendations to human resource professionals on HC functional support areas.

• Relies on extensive experience and judgment to plan and accomplish goals.

• Serves as a liaison to the customer and makes inquiries with a range of professional contacts within and outside the organization.

• Handles employee-sensitive material with discretion.

• Works under minimal supervision.

o High School Diploma or equivalent and at least 6 -7 years of experience.

Leadership Development Specialist I

• Basic understanding of leadership development practices and concepts and use of instructional design processes to ensure effective design, implementation, and continual improvement of leadership programs.

• Familiar with the practices and concepts of coaching, change management, performance monitoring and business acumen used to assess current levels of organization performance.

• Responsible for, but not limited to, analyzing, designing/redesigning, and developing leadership development programs within the immediate organization.

• Uses mechanisms such as interviews, surveys, and assessments, focus groups to support the design, development and delivery of courses and programs to advance leadership development.

• Schedules, runs, and evaluates seminars, workshops, and self-paced trainings.

• Inspires employees to set goals, make good career decisions and exploit personal leadership strengths.

• Follows established criteria for evaluating and tracking leadership and management development metrics and assists in special projects or initiatives as requested.

• Education (or equivalent training and experience, if not applicable):

o Bachelor’s degree in appropriate area of specialization with 1 year of related experience.

employee retention desired.

Leadership Development Specialist II

• Detailed knowledge of leadership development practices and concepts and use of instructional design programs.

• Utilizes expertise in areas such as coaching, change management, performance monitoring and business acumen to assess current levels of organization performance.

• Responsible for, but not limited to, the analyzing, designing/redesigning, developing, delivering, and evaluating leadership development programs at the organization or division level.

• Uses mechanisms such as surveys and assessments, focus groups or interviews to support the design, development, and delivery of courses and programs to advance leadership development.

• Schedules, runs, and evaluates seminars, workshops, courses, intensive development experiences and self-paced trainings.

• Inspires employees to set goals, make good career decisions and explore personal leadership strengths.

• Establishes criteria for evaluating and tracking leadership and management development metrics and leads or assists in special projects or initiatives as requested.

• Education (or equivalent training and experience, if not applicable):

o Graduate studies in related field of study or bachelor’s degree in appropriate area of specialization, with 2 – 4 years of directly related experience.

employee retention are desirable.

Leadership Development Specialist III

• Expert knowledge of leadership development practices and concepts and use of instructional design programs.

• Utilizes expertise in areas such as coaching, change management, performance monitoring and business acumen to assess current levels of organization performance.

• Responsible for, but not limited to, analyzing, designing/redesigning, developing, delivering, and evaluating leadership development programs at the organization, division, directorate, Enterprise, or Center level.

• Uses mechanisms such as surveys and assessments, focus groups or interviews to support the design, development, and delivery of courses and programs to advance leadership development.

• Schedules, runs, and evaluates seminars, workshops, courses, intensive development experiences and self-paced trainings.

• Inspires employees to set goals, make good career decisions and exploit personal leadership strengths.

• Establishes criteria for evaluating and tracking leadership and management development metrics and leads or assists in special projects or initiatives as requested.

o Graduate studies in related field of study or bachelor’s degree in appropriate area of specialization, with 5 years of directly related experience.

employee retention desired.

Career Counselor

• Expert knowledge in behavioral, social, or human science for the assessment of a client's aptitudes and achievements to discern what field best suits their interests, skills, and experience.

• Applies career development theories, facilitation skills, informal and formal assessment, and case management to support and guide employees with reaching their career goals.

• Responsible for, but not limited to, one-on-one career counseling and case management support to employees at all levels of the organization; and conducting group career and work-life counseling.

• Applies career development theories, facilitation skills, informal and formal skills assessments, career development planning, and extends performance appraisal and development discussions support.

• Maintains adequate inventory of assessment, career skills, and work-life tools.

• Provides consultation on Center career development initiatives and designs, delivers, and maintains core career development and work-life training curriculum, as well as conducts periodic assessments.

• Prepares comprehensive quarterly plans to communicate and market career counseling resources available to the workforce.

• Designs and conducts career development and work-life workshops and develops marketing correspondence and publications.

• Provides outreach services via various media (i.e. briefings, staff meetings, brown bag sessions) and designs, reviews, and analyzes materials and forms for career counseling activities and procedures.

• Education (or equivalent training and experience, if not applicable):

o Graduate studies in related field of study or bachelor’s degree in appropriate area of specialization, with 5 years of directly related experience.

Instructional Designer

• Specialization in educational curriculum design and implementation, to include learning modes, learning technology experiences, presentation technology, assessment development, and the virtual reality environment.

• Responsible for, but not limited to, interfacing with HC Learning and Talent Development program leads to identify the performance, skills, knowledge, information, and attitude gaps of a targeted audience, and subsequently creates, selects and/or suggests learning experiences to fill those gaps.

• Education (or equivalent training and experience, if not applicable):

o Bachelor’s degree in appropriate area of specialization with 2 years of experience, or 4 years of directly related experience.

Organization Development Specialist I

• Basic understanding of organization development practices and concepts, use of assessment instruments for individuals/teams/organizations, and surveys and assessment tool results.

• Responsible for, but not limited to, researching, designing, and developing tools and programs to address organizational issues and systems to align capability and strategy to help accelerate organization performance.

• Advises, coaches, facilitates, and collaborates with leadership to effect organizational change.

• Supports the development and delivery of programs targeting the development of key competencies across the immediate organization that will enable stronger individual and team performance.

• Executes strategic-thinking, planning, and execution in all levels of interfaces with employees and management.

• Establishes criteria for evaluating and tracking organization development metrics and leads or assists in special projects or initiatives as requested.

• Education (or equivalent training and experience, if not applicable):

o Bachelor’s degree in appropriate area of specialization with 1 year of related experience.

o Expertise in Human Resources issues such as leadership development, performance management and employee retention are desired.

Organization Development Specialist II

• Detailed knowledge of organization development practices and concepts, and use of assessment instruments for individuals, teams, and organizations, and surveys and assessment tool results.

• Responsible for, but not limited to, researching, designing, and developing tools and programs to address organization issues and systems to align capability and strategy help accelerate organization performance.

• Advises, coaches, facilitates, and collaborates with leadership to effect organizational change.

• Supports the development and delivery of programs targeting the development of key competencies across the immediate organization or division that will enable stronger individual and team performance.

• Performs Organization consulting to identify strategies to achieve organizational and team effectiveness.

• Ensures that all levels of management and leadership are provided with appropriate development programs and strategies.

• Supports the development and delivery of programs targeting the development of key competencies that will enable stronger individual and team performance.

• Assesses needs, designs, and provides training for organizations. Conducts independent analyses, ensures assignment progress, develops conclusions, recommends actions, writes reports, and provides execution consultation.

• Assists with constructing the analytical framework and work steps for the change management process.

• Executes advanced strategic-thinking, planning, and execution in all levels of interfaces with employees and management.

• Establishes criteria for evaluating and tracking organization development metrics and leads or assists in special projects or initiatives as requested.

• Education (or equivalent training and experience, if not applicable):

o Graduate studies in related field of study, or bachelor’s degree in appropriate area of specialization, with 2 – 5 years of directly related experience.

Organization Development Specialist III

• Expert knowledge of organization development practices and concepts, and use of assessment instruments for individuals, teams, and organizations, and surveys and assessment tool results.

• Serves as the industry expert in the field of organizational development.

• Responsible for, but not limited to, interfacing with senior managers to better understand organizational dynamics and actual or proposed changes to develop processes, training programs and tailored coaching designed to improve the ability to successfully execute immediate organization, division, directorate, Enterprise, or Center requirements and goals, and minimize productivity losses that may result from organizational change.

• Provides expert consultation and technical services to program managers at all levels of line management.

• Develops detailed plans, goals, and objectives for long-range implementation and administration of programs, and/or develops criteria for evaluating the effectiveness of the program.

• Executes advanced strategic-thinking, planning, and execution in all levels of interfaces with employees and management.

• Establishes criteria for evaluating and tracking organization development metrics and leads or assists in special projects or initiatives as requested.

• Education (or equivalent training and experience, if not applicable):

o Master’s or Ph.D. degree in management, organizational behavior or related field of study, or bachelor’s degree in appropriate area of specialization.

o Ten (10) years of experience in change management and experience in organization design is desired.

Executive Coach

• Demonstrated knowledge of leadership development, change management, and/or organization design practices.

• Responsible for, but not limited to, assisting executives and management level professionals in the workplace with professional growth in the areas of improved skills and performance as influenced by changes in the organization, Agency philosophies or other factors; may also work with managers and other employees.

• Meets with clients, clarifies their specific objectives, helps clients embrace their potential for growth and improvement, and develops a strategy that helps clients achieve their goals.

• Applies career development theories, facilitation skills, informal and formal skills assessments, career development planning, and extends performance appraisal and development discussions support.

• Facilitates organizational changes, which can involve working with recently promoted executives or managers to help them effectively adapt to their roles, or support leadership and management with effecting.

• Enlists ongoing assessment of clients to provide strategies for issues resolution and continued executive development.

• Stellar communication, interpersonal, analytical, and problem-solving skills.

• Maintains confidentiality when working with affected individuals and HC personnel.

• Maintains appropriate certification.

• Education (or equivalent training and experience, if not applicable):

o Certification in Executive Coaching and 10 years in appropriate area of specialization.

o Master’s or Ph.D. degree in management, organizational or leadership behavior or related field of study, or bachelor’s degree in appropriate area of specialization is desired.

Leadership Coach

• Demonstrated knowledge of leadership development, change management, and/or organization design practices and theories.

• Responsible for, but not limited to, assisting supervisors and emerging leaders in the workplace with professional growth in the areas of improved skills and performance as influenced by changes in the organization, Agency philosophies or other factors; may also work with other employees.

• Meets with clients, clarifies their specific objectives, helps clients embrace their potential for growth and improvement, and develops strategies that helps clients achieve their goals.

• Applies career development theories, facilitation skills, informal and formal skills assessments, career development planning, and extends performance appraisal and development discussions support.

• Enlists ongoing assessment of clients to provide strategies for continued leadership development, as required.

• Stellar communication, interpersonal, analytical skills, and problem-solving skills.

• Maintains confidentiality when working with affected individuals and HC personnel.

• Maintains appropriate certification.

• Education (or equivalent training and experience, if not applicable):

o Certification in Coaching and 10 years of experience in appropriate area of specialization.

o Master’s or Ph.D. degree in leadership, organizational behavior or related field of study, or bachelor’s degree in appropriate area of specialization is desired.

Coach

• Demonstrated knowledge of human and organizational behaviors, leadership development, change management, and/or organization design practices and theories.

• Responsible for, but not limited to, one-on-one or group coaching sessions to assist employees, teams, or groups in the workplace with professional growth in the areas of improved skills and performance as influenced by changes in the organization, Agency philosophies or other factors.

• Supports employees with actions to become more effective high performing employees.

• Responsible for assisting the employee in reinforcing competencies, enhancing performance, and helping to ensure that employees can fully and effectively contribute to the success of the organization’s mission and vision.

• Maintains adequate levels of coaching supplies and materials to design, deliver and maintain core career development training curriculum, and conduct periodic needs assessments.

• Designs, reviews, and analyzes materials and forms for career coaching and other related activities.

• Maintains appropriate certification.

• Education (or equivalent training and experience, if not applicable):

o Certification in Coaching and 5 years of experience in appropriate area of specialization.

o Master’s or Ph.D. degree in management, organizational behavior or related field of study, or bachelor’s degree in appropriate area of specialization is desired.

Learning Complex Training Coordinator

• Experience with project coordination and high demand for customer service.

• Responsible for, but not limited to, the coordination and support of the day-to-day operation of learning complex activities, including the demands of the virtual environment.

• Assesses event requirements and provides documentation and training materials, logistical and support requirements, learning complex technology, or calendaring and scheduling support.

• Supports routine, continuous, and ad-hoc events (e.g. training events for Organization and Leadership

Development courses, employee orientations, center events) which may occur simultaneously and at various on-site, off-site, and remote extensions of the facility.

• Customer service focused and results-oriented; highly detailed and organized; proficient in oral and written communications.

• Education (or equivalent training and experience, if not applicable):

o Bachelor’s degree in appropriate area of specialization, or 2 years of directly related experience in a comparable field where experience may serve in lieu of the degree requirement.

Human Capital Communication Specialist I

• Basic knowledge of marketing, communication strategies, and channels of communication.

• Responsible for, but not limited to reviews of incoming communications and processes and drafting of outgoing general communications for the immediate organization.

• Researches human capital and Agency mission, goals, policies, and expectations to assist with the promotion and execution of key human capital business objectives and initiatives.

• Translates business objectives into effective internal communications for general information or in the development of business process descriptions (e.g. training, desk guides and/or standard operating procedures).

• Manages communication archives and communications-related templates.

• Effective written and verbal communication skills.

o Bachelor’s degree in Communication, English, Marketing, or appropriate area of specialization.

Human Capital Communication Specialist II

• Detailed knowledge of marketing and communication strategies, and channels of communication.

• Responsible for, but not limited to, reviews of incoming communications and processes, and creation of outgoing communications for the immediate organization or division.

• Ensures integration of human capital and Agency mission, goals, policies, and expectations for the promotion and execution of key human capital business objectives and initiatives.

• Seeks to facilitate improvements in communications to human capital employees, and the workforce at large.

• Develops processes, timelines, milestones, or project plans for stakeholder review that deliver communication expectations and objectives for information, campaigns, stories, and presentations.

• Supports digital and traditional communication channels on various platforms including print, email, website, surveys, videos, webinars, and social media.

• Partners with subject matter experts to ensure accuracy, clarity effectiveness, quality and regulatory compliance before final production and dissemination.

• Maintains communication archives and communications-related templates.

• Effective written and verbal communication skills, and basic presentation of project reporting summaries.

• Education (or equivalent training and experience, if not applicable):

o Bachelor’s degree in Communication, English, Marketing, or appropriate area of specialization plus 1 -2 years of related experience.

Human Capital Communication Specialist III

• Detailed knowledge of marketing, communication strategies, and channels of communication.

• Responsible for, but not limited to, reviewing incoming communications, and in the creation of outgoing communications strategically analyzes and processes communications for the immediate organization, division, directorate, or enterprise.

• Ensures familiarity and integration of human capital and Agency mission, goals, policies, and expectations for the promotion of key human capital business objectives and initiatives.

• Seeks to facilitate improvements in communications to human capital employees, and the workforce at large.

• Develops processes, timelines, milestones, or project plans for stakeholder review that deliver communication expectations and objectives for information, campaigns, stories, and presentations.

• Supports digital and traditional communication channels on various platforms including print, email, website, surveys, videos, webinars, and social media.

• Reviews work of human capital professionals, or partners with subject matter experts to ensure accuracy, clarity, effectiveness, quality and regulatory compliance before final production and dissemination.

• Manages communication archives and communications-related templates.

• Excellent interpersonal, written, and verbal communication skills.

• Education (or equivalent training and experience, if not applicable):

o Graduate studies in related field of study, or bachelor’s degree in Communication, English, Marketing, or appropriate area of specialization plus 3 – 5 years communications experience with digital, video, and print venues.

Human Capital Communication Specialist IV

• Detailed knowledge of marketing and communication strategies, and channels of communication.

• Responsible for, but not limited to, reviewing incoming communications, and in the creation of outgoing communications strategically analyzes and processes communications for the organization, division, directorate, or enterprise.

• Conducts evaluation research to determine a range of relevant user characteristics and experiences for the development of communication products.

• Gathers data from multiple venues, analyzing it and presenting the results to stakeholders in an understandable way to help make informed business decisions.

• Ensures familiarity and integration of human capital and Agency mission, goals, policies, and expectations for the promotion and execution of key human capital business objectives and initiatives.

• Seeks to facilitate improvements in communications to human capital employees, and the workforce at large.

• Develops communication plans, analyzes business objectives, and translates into effective internal and external communications for general information, campaigns, stories, and presentations.

• Executes communication for use on various platforms like email, web, digital, video, and social media.

• Develops strategy, plans, executes, and measures success of programmatic, organizational, and enterprise-level communications.

• Excellent interpersonal, written, and verbal communication skills.

• Education (or equivalent training and experience, if not applicable):

o Graduate studies in related field of study, or bachelor’s degree in Communication, English, Marketing, or appropriate area of specialization plus 6 or more years communications experience with digital, video, and print venues.