Summary The Office of the Chief Information Officer (OCIO) serves as the IT hub of the U.S. Department of Labor. We develop, maintain and protect IT solutions and data across our 27 agencies to enable mission outcomes through technology and service. OCIO continually enhances federal IT and digital capability with a focus on cybersecurity and customer experience to serve America's wage earners, job seekers and retirees. Responsibilities This position is located within the Administration, Business, Management, and Governance (ABMG) Directorate, Division of Administration. The Division oversees human capital management, administrative operations, and executive support functions. It is also responsible for strategic planning and budgeting related to administrative services. This position serves as a Human Capital Specialist responsible for performing analytical and evaluative work that strengthens OCIO's human capital program. Major duties are listed at the full performance level (GS-13). Major duties include but are not limited to: Perform analytical assignments to identify technical workflow issues, operational risks, and customer needs, recommending solutions that improve efficiency and consistency. Support strategic human capital program by monitoring workforce trends, identifying competency gaps, tracking retirement and attrition patterns, and compiling information used by senior analysts in long-term planning. Advise managers on Departmental HR policies, helping them understand impacts on the division operations and recommending updates to align with established procedures. Provide informed guidance and recommendations to organizational leadership on federal HR regulations, policies, and best practices. Support communication between stakeholders to maintain shared understanding of human capital priorities, identifies workforce-related issues, and collaborates with leadership to ensure timely resolution. Compile information on hiring activity, staffing levels, attrition, and awards to support senior analysts in more complex forecasting and trend analysis. Handle sensitive and pre-decisional information, including grievances, reassignments, and reorganizations, ensuring confidentiality in accordance with privacy, records management, and labor-management policy. Maintain and monitor employee records, promotions, quality step increase recommendations, awards, corrective actions, employee development, training, counseling or termination of employees. Requirements Conditions of Employment Qualifications Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. For GS-12, applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-11, in the Federal Service. Qualifying specialized experience for GS-12 includes (applicants must meet 3 of the 4 following specialized experience statements): Experience analyzing programs and business operations within a single office or program to improve efficiency, workflows, and administrative processes. Experience reviewing administrative procedures and program activities within assigned functions to identify issues and recommend solutions. Experience designing and conducting moderate-scope studies of business processes and systems, including data collection, analysis, and improvement recommendations. Experience coordinating multiple projects and priorities for a division or office, synthesizing information, and preparing clear recommendations for managers. For GS-13, applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-12, in the Federal Service. Qualifying specialized experience for GS-13 includes (applicants must meet ALL of the following specialized experience statements): Experience leading cross-functional analyses that improve efficiency and effectiveness across programs or organizations, and overseeing solution implementation and results. Experience evaluating and modernizing administrative procedures across multiple functional areas or offices, identifying systemic issues and advising senior leadership on policy or process changes. Experience developing and applying advanced qualitative and quantitative methods and performance measures to assess organizational effectiveness and drive enterprise-level improvements. Experience coordinating and prioritizing multiple enterprise initiatives for senior leaders, synthesizing diverse inputs, and producing decision-ready briefings that shape strategy and resource allocation. Education Additional Information The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATIONS, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION For more information, Click here for Career Ladder Promotion Information For more information, click Telework Position Information. This is not a remote work position. The selectee will report to an assigned DOL office location on a regular basis and is eligible for participation in telework as determined by management in accordance with DOL policy. Based on agency needs, additional positions may be filled using this vacancy. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments.
