Summary The Office of the Assistant Secretary for Administration and Management (OASAM) provides the infrastructure and support that enables the U.S. Department of Labor to perform its mission. OASAM provides leadership and support for information technology, human resources management, procurement, business operations, safety and health, space management, civil rights, emergency management, security, budget, and performance. Responsibilities This position is located in the Division of Human Resources Information Systems (HRIS) within the Office of Human Resources (OHR), OASAM. The employee serves as a Data Analyst covering OHR and DOL wide human resources data analytics and reporting. The incumbent engages with leadership, peers and customers and establishes the framework to foster consistent, high quality, accurate data product delivery across the Department that meets specific customer needs. Major duties include, but are not limited to, the following: Lead agency-wide workforce analytics initiatives by collecting, integrating, analyzing, and interpreting complex HR data to support strategic decision-making and organizational effectiveness. Design, develop, and oversee human capital dashboards, reports, scorecards, and performance metrics to monitor workforce trends and support operational and strategic goals. Conduct qualitative and quantitative analyses, statistical studies, trend assessments, gap analyses, and predictive analytics to identify workforce issues, risks, and opportunities. Utilize and support business intelligence platforms, HR information systems, databases, automated reporting tools, and data visualization technologies to improve workforce reporting capabilities. Plan, manage, and execute high-profile HR projects, studies, and agency-wide initiatives involving workforce planning, program evaluation, and human capital management. Monitor, assess, and improve the accuracy, reliability, and integrity of workforce data by identifying discrepancies, implementing corrective actions, and establishing quality control measures. Prepare and deliver briefings, issue papers, presentations, audit responses, and analytical reports, providing actionable recommendations on workforce and organizational issues. Research emerging HR practices, workforce analytics methodologies, and industry trends and advise leaders and stakeholders on workforce analytics, HR operations, and human capital strategies, identify best practices and recommend improvements to HR programs and services including developing guidance, standard operating procedures, and workforce analytics policies. Requirements Conditions of Employment Qualifications Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level, GS-13, in the Federal Service. 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. To qualify for this GS-201-14, applicants must meet 3 of the following examples of specialized experience: Develop human capital metrics, dashboards, and reports using tools such as SQL, Power BI, Python, or Report Builder to monitor performance, trends, and keep leadership informed. Improve HR data quality and integrity across data repositories by identifying issues, correcting records, and implementing validation controls. Manage cross-functional project teams and stakeholders to plan, schedule, and deliver HR data products and recommendations on time and within scope. Lead HR data analytics initiatives to provide actionable insights that guide human capital decisions. Education There is no substitute of education for specialized experience to qualify for this grade level. 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 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.
