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Summary The Supervisory Workforce Planning Analyst position is in the Administrative Office of the U.S. Courts (AO), Office of the AO Human Resources (AOHR). AOHR manages AO's human resources, provides human resources services to AO Management and staff, and develops and administers the AO's pay system. Responsibilities The Administrative Office of the U.S. Courts (AO), Office of AO Human Resources is seeking an experienced Supervisory Workforce Planning Analyst to develop comprehensive workforce plans in support the AO's business objectives. The Supervisory Workforce Planning Analyst provides workforce planning subject matter expertise, supervises the staffing and recruitment team, and leads complex workforce planning initiatives. As an expert on workforce planning, the incumbent manages a methodic process to align the needs and priorities of the AO with those of the workforce to ensure the agency is meeting its service requirements and organizational objectives. The ideal candidate has proven experience in workforce planning initiatives; data, gap, and demand analyses; and effectively collaborating with cross-functional teams. This experience goes beyond basic data analysis and encompass a deep understanding of HR metrics and best practices, workforce dynamics, human resources principles, and strategic planning. The duties of this position include, but are not limited to: Supervising the daily operations of the workforce planning and recruitment staff, including approving time and attendance, managing performance, providing guidance and directions, managing incoming electronic personnel actions, and overseeing the onboarding process. Analyzing the current state, performing gap analysis, identifying trends, and developing methodologies for project initiatives. Collaborating with HR and leadership to implement workforce planning initiatives. Collecting and analyzing a variety of workforce data, including employee turnover, recruitment, training, and other HR metrics. Preparing reports and presentations on workforce planning to share insights and recommendations with leadership and stakeholders. Analyzing workforce data and trends to identify staffing needs and gaps and developing comprehensive workforce plans and strategies to address these challenges. Staying current on workforce planning best practices and industry trends. Developing strategic plans using data, analysis, and strategic thinking to ensure AO organization have the right people with the right skills in the right places at the right time to achieve their goals. Requirements Conditions of Employment CONDITIONS OF EMPLOYMENT All information is subject to verification. Applicants are advised that false answers or omissions of information on application materials or inability to meet the following conditions may be grounds for non-selection, withdrawal of an offer of employment, or dismissal after being employed. Selection for this position is contingent upon completion of OF-306, Declaration of Federal Employment during the pre-employment process and proof of U.S. citizenship for competitive status positions or conversion to a competitive status position with the AO. If non-citizens are considered for hire into a temporary or any other position with non-competitive status or when it is confirmed by the AO Human Resources Office there are no qualified U.S. citizens for a competitive status position (unless prohibited by a law or statue), non-citizens must provide proof of authorization to work in the U.S. and proof of entitlement to receive compensation. Additional information on the employment of non-citizens can be found at USAJOBS Help Center | Employment of non-citizens/. For a list of documents that may be used to provide proof of citizenship or authorization to work in the United States, please refer to Form I-9, Employment Eligibility Verification. All new AO employees will be required to complete an FBI fingerprint-based national criminal database and records check and pass a public trust suitability check. New employees to the AO will be required to successfully pass the E-Verify employment verification check. To learn more about E-Verify, including your rights/responsibilities, visit https://www.e-verify.gov/. All new AO employees are required to identify a financial institution for direct deposit of pay before appointment. You will be required to serve a trial period if selected for a first-time appointment to the Federal government, transferring from another Federal agency, or serving as a first-time supervisor. Failure to successfully complete the trial period may result in termination of employment. If appointed to a temporary position, management may have the discretion of converting the position to permanent depending upon funding and staffing allocation. Qualifications Applicants must have demonstrated experience as listed below. This requirement is according to the AO Classification, Compensation, and Recruitment Systems which include interpretive guidance and reference to the OPM Operating Manual for Qualification Standards for General Schedule Positions. Specialized Experience: Applicants must have at least one full year (52 weeks) of specialized experience which is in or directly related to the line of work of this position. Specialized experience must demonstrate experience in ALL areas defined below: Analyzing workforce data, forecasting future needs, and developing strategies to address gaps and align human capital with organizational goals. Collaborating with HR and leadership to align workforce plans with organizational strategy. Education This position does not require education to qualify. Additional Information The AO is an Equal Opportunity Employer.