Workforce Planning Analyst

The Amivero Team

Amivero’s team of IT professionals delivers digital   services that elevate the federal government, whether national security or   improved government services. Our human-centered, data-driven approach is   focused on truly understanding the environment and the challenge, and   reimagining with our customer how outcomes can be achieved. 

Our team of technologists leverage modern, agile methods   to design and develop equitable, accessible, and innovative data and software   services that impact hundreds of millions of people. 

As a member of the Amivero team you will use your empathy   for a customer’s situation, your passion for service, your energy for   solutioning, and your bias towards action to bring modernization to very   important, mission-critical, and public service government IT systems.

Special Requirements

• US Citizenship Required to obtain Public Trust
• DHS CBP Public Trust preferred
• Bachelor Degree +3 years of experience

The Gist…

The Workforce Planning and Development Analyst will play a   crucial role in addressing workforce challenges, implementing strategic   workforce initiatives, and driving leadership development within the Office   of Trade (OT). This role combines responsibilities across succession   planning, Temporary Duty (TDY) program development, and comprehensive   workforce planning. You will be responsible for evaluating and standardizing   TDY guidelines, developing succession planning processes, and aligning   workforce initiatives with OT’s strategic goals. Your efforts will ensure the   organization is equipped with the talent and leadership required to meet   future challenges.

What Your Day Might Include…

Succession Planning:

• Formalize a succession planning process to strengthen leadership ranks within OT.
• Develop and expand career roadmap documentation for critical managerial positions, including identifying   potential successors.
• Assess candidate readiness for succession, ensuring that plans align with long-term organizational goals.
• Capture and analyze data for long-term tracking and reporting on succession planning efforts.
• Review, evaluate, and revamp existing TDY guidelines to standardize and improve the process.
• Identify inefficiencies in current TDY policies and propose updates to align with workforce goals.
• Develop criteria for TDY assignments that focus on addressing workforce gaps, leadership development, and employee   skills enhancement.
• Ensure the selection process for TDY assignments is fair, transparent, and aligned with both organizational and   employee development goals.
• Lead the development and distribution of  training needs assessment surveys to identify workforce training   requirements.
• Analyze survey data to identify training gaps and develop tactical plans to address them.
• Collaborate with OT leadership and other stakeholders to align workforce initiatives with strategic goals.
• Develop comprehensive reports and presentations for leadership, outlining workforce planning strategies and   progress.
• Act as the primary point of contact for stakeholders involved in workforce planning, succession planning, and TDY   program development.
• Facilitate communication between OT leadership, Human Resources, and other relevant departments to ensure   cohesive planning and execution.
• Prepare and present detailed reports, memos, and briefings for senior leadership, highlighting key findings and   recommendations.

Required Outcomes:

Succession Planning Documentation: 

• Updated Position Documentation: Formalized job   descriptions, competencies, and other supporting materials for 50 critical   managerial positions.
• Create a survey designed to capture the   specific needs of OT’s critical managerial positions and evaluate potential   candidates' readiness.
• Develop a repository to store and track   succession planning data, allowing for ongoing reporting and updates on   critical positions.
• Create assessment reports summarizing the   readiness of current supervisory ranks and recommending actionable steps for   leadership development.

TDY Guidelines Documentation: 

• Create a comprehensive memo outlining proposed   TDY guidelines for OT positions.
• A finalized set of standardized TDY   guidelines, including selection criteria, limitations, and recommendations   for when TDYs should be leveraged.
• Create documentation summarizing the review of   current TDY policies, including identified gaps and proposed solutions.

Workforce Assessment and Training Reports: 

• Develop and deliver detailed assessment   reports for various leadership levels, including EAC/XDs/DXDs, Directors, and   Supervisors.
• Prepare briefing documents for senior OT   leadership, highlighting training gaps, recommendations, and strategic   alignment.
• Document lessons learned from the assessment   process and produce recommendations for improvements.
• Create templates and survey questionnaires for   use in future training needs assessments, including a draft plan and schedule   for executing the next iteration in FY26.

You'll Bring These Qualifications...

•  US Citizenship Required to obtain Public Trust
• DHS CBP Public Trust preferred
• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field + a min of 3 years of experience
• Experience in workforce planning, succession planning, and program management within a government or large-scale organization.
• Strong analytical and strategic thinking skills, with the ability to assess policies and propose actionable solutions.
• Proven experience developing and implementing organizational guidelines or procedures.
• Excellent communication and collaboration skills, with the ability to work closely with leadership and cross-functional teams.

Preferred:

• Previous experience working with Customs and Border Protection (CBP) or the Department of Homeland Security (DHS).
• Familiarity with federal HR regulations, particularly those related to succession planning and TDY assignments.
• Experience with workforce development initiatives, including rotational programs or similar. 

EOE/M/F/VET/DISABLED

All qualified applicants will receive consideration without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Amivero complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities.