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.