What are the responsibilities and job description for the Strategic Planner, SME position at YRCI?
Founded in 2001, YRCI is a leading professional services firm providing Human Capital, Acquisition Support and Financial Management Services to Government and Commercial customers nationwide. At YRCI, collaborative people and innovative thinking are the driving force behind our growing success. We provide our employees a professional environment in which to find challenging, rewarding work and learning opportunities to allow them to flourish.
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On September 9, 2021, President Biden signed Executive Order (EO) 14043, titled, “Requiring Coronavirus Disease 2019 Vaccination for Federal Employees and Contractors.” As stated in Section 1 of the EO, the President has determined that to promote the health and safety of the workforce and the efficiency of the civil service, it is necessary for all agencies to require COVID–19 vaccination for Federal employees and Contractors covered by EO 14043, subject only to such exceptions as required by law.
As directed in the EO, the Safer Federal Workforce Task Force, established by EO 13991 (January 20, 2021) (“Task Force”), has issued guidance to assist agencies with implementing the vaccination requirement. That guidance specifies that agencies should require all their employees and Contractors, with exceptions only as required by law, to be fully vaccinated. YRCI is issuing this guidance on hiring actions to assist agencies in implementing the Executive Order and Task Force’s guidance.
Job Description:
Strategic Planning & Alignment
- Provide support to the Human Capital (HC) Framework which includes strategic planning and alignment, talent management, performance culture and performance evaluation systems.
- Assist in the development of the HC Plan, verifying the plan outlines a system that ensures agency human capital programs are aligned with agency mission, goals, and objectives through analysis, planning, investment, and measurement.
- Identify Strengths, Weaknesses, Opportunities, and Threats (SWOT) to current functional areas as outlined in the plan SWOT, benchmarks and milestones, Key Performance Indicators (KPI) and metrics for deliverables for the plan as drafted.
- Develop measurable and observable performance targets for HC management strategies.
Workflow Analysis and Workforce Restructuring
- Review Agency functional statements and Position Descriptions (PD) to ensure positions are properly aligned in across all three Agency's components; and based on review make recommendations for an efficient and effective reporting structure to accomplish the mission of the unit.
- Conduct a workflow analysis of the Agency’s General Manager’s office including major work functions, across multiple positions; during the analysis, review PD, gather information regarding the positional relationship to others, and other factors from hiring managers.
- Identify possible overlapping duties and make recommendations as to making work economical and effective; review the types, classification, grades, and numbers of positions in comparison to function and workload.
- Based on the above, develop a written analysis of findings and recommendations regarding re-alignment options, including recommended skills mix required to achieve unit objectives.
Reorganization
- Work with the staff in effectuating a reorganization, preparing the documents for Congressional notification, drafting Standard Form (SF) 52s for realignment of personnel, writing impact statements as necessary, and preparing the personnel organization listing for building the organization in shared service center payroll provider system.
- Ensure positions are aligned with the Agency’s mission and functional statements and with the approved organizational structure; identify span of control for the number of subordinates one supervisor can effectively manage. It is a significant aspect of organizational design.
Change Management
- Work with Director to implement a change management strategy based on the recommendations of the National Academy of Public Administration (NAPA) to help promote a culture of respect and empowerment.
- Expert and industry leader in the above duties.
- Understanding and experience in applying the four systems that structure the Office of Personnel Management (OPM) Human Capital Framework (HCF) – Strategic Planning and Alignment, Talent Management, Performance Culture and Evaluation.
- Demonstrated skill in following the human capital lifecycle of planning, implementing and evaluating.
- Experience in leading projects and/or teams in strategic planning, human capital planning and change management.
- 10 years of relevant Federal HR experience, performing at the GS-13 level or higher
- Ability to apply and interpret Federal HR laws, policies, and agency specific operating procedures.
- Must be proficient in the use of Microsoft Office Suite (Word, Excel, and PowerPoint).
- Bachelor’s Degree preferred.
- Must be able to obtain and maintain the government required security check.
We employ people who are driven by excellence, committed to integrity, and inspired by opportunities to achieve positive results.