United States Postal Service
How to apply:
You can apply here.
About the position:
Serves as the technical expert for job architecture and competency development programs. Leads large complex job analysis studies and projects designed to identify large scale organizational needs and inform talent management strategies. Leverages professional knowledge and experience provide technical guidance regarding job analysis and competency development to team members and consult with business owners and managers at all levels of the organization.
Duties:
1. Consults with stakeholders to identify organizational goals and strategies regarding competency models and job architecture. Collaborates with internal stakeholders on initiatives and projects designed to develop competency models and job architecture frameworks. Provides technical advice and program guidance to organizational leadership regarding effective methods, procedures, instruments, and strategies to develop competency models, interview guides, and job architecture.
2. Leads large complex job analysis studies and project teams by developing and implementing strategies and project plans to conduct observations, focus groups, interviews, and surveys to identify and evaluate work requirements, tasks, duties, and responsibilities. Designs, develops, and administers job analytic surveys to capture necessary data to inform the development and validation of competency models, job descriptions, selection processes, training, performance management and succession planning strategies. Develops deliverables resulting from job analytic studies, including job descriptions, competency models, and interview guides.
3. Conducts quantitative and qualitative data analysis for job analysis, competency modeling, and other projects. Analyzes job analysis survey data to describe and understand job responsibilities and requirements by running descriptive, frequencies, correlations, regressions and factor analysis. Generates graphs and charts to display the data visually. Documents results in presentations and detailed technical reports. Ensures adherence to applicable professional standards, principles and guidelines.
4. Conducts external research on industry best practices in competency modeling, job analysis, and job architecture to identify trends, technology enhancements, and methodologies. Develops recommendations for processes, policies, guidelines, and practices for incorporating competency models throughout the employee life cycle, including hiring, development, and performance management and evaluation. Shares technical knowledge (e.g., methodological, statistical, psychometric), and professional development support (e.g., coaching, mentoring) to teammates.
5. Develops, implements and maintains job architecture guidelines, methods, and procedures to ensure the accurate creation and modification of job descriptions and related materials. Develops the framework, methodology and process for career path analysis and modeling, to inform talent management strategies and evaluate effectiveness of talent management programs and initiatives.
6. Leads the design of best in class job evaluation process to include identifying and implementing legally defensible evaluation methodologies. Conducts internal and external salary analysis studies using market data sources (e.g., ERI, Payfactors) to ensure job equity; prepares and documents analysis to inform recommendations for the appropriate job grade level.
7. Leads large scope organizational review and restructure initiatives and projects to review, create, and/or modify job descriptions. Consults with managers at all levels of the organization to identify job description and requirements needs based on organizational changes. Provides technical guidance to organizational leadership regarding job architecture process and value.
8. Develops and facilitates training of job analytic methods and tools and content validation strategies to enable the team to effectively define job roles, requirements, and determine the appropriate occupational group, classification, and Fair Labor Standards Act (FLSA) designation for new and existing jobs. Provides technical direction, guidance, and training to team members regarding the evaluation of jobs using established methodologies (e.g., point factor, factor comparison, market pricing) to determine pay grades.
9. Identifies the impact of competency models on talent management tools and programs and organizational performance. Conducts complex analyses related to the development, delivery and reporting of the impact of competency models on job descriptions, performance, and development. Identifies and makes recommendations for opportunities for improvement of talent management strategies, tools and techniques by leveraging competency models and other job analytic data.
10. Provides written and/or oral testimony, briefings and reports on complex technical and professional issues. Serves as a technical expert and testifies in legal proceedings in the area of I/O Psychology.
Requirements:
1. EDUCATION REQUIREMENT: Applicants must possess a Graduate Degree in Industrial/Organizational Psychology, Organizational Development, or a degree in a closely related field, which included a focus on job analysis methods and techniques from a college or university accredited by a national or regional accreditation organization recognized and sanctioned by the U.S. Department of Education.
2. Ability to communicate orally and in writing sufficient to convey a range of complex technical concepts related to competencies, job architecture, policies, and procedures to non-technical audiences.
3. Ability to provide consultative services sufficient to coordinate and direct activities, processes, and procedures to ensure alignment with strategic business needs while influencing executive project sponsors and stakeholders.
4. Skill using statistics analysis software such as SPSS to conduct advanced analytics such as regression analysis, factor analysis, parametric and non-parametric significance testing, and multivariate analysis of variance.
5. Ability to facilitate interviews, focus groups, surveys and related activities with subject matter experts to collect detailed job information sufficient to develop deliverables including job descriptions, competency models, and career path models.
6. Knowledge of ethical, legal and professional standards related to testing and assessment development (i.e., Uniform
Guidelines on Employee Selection Procedures [EEO], Principles for the Development and Validation of Employee Selection Procedures [SIOP] and Standards for Educational and Psychological Testing [AERA, APA]) sufficient to conduct job analysis studies to form the basis for the development and validation of legally-defensible, high stakes selection tools.
7. SPECIAL CONDITIONS: Applicant must submit to a Moderate Background Investigation (MBI) or Tier 2 investigation. This investigation requires, among other things, completion of a questionnaire and fingerprinting for a criminal records check. The investigation may require a drug test. The successful applicant will be required to meet and maintain the requirements of this level of background investigation while holding this position.
8. Ability to design and conduct multiple comprehensive job analytic procedures simultaneously for a large matrixed organization (e.g., job analysis, needs analysis, competency modeling) and perform the appropriate data analyses to develop, implement, and validate competency models, job architecture (e.g., job descriptions, evaluation), and related materials.
9. Ability to manage multiple complex job analysis projects and programs simultaneously for a large complex matrixed organization, including developing integrated project plans and timelines, determining resource requirements, assigning tasks, providing technical guidance and feedback, monitoring progress, and reporting risks/results.
10. Ability to provide technical direction, guidance, and feedback (e.g., coaching, mentoring) to others sufficient to support the technical development and growth of team members regarding writing job descriptions, conducting job analysis, and developing competency modeling.
11. Ability to serve as a technical expert in job analysis and competency modeling sufficient to provide professional and technical guidance to all levels of the organization.
