Program Analyst SME; Workforce & Organizational Effectiveness

Job Description

The Program Analyst SME, Workforce & Organizational Effectiveness is a senior leadership role embedded in the Program Management Office (PMO) and reporting directly to the Program Manager. This position serves as the program’s strategic advisor, integrator, and operator for people-related functions, with a primary mandate to drive culture change, strengthen manager capability, and improve the day-to-day experience of staff. The Program Analyst SME ensures that the program’s approximately 440-person workforce is positioned, developed, and engaged to meet current contract performance requirements, support recompetes, and enable future growth.

This is not a traditional HR role and not a recruiting role; rather, it is a PMO leadership position that requires recruiting awareness, and strong interpersonal judgment in order to shape a high-performing, healthy organization in close partnership with corporate functions.

The Program Analyst SME functions as an extension of the Program Manager and serves as a trusted advisor to the PM, Deputy Program Managers, and all leads, supervisors, and managers across the program. Success in this role will be reflected in measurable improvements in manager consistency, employee development visibility, and workforce stability across the program.

• Serve as the primary architect of manager effectiveness, establishing expectations and standards for how managers lead, communicate, and support their teams.
• Coach and support leads, supervisors, and managers in effective 1:1 practice, performance conversations, feedback delivery, recognition, and team health management.
• Establish, monitor, and continuously improve a program standard for quality monthly 1:1s across the management chain, including cadence expectations, discussion guides, and manager accountability mechanisms.
• Assess manager adoption and effectiveness of 1:1 practice through feedback, check-ins, and workforce indicators, and implement corrective coaching where consistency or quality is lacking.
• Develop and distribute standardized tools, templates, and playbooks to help managers prepare for recurring people interactions, including 1:1s, performance check-ins, corrective actions, and recognition.
• Identify and address leadership gaps across the management chain through structured development activities, peer learning forums, and targeted coaching.
• Serve as a confidential sounding board for managers navigating complex employee situations, escalating to HR when appropriate while maintaining ownership of program culture within the PMO.

• Build and maintain a clear, credible development and mobility framework that enables staff to see a future on program and equips managers to have meaningful career conversations.
• Design and maintain formal career pathways within the program across functional tracks, including technical, operational, program management, and security/cyber.
• Ensure staff can identify at least one realistic growth path within the program, including progression within role, advancement to broader responsibility, or movement into adjacent functional tracks.
• Partner with managers to translate career pathways into practical employee development conversations and visible next-step opportunities.
• Partner with GDIT Learning & Development and HR to connect program staff with relevant training, certifications, and upskilling resources.
• Drive the program’s upskilling strategy aligned to evolving scope areas, including cloud infrastructure, cybersecurity, AI/ML-adjacent operations, and enterprise IT services.
• Support succession readiness by identifying high-potential staff and building individualized development plans with their managers.

• Own the program-level view of workforce health and future needs, turning data into staffing and development decisions that support contract execution and recompete positioning.
• Lead strategic workforce planning across CONUS and OCONUS footprint, including headcount modeling, skill gap analysis, and attrition risk assessment.
• Maintain a…