Personnel Research Psychologist

This position is located at Department of Housing and Urban Development
, Office of the Chief Human Capital Officer
.

This opportunity is also open to Status Candidates under Announcement 26-HUD-. Please refer to that announcement for details on open period, eligibility, and how to apply.

HUD's Mission

The mission of the U.S. Department of Housing and Urban Development is to foster strong communities by supporting access to quality, affordable housing, expanding the housing supply, and unlocking home ownership opportunities for the American people. The Department is committed to furthering the promise of self-sufficiency in every American while promoting economic development to revitalize rural, tribal, and urban communities across the country.

This position is located at Housing and Urban Development (HUD), within the Office of the Chief Human Capital Officer, Office of Policy Planning & Training, in the Training & Employee Development Division. The incumbent will work in the Talent Development and Workforce Planning (TDWP) group. The mission of TDWP is to enrich all HUD employees and offices to ensure a capable, engaged, and mission ready workforce.

TDWP delivers the mission by managing the design and delivery of employee, career, and leadership learning and development programs for HUD.

• Consult with and advise Program Offices on ways to improve or sustain the effectiveness of organizations and implement strategies for major organizational/operational changes to achieve desired outcomes, including how to manage expected and unexpected resistance.
• Formulates, directs, and guides research and development of surveys, assessments and other activities for Human Resources programs. This includes all activities necessary for maintaining, evaluating, assessing and improving existing testing instruments and other materials, as well as the development and evaluation of new methods and techniques for increasing the efficiency and effectiveness of human capital programs.
• Develop competency models, as well as selection and assessment tools (e.g., structured interviews, situational judgment tests) to assess competencies required for effective job performance.
• Collect qualitative and quantitative data through surveys, interviews, and/or focus groups.