Workforce Planning Specialist Sr

1. Researches, analyzes, forecasts, evaluates and resolves complex workforce planning and complement issues. Provides analytical support and participates in project, team, special study, and review activities related to workforce planning and complement processes, policies and programs. Develops recommendations for management action regarding workforce planning and complement processes, programs and policy issues.

2. Coordinates activities related to bargaining and non-bargaining placement activities, along with non-career hiring, including but not limited to: stand up talks, complement meetings, recruitment, job bidding, interviewing, retention, availability, etc.

3. Generates and analyzes reports, forecasts and executes action as needed, using relevant data systems, such as Human Capital Enterprise System (HCES), WebCOINS, Enterprise Data Warehouse (EDW), or others, to determine current complement and proposed complement changes.

4. Coordinates the timely and accurate processing of transactions for vacancy postings and employment processing to the Human Resources Shared Service Center for management and craft employee population.

5. Evaluates complement data to determine staffing needs are aligned with national and local labor agreements. Applies national and local agreements and employee relations policies regarding complement staffing, complement availability, employee retention and placement of individuals.

6. Coordinates planning and participation in virtual and in-person job fairs, answers applicant and new hire questions to assist them during the application process. Attends and participates in various recruitment outreach events to promote USPS employment opportunities for bargaining unit positions and hard-to-fill EAS positions. Arranges and may assist in conducting job interviews/ mass interviews, virtually and in-person

7. Provides guidance and direction to local management related to staffing, hiring, selection, retention, availability, excessing and workforce and complement forecasts, expectations and planning. Responds to inquiries from management and support staff from various functions regarding issues related to human resources, workforce planning and complement activities. Serves as the local representative in death benefit personnel matters.

8. Monitors employee availability and TACS dashboards and reports to identify discrepancies, staffing issues and trends. Communicates issues to local management for mitigating actions. Provides program guidance, technical advice, policy interpretation and training on attendance control and employee availability programs and activities.

9. Conducts interviews and assesses candidates using behavioral interviewing techniques. Validates interview processes are followed. Teaches others to conduct behavioral based interviews to ensure adherence to hiring laws and uniform practices. Maintains certified examiner status and administers nonbargaining examinations as needed.

10. Realigns resources as needed to maintain agility and adjust to constantly changing organizational strategies, policies and initiatives. Coordinates cross-functionally with all stakeholders within Human Resources and cross functionally to ensure effective and comprehensive support. Works proactively to foster a workplace of diversity, inclusion and engagement.

REQUIREMENTS:

1. Ability to identify and research problems, evaluate solutions, and implement suggested improvements.

2. Knowledge of laws and labor agreements related to personnel selection, promotion and employment.

3. Knowledge of human resources systems and processes sufficient to assist others to ensure the proper and timely use of such systems.

4. Ability to communicate orally and in writing to give presentations, provide technical guidance, coordinate staffing activities, and prepare reports and correspondence.

5. Knowledge of human resource management, policies and procedures sufficient to plan human resources activities and serve as a resource to others on human resources issues including, but not limited to, personnel, recruitment, planning, complement control, retention, availability, job bidding, excessing, retirements and benefits.

6. Skill in using word processing, spreadsheets, and presentation software to analyze data, forecast needs, develop comprehensive briefings, presentations and reports.

7. Ability to establish and maintain effective team and individual work relationships and work collaboratively cross-functionally.

8. SPECIAL…