Secret Competencies Expert

Description

At B&A, we foster and embrace a distinct set of values that we live by and instill in all aspects of our organization: dedication, commitment, partnership, trust, and recognition. We have incorporated these values into successful delivery for our customers since 1988. B&A believes in ensuring its employees feel deeply connected to B&A, recognizing successes and hard work, and providing continuous opportunities to learn and grow.

Our people are entrepreneurial thinkers that combine mindset, vision, and experience to drive value – not only to us as an organization, but to the clients we support. We promote a collaborative culture with our clients, and with each other, as one team working towards a common vision. We’d love for you to join our team!

B&A is seeking a Competencies Expert to support a federal government client in advancing strategic workforce planning and talent management initiatives. In this critical role, you will develop, maintain, and enhance competency frameworks that support workforce readiness, career development, recruitment, certification programs, and organizational effectiveness.

The successful candidate will apply expertise in competency modeling, job task analysis, psychometrics, and workforce analytics to ensure competency standards align with Intelligence Community (IC), Department of Defense (DoD), and federal workforce requirements. This role requires strong analytical capabilities and the ability to communicate findings and recommendations to senior leaders and stakeholders.

• Develop, assess, evaluate, maintain, and improve competency models, behavioral indicators, and proficiency standards for NGA workforce positions.
• Conduct competency reviews twice each fiscal year using ODNI, DoD, and OPM competency resource guides and industry and academic best practices, and report findings within 10 days.
• Run qualitative and quantitative job task analyses, including Strategic Job Task Analysis, to support workforce planning, hiring, GEOINT Professional Certification, promotions, and other personnel actions.
• Conduct competency gap analyses across the workforce, and design ways to close gaps through training, development, or hiring.
• Map competencies to work roles, career paths, and occupational groupings to support workforce planning and talent management.
• Build minimum qualification requirements for work roles and document the process used.
• Integrate competencies and work roles across incentive programs, training and development, recruitment and hiring, and human capital analytics.
• Perform quality control on the competency library and update People Soft and workforce-facing guides after each review.
• Communicate competency findings and recommendations to Agency leaders, managers, and staff.
• Apply AI and machine learning techniques to analyze competency data, spot workforce trends and emerging skill needs, and improve model development and validation.

• Master’s degree or higher from an accredited institution in Industrial-Organizational Psychology, Organizational Development, Human Resources Management, or Applied Psychology.
• Minimum of five (5) years developing competency models, behavioral indicators, and related competency factors in accordance with the Uniform Guidelines on Employee Selection Procedures, including:
• Three (3) years developing and mapping competencies for Intelligence Community (IC) or Department of War (DoW) specific work roles.
• Three (3) years of experience with qualitative and quantitative Job Task Analysis (JTA) methodologies.
• Experience developing competency models for senior leadership or executive-level positions.

• Ability to align competency models…