CDAO - Human Resources Office - HR Policy Analyst

Full-time

Job Description

This job posting has expired and no longer accepting applications.

Come do impactful work with a brilliant, motivated team.

About the Chief Digital and Artificial Intelligence Office

The Chief Digital and Artificial Intelligence Office (CDAO) is a Principal Staff Assistant (PSA) responsible for the acceleration of the adoption of data, analytics, and Artificial Intelligence (AI) to generate decision advantage across the Department of Defense (DoD). The Joint Artificial Intelligence Center (JAIC), Defense Digital Services (DDS), Chief Data Office (CDO), and forward-leaning programs of record including Advana have officially joined together to form one organization – the CDAO!

This position is an HR Policy Analyst and is a DoD Cyber Excepted Service (CES) personnel system position in the Excepted Service under 10 U.S.C. 1599f and does not convey eligibility to be converted to the Competitive Service. The pay grade for this role is GG 14.

This role will close for submissions on February 7th, 2024.

What you'll do here:

Responsible for administering, analyzing, and performing work involved in establishing, disseminating, and/or managing CDAO policy.

Plans, organizes, and conducts (individually or in collaboration with team members) the development, evaluation, and implementation of HR related policies and operational procedures that have an agency-wide impact.

Assists in the development of policies, processes, and instructions resulting in standardized procedures across the CDAO.

Ensures accountability with directives, laws, statutes, and guidance within the Department of Defense (DoD), Defense Civilian Personnel Advisory Service (DCPAS) and the Office of Personnel Management (OPM).

Researches, analyzes, interprets, applies laws, regulations, policies, and guidance to improve CDAO HR operations.

Assists in the development and implementation of CDAO Human Resources (HR) strategies and long- and short-range planning efforts that support CDAO civilian and military HR operations.

Develops and prepares weekly, monthly, annual, and ad hoc data reports and responds to data calls and taskers. Collects program data from a variety of sources.

Provides coordination and communication efforts with internal and external stakeholders.

Designs and conducts a wide variety of comprehensive qualitative and quantitative assessments, special studies, and detailed analyses, individually or in collaboration with team members, of complex processes affecting the HR division and the CDAO such as attrition, restructuring initiatives, mission and technology to identify staffing trends, anticipated vacancies, retention deficiencies and other changes.

Provides guidance to the CDAO workforce on complex leave issues including Leave Without Pay (LWOP), Paid Parental Leave (PPL), Family Medical Leave Act (FMLA), advanced leave and donated leave programs, telework, and remote work.

Requirements

U.S. Citizenship is required.

Males born after 12-31-59 must be registered or exempt from Selective Service (see https://www.sss.gov/Home/Registration).

A three year trial period may be required if not previously completed a trial or probationary period in the excepted or competitive service.

Must be determined suitable for federal employment>

Required to participate in the direct deposit program.

This position is subject to pre-employment and random drug testing.

This position is being recruited under 10 USC 1599f into the Cyber Excepted Service and does NOT convey eligibility to be converted to the Competitive Service.

For more information on the Cyber Excepted Service Personnel System, click here https://public.cyber.mil/cw/dod-cyber-excepted-service-ces/

The incumbent must complete a Single Scope Background Investigation (SSBI) and favorable adjudication by a determining authority and be eligible for a SPECIAL SENSITIVE clearance and access to sensitive compartmented information (SCI).

Fair & Transparent

The Federal hiring process is set up to be fair and transparent. Please read the following guidance.

Equal Employment Opportunity Policy

The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit Factor. Equal Employment Opportunity (EEO) for federal employees & job applicants.

Reasonable Accommodation Policy

Federal agencies must provide reasonable accommodation to applicants with disabilities where appropriate. Applicants requiring reasonable accommodation for any part of the application process should follow the instructions in the job opportunity announcement. For any part of the remaining hiring process, applicants should contact the hiring agency directly. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

A reasonable accommodation is any change to a job, the work environment, or the way things are usually done that enables an individual with a disability to apply for a job, perform job duties or receive equal access to job benefits.

Under the Rehabilitation Act of 1973, federal agencies must provide reasonable accommodations when: An applicant with a disability needs an accommodation to have an equal opportunity to apply for a job. An employee with a disability needs an accommodation to perform the essential job duties or to gain access to the workplace. An employee with a disability needs an accommodation to receive equal access to benefits, such as details, training, and office-sponsored events.

You can request a reasonable accommodation at any time during the application or hiring process or while on the job. Requests are considered on a case-by-case basis. Learn more about disability employment and reasonable accommodations or how to contact an agency.

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