Censeo Consulting Group is a top management consulting firm with an award-winning culture. We work to change how the public sector operates, taking a personalized approach to solve our clients' most complex problems and build operational excellence that transforms their organization. Censeo's seasoned team is backed by years of experience navigating the intricate landscapes of the government and nonprofit sector. We have a unique, data-driven approach that delivers real change and sustainable results to our clients.
We are seeking a Senior Level Human Resource Workforce Planner to conduct data analysis and human capital forecasting for Strategic Workforce Planning with The Board of Governors of the Federal Reserve System's Human Resource Branch. These tools and methodologies provide HR data used to conduct workforce planning within two Board Divisions, resulting in comprehensive Workforce Plans with current gaps/surpluses, analysis of complexity of work, and strategies to close gaps and thereby proactively shape the workforce needed to meet Divisions' current and future strategic priorities and objectives.
At least eight (8) years of human capital experience.
At least two (2) years of workforce planning experience.
At least three (3) years project management experience.
At least four (4) years of experience with data analytics and written and verbal communication skills with senior leadership; exhibit political savvy, problem solving, competencies.
At least three (3) years of experience with facilitating focus groups and conducting interviews with senior leaders.
At least five (5) years of advanced excel skills and shall be proficient with Tableau and/or related to forecasting.
At least three (3) years of open source web-based coding knowledge.
Demonstrate experience with job analysis, competency development, workload analysis, strategic planning, external environmental scanning and benchmarking, HR data analysis and reporting.
Support the HR team with data collection and analysis:
Develop one-on-one interview materials for interviewing Division employees and data collection template to capture workload and technical competencies. Assist with scheduling interviews.
Review and capture high-level work activities from current job descriptions. Develop a list of technical competencies by job type.
Schedule interviews and assist with notetaking, data capture and facilitation during interviews.
During interviews and/or focus groups, identify complexity of high-level work
Create master data file and develop data visualizations and graphs to capture insights.
Conduct data analysis including demographics, turnover, promotion rates, retirements, grade distribution, span of control and draw conclusions.
Review strategic documents and materials for Divisions and create materials for sessions with Divisions' leadership:
Conduct strategic session meetings with Divisions' Directors and Deputy Directors.
Develop materials and lead Division leadership team through a Strength, Weaknesses, Opportunities and Threats (SWOT) analysis session.
Develop materials and work with Division leadership on leveraging opportunities and mitigating threats.
Assist HR team with developing a Change Management and Communication Plan:
Conduct Stakeholder analysis.
Develop materials on change management roles and responsibilities and expectations.
Create communication plan.
Assist with drafting communications for Division leadership to present at a town hall meeting, and related meeting materials.
Prepare and help conduct validation focus group sessions and competency assessment surveys and evaluations:
Develop focus group materials for each Functional Area/Job and schedule/coordinate focus group logistics.
Partake, capture notes and facilitate focus group sessions related to validating technical competencies including naming convention and definitions.
Coordinate with employees and managers to finalize technical competencies.
Develop competency self-assessment surveys for each employee and coordinate dissemination of survey.
Assist HR team with working with managers to develop future state competency models by job and grade.
Create competency survey assessments for managers to assess their direct reports.
Compile weighted average of self and manager competency assessments and compare to future state competency model to identify gaps/surpluses.
Assist the Board's HR team with developing demand and supply forecast models:
Create a forecast model of projected turnover and headcount based on various growth projections.
Evaluate workload results and identify whether additional resources are needed and, if so, what jobs and skills are required.
Conduct external research to understand demand for Divisions-type of jobs and skills in the marketplace.
Assist HR team with external political, economic, social and technology research:
Research and evaluate external political factors that may affect Divisions.
Evaluate economic impacts including labor supply and shortages.
Analyze social implications including current and potential employee expectations and behaviors.
Review how technology advancements may influence Divisions' work requirements and objectives.
Assist the HR team with drafting the Workforce Plan, including presentation and briefing slides to leadership:
Write Workforce Plan Report.
Develop gap analysis and strategies to close talent gaps.
Draft prioritization framework, including details of who is Responsible, Accountable, Consulted and Informed (RACI) and action and metrics tracker.
Develop a simple, low cost web-based application as a pilot to automate the tracking of workforce planning tasks that take place during the each workforce-planning project. The purpose is to align Board-wide workforce goals with Division specific workforce goals that result from the Workforce Plan. Specifically the tool should have the following capabilities:
Multiple user profiles including workforce planning manager, HR Business Partners, HR leadership, and Division leadership.
Track and report all ongoing and planned initiatives and performance metrics.
Automated client satisfaction survey including analysis capability.
Able to create workflows and approvals.
Forecasts for future years to provide insight into demand for workforce planning.
Key Success Outcomes. A successful shall work with the Workforce Planning Manager and team to demonstrate the following practices and behaviors deemed necessary for success:
Attendance of weekly status meetings
Participation and collaboration with HR team on workforce planning tasks and activities
Clear communication and expectations between the Workforce Planning Manager and the Contractor
Timely delivery of requested work assignments with minimal errors
Location: Washington, DC
Job Type: Full-time, Contract
Salary: Based on experience
Clearance: Ability to obtain suitability determination to work with US Government
Censeo Consulting Group, a management consulting firm, is an advisor and partner to management teams who lead some of the largest and most complex organizations in the world. Our key areas of expertise include operations improvement, acquisition strategy, organization effectiveness, and IT strategy with a strong Federal footprint.
Censeo is rapidly growing and has been recognized for our unique approach, culture, and values:
2018 Consulting Magazine Best Small Firms to Work For
2018 Ivy Exec #9 Top Consulting Firms for Culture
2017 Vault #12 Best Boutique Consulting Firm
2016 Forbes Best Management Consulting Firms in America
2015 Washington Business Journal's Philanthropy List