Sr. Manager, Workforce Planning, Analytics, and Compensation - MGT at Federal Reserve Board of Governors in Washington, Washington DC

Job Description:

Manages the strategy and operations of the Workforce Planning, Analytics, and Compensation (WPAC) Sections. Leads and motivates teams by providing guidance, instruction, coaching and direction for the purpose of achieving WPAC, People Strategy & Operations (PSO), Division of Management and Board Strategic goals and objectives. Provides technical leadership and direction by applying quantitative expertise acquired from domains such as mathematics; statistics; data science, visualization, and storytelling; finance, compensation, business administration; or related fields. Provides final level of quality assurance/quality control to ensure the rigor, soundness and defensibility of all products produced by WPAC. Provides thought leadership to teams in generating compelling narrative around a set of data and its accompanying visualizations. Provides leadership in the development of the sections and staff. Prioritizes workload, assigns projects, sets quality standards, and monitors progress. Fosters teamwork within WPAC and across PSO. Ensures that current section programs meet the Board, division and branch business goals and recommends new programs. Identifies the needs and risks of the Board, division and/or branch as they relate to the sections. Directs research and analysis of significant issues relevant to the sections. Serves as a senior member of the branch's management team, provides definitive input in the division and branch strategic planning process. Coordinates, reviews, and recommends to senior management operational changes and personnel actions. Responsible for communicating section policies, procedures, and providing advice to senior management in the development of new policies and procedures. Embodies a strong customer service orientation.

Requires managerial, analytical, and technical quantitative skills typically acquired through completion of a Bachelor's degree in a relevant field or equivalent experience and nine years of work experience. A minimum of 5 years designing and implementing some combination of workforce planning, analytics, compensation, or related programs. Demonstrates strong managerial and leadership skills necessary to direct staff and assess performance, set priorities, and allocate resources. Possesses the management knowledge to deal with complex, wide-ranging personnel issues, including but not limited to EEO and disciplinary actions. Demonstrates effective interpersonal, oral, and written communication skills, and a strong customer service orientation. Must be highly-dependable and capable of exercising sound, independent judgment, discretion, and tact.

Manages overall strategy and operations of the WPAC sections. Sets goals and objectives and identifies projects and activities for a successful WPAC program. Provides overall direction for strategic thinking, work methods and procedures, policy development, accountability, and management controls. Embodies a strong customer service orientation and ensures this focus is delivered by section(s) to clients in support of their objectives. Responsible for the design, implementation and ongoing evaluation of the Board's workforce planning, workforce analytics and compensation programs.

Provides leadership in the development of the WPAC section and staff. Establishes priorities, assigns projects and sets quality standards. Sets short- and long-range goals and objectives, and ensures the effective and efficient use of resources. Evaluates performance of subordinate supervisors. Serves as the second level reviewing manager on staff performance evaluations. Coordinates, reviews, and recommends to senior management operational changes and personnel actions (hiring, salary administration, position reallocation).

Directs staff in the development and execution of quantitative and qualitative data analyses to provide people trends and insights to the organization. Provides thought leadership to teams in the development of a compelling narrative around a set of data and its accompanying visualizations. Guides staff to choose the best applicable tools and technologies to provide reporting, analytics, visualizations, and predictive analytics. Monitor and regularly coordinate with IT, TS and PSO Systems to address current and emerging needs through technology upgrades, enhancements or add ons to effectively support the workforce analytics function.

Responsible for overseeing major projects, assignments, and research, within delegated authority. Demonstrates initiative, knowledge, creativity, and judgment to analyze complex and varied management issues and develop well-supported conclusions and recommendations for resolution or further action as appropriate. Views projects and issues from many different perspectives, including detailed and big picture views. A confidential relationship may be required for projects or issues that involve sensitive information. Ensure that any data activities are in alignment with data privacy standards.
Communicates with all staff levels at the Board. May interact with the public. Assignments generally require frequent contact with senior management. Required to meet or make high level presentations with considerable tact, discretion, and persuasion to Board Members, or maintain cordial working relationships with staff and officials at Federal Reserve Banks, federal financial regulatory and other agencies, and/or external organizations. Responds to requests in a timely fashion.
Performs a full range of supervisory functions to ensure the quality and quantity of work produced by staff. Plans and directs the work to be accomplished based on priorities and staff capabilities. Advises and counsels staff; resolves work-related problems and complaints. Has full responsibility for supervising multiple functions, with full accountability for effective operations and results. Ensures that employees are trained in all facets of the job and cross-trained in the responsibilities of other section employees.

Remarks:

• Prior Work Experience and Domain Knowledge in at least one of the following (or closely related) human resources functions:
  
  
  • Workforce/People/Human Capital Analytics including Talent Acquisition Analytics
  • Compensation
  • Workforce Planning
  • Prior Experience with Workday, Tableau, R, Python and/or other statistical software packages
  
  
• Preferred Fields of Study: Mathematics, Statistics, Business Administration

Full vaccination is required as a condition of employment, unless a legally required exception applies.