Human Capital Data Analyst

Summary

This position is within Internal Operations (HSI), Technology & Internal Operations (HS), Bonneville Power Administration (BPA) Human Resources Service Center (H), Office of the Chief Human Capital Officer (HC), Department of Energy (DOE). Drive strategic impact as a senior workforce analytics expert! Turn complex personnel data into interactive dashboards and actionable insights that guide executive leaders to solve high-stakes staffing challenges and shape the future of our workforce.

Duties

Powering the Pacific Northwest Through Data: Shape the Future of Our Workforce! Join an Impact-Driven Team At Bonneville Power Administration (BPA), we deliver clean, reliable, and sustainable energy to millions of people across the Pacific Northwest. Our mission succeeds because of our people-and that is where you come in. As a Human Capital Data Analyst, you won't just analyze data; you will be the strategic engine behind our talent strategy. You will turn complex workforce metrics into executive insights, design modern digital tools, and guide senior leaders through high-stakes organizational decisions. If you are a collaborative problem-solver who loves transforming raw information into actionable strategies, this is your opportunity to build a rewarding career with immense public impact. Key Duties & Responsibilities 1. Design Interactive Data Dashboards and Tools: Build, maintain, and modernize user-friendly visual reports, tracking systems, and digital dashboards. You will turn raw workforce numbers into visual stories that help leadership easily monitor organizational health and make key staffing decisions. 2. Lead Cross-Agency Data Collaborations: Partner with diverse departments across BPA and the wider Department of Energy to gather, organize, and synthesize large, complex data sets. You will build collaborative pathways to access the essential statistics needed to plan our future workforce. 3. Guide Strategic Executive Decision-Making: Deliver clear, evidence-based recommendations and alternative solutions to executive-level agency leaders. You will evaluate the potential pros, cons, and structural impacts of workforce changes, helping leaders make confident, informed choices. 4. Serve as a Trusted Strategic HR Advisor: Provide expert counsel to executives, managers, and senior staff on organizational structure, staffing strategies, and human capital regulations. You will translate complex policy language into clear, practical, and everyday business advice. 5. Shape the Long-Term Workforce Strategy: Evaluate, refine, and drive long-range workforce plans, talent management strategies, and major organizational studies. Your analysis will ensure our agency maintains the right talent in the right positions to fulfill our energy mission. 6. Modernize HR Metrics and Data Integrity: Develop clear guidelines and processes to define, clean, merge, and transform workforce data. By setting high standards for data quality, you will ensure our predictive models and analysis are accurate, trustworthy, and actionable. 7. Translate Technical Insights for General Audiences: Simplify complex statistical findings, database trends, and technical methodologies into highly engaging, easy-to-understand presentations and educational materials for non-technical managers and staff. 8. Drive High-Impact Projects Autonomously: Take independent ownership of workforce analysis projects from start to finish. You will manage milestones, coordinate with cross-functional project teams, navigate shifting priorities, and deliver high-quality, practical solutions on time.

Qualifications

SPECIALIZED EXPERIENCE REQUIREMENTS: A qualified candidate's online application and resume must demonstrate at least one year of specialized experience equivalent to the next lower grade level (GS-12) in the Federal service. Specialized experience for this position is defined as: experience 1) extracting, synthesizing, and analyzing complex workforce data using analytics and visualization tools to build metrics, reports, and interactive dashboards; 2) conducting workforce planning studies and evaluating organizational staffing trends to develop actionable recommendations for complex resourcing issues; and 3) providing analytical advisory services, technical briefings, or strategic guidance to leadership on workforce management practices and operational alignment. "Experience" refers to paid and unpaid experience. Examples of qualifying unpaid experience may include: volunteer work done through National Service programs (such as Peace Corps and AmeriCorps); as well as work for other community-based philanthropic and social organizations. Volunteer work helps build critical competencies, knowledge, and skills; and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Time-in-Grade: Current Federal employees must meet time-in-grade requirements by the closing date of this announcement to receive consideration. CTAP/ICTAP candidates: To be considered "well qualified" you must meet all of the requirements as described in this section. You must meet all qualifications and eligibility requirements by the closing date of this announcement.

Education

There are no specific education requirements or substitution of education for experience for this position.