Supervisory Management Analyst

Summary

In this role, you will help the Veterans Affairs Office of Acquisition, Logistics, and Construction (OALC) build a skilled, compliant workforce by leading HR operations, policy standardization, and data reporting. You will use HR expertise, HR Smart data, and dashboards to produce accurate analyses, guidance, and recommendations for OALC leadership, supervisors, and employees. You will supervise GS-11 to 13 employees and report to the Division Director. Location is negotiable after selection.

Duties

***THIS IS NOT A REMOTE POSITION; YOU MUST LIVE WITHIN OR BE WILLING TO RELOCATE WITHIN A COMMUTABLE DISTANCE OF THE DUTY LOCATION LISTED ON THE ANNOUNCEMENT OR BE IN COMPLIANCE WITH THE RETURN TO OFFICE (RTO) POLICY*** Duties include, but are not limited to: The incumbent serves as the first line supervisor in overseeing and managing the daily activities and operations for recruitment, staffing, classification, employee development and training, performance management system, awards, permanent change in duty station, assignment notification letters, and for developing policies, guidelines, and operating procedure; as well as developing handbooks and other materials for formal presentations such as new employee orientations, administrative staff updates and ongoing collaboration for leadership development programs that impact all of OALC. In addition to ensuring and enabling outstanding work quality personally and on the part of subordinate staff, exercise the following authorities and responsibilities: plan work to be accomplished by subordinates; set immediate priorities and prepare schedules for completion of work; assign work to subordinates, based on priorities, difficulty and requirements of assignments, and capabilities of employees; develop performance standards, evaluate work performance of subordinates, and give advice, counsel, or instruction to employees on both work and administrative matters. Interview candidates for positions in the unit and make recommendations for appointment, promotion, or reassignment of such positions; hear and resolve complaints from employees, refer group grievances and more serious unresolved complaints to higher level supervisor or manager; effect disciplinary measures, such as warnings and reprimands as appropriate, and recommend other action in more serious cases to supervisor; identify developmental and training needs of employees and provide or arrange for needed development and training, find way to improve production and increase work quality. Performs or directs the conduct of ad-hoc and on-going programmatic analyses of administrative and program operations, prepares reports, and compiles information or presentations to management, and briefs the Director on major OALC administrative and programmatic issues. Establishes and maintains measures of effectiveness to objectively gauge the success rate of achieving pre-defined outputs, and the impacts of various programs and processes on human and fiscal resources to include Human Capital Planning. The incumbent develops internal SOPs for HR Liaison Staff and conducts monthly HR Meetings coordinating with the servicing HR office. The incumbent is responsible for performance management appraisal review and oversee assignments for staff. The incumbent provides problem resolutions for specific actions; oversees data input management: resolves pay issues; makes provisions for HR support at recruitment fairs and works with department programs such as Veterans Employment Office, intern programs, and Presidential Management Fellows program coordinators. Manages the evaluation and analysis of multi-functional programs, functions, and organizations, e.g., on Department-wide or equivalent scope, to determine whether the management systems use is efficient to accomplish planned management goals and objectives. The incumbent uses complex analytical techniques to determine whether the existing controls are sufficient for sound management of human resources technical, administrative and operational functions. Develop operational plans and objectives, and develop, implement, and monitor program plans, budgets, and schedules to ensure OALC is effective in its approach to fulfill Human Capital objectives. Review financial status reports to ensure staffing workforce plans, recommendation and execution is in accordance with the approved budget; serve as an internal OALC expert on policy matters pertaining to OALC's strategic and workforce planning; ensure all program planning activities in support of workforce execution and staffing actions are fulfilled in a timely manner; advise and consult with employees on technical questions relating to workforce and related mission requirements; manage processes and policies for completing and documenting business requirements. Work Schedule: Monday - Friday, 8:00am - 4:30pm EST. Compressed/Flexible: Available with supervisory approval. Return to Office (RTO): RTO mandates are in effect and selectees will be required to report to in person work unless they have an approved exemption. Telework: Available - Ad Hoc telework (situational telework) as determined by the agency policy. Virtual: This is not a virtual position. Position Description/PD#: PD00231A Relocation/Recruitment Incentives: Not Authorized Financial Disclosure Report: Not required Permanent Change of Station (PCS): Not Authorized

Qualifications

To qualify for this position, applicants must meet all requirements by the closing date of this announcement, 11/03/2026. Time-In-Grade Requirement: Applicants who are current Federal employees and have held a GS grade any time in the past 52 weeks must also meet time-in-grade requirements by the closing date of this announcement. For a GS-14 position you must have served 52 weeks at the GS-13. The grade may have been in any occupation, but must have been held in the Federal service. An SF-50 that shows your time-in-grade eligibility must be submitted with your application materials. If the most recent SF-50 has an effective date within the past year, it may not clearly demonstrate you possess one-year time-in-grade, as required by the announcement. In this instance, you must provide an additional SF-50 that clearly demonstrates one-year time-in-grade. Note: Time-In-Grade requirements also apply to some former Federal employees applying for reinstatement, as well as current employees applying for Veterans Employment Opportunities Act of 1998 (VEOA) appointment. See the Required Document section below for more information regarding the SF-50s needed to verify time-in-grade. You may qualify based on your experience as described below: Specialized Experience: You must have one year of specialized experience equivalent to at least the next lower grade GS-13 in the normal line of progression for the occupation in the organization. Examples of specialized experience would typically include, but are not limited to: Leading and directing people. You led teams, work groups, projects, or detailed employees. You assigned and reviewed work, set priorities and deadlines, and coached or mentored team members. You may also have helped recruit or onboard staff, provided input to performance evaluations, or addressed performance and conduct concerns, whether formally or informally. Building and sustaining a high-performing workforce. You trained, developed, and cross-trained team members, and you promoted fair, equitable, and effective treatment of staff. You may have delegated tasks, resolved conflicts, or run team meetings to keep work on track. Standardizing HR policies and procedures. You developed, implemented, or improved policies, processes, or procedures that made operations consistent and compliant across organizational components. You guided others through those changes. Directing complex data analysis. You oversaw or led analytic efforts. You ensured accuracy, data integrity, and timely responses for enterprise-level reporting and