BNL, Inc.

  • Human Capital Planning Consultants

    Job Locations US-VA-Alexandria
    Posted Date 2 months ago(3/19/2018 10:46 AM)
    ID
    2018-1122
    # of Openings
    3
    Category
    Human Resources
  • Overview

    BNL, Inc. is seeking a Human Capital Planning Consultants to supporting a federal government client in Arlington, VA.

     

    The successful candidate must be able to network and establish strong relationships with clients, as well as, maintain open lines of communication and provide constructive feedback to BNL leadership.  In addition to serving as a source of recognized subject matter and organizational expertise to the client, the successful candidate will be entrepreneurial and have a strong client service focus and professional business orientation. 

    Responsibilities

    The Human Capital Planning Consultants will research, evaluate, and interpret human resource management and related policies and regulations in order to provide innovative solutions and recommendations to achieve a variety of organizational goals. Consultants may be called upon to provide support for any of the activities identified below as well as provide support to Senior Leadership on special projects, or other Branches within Human Resources Management devision depending on the needs of the organization.

    • Organizational Planning and Effectiveness:
      • Conduct organizational assessments and provide recommendations on organizational structures, systems, policies and processes. Assessments will need to include analysis of workload, required staff capabilities, reporting and work structures, benchmarking against similar organizations, and recommendations accompanied by an implementation plan. 
      • Support the enhancement of a workforce planning process that identifies key work activities, required workforce capacity and capabilities, workforce gaps, and actionable recommendations to close any identified workforce gaps.

      • Develop workforce planning tools and templates.
    • Recruiting and Talent Management:
      • Support efforts to recruit talent through data collection and analysis activities; recruitment strategies and selection tools; and through human capital subject matter expertise and best practices.
      • Development of long range recruiting strategies based on talent needs identified through workforce planning, the identification of innovative recruiting approaches to build the agency's overall recruiting brand as well as targeted recruiting marketing to increase the diversity and depth of the talent pipeline.
      • Improve candidate evaluation and selection capabilities through development and implementation of new approaches for job analysis, qualification analysis, candidate assessment, and hiring manager support and training. Examples of the tasks include:
        • Develop recruitment strategies, plans and materials that enhance recruiting, hiring, and selection;
        • Conduct assessment of talent needs based on results of workforce planning process and develop deliverables that define key talent;
        • Develop approaches to improving job analysis, qualification analysis, hiring processes, and use of hiring;
        • Develop tools and templates for conducting job analyses and qualification analyses;
        • Develop tools and training content for hiring managers to improve their recruiting and selection; and
        • Develop training content for two hour workshops on components of the hiring process including writing job announcements, using hiring flexibilities, conducting job analyses, interviewing candidates, and making a selection. 
    • Retention and Engagement:
      • Review, enhance and maintain an annual review of agency-wide employee engagement action plan, directorate and office employee engagement action planning, and implementation of employee engagement activities at the agency and business unit level.
      • Create tools and resources for directorate and offices to use in developing and conducting activities to improve employee engagement.
      • Manage content on internal employee engagement SharePoint site including best practices, toolkits, guidance, action planning templates, and knowledge sharing.
      • Provide communications support for employee-engagement activities including planning, development, and delivery of key messages and research findings.
      • Develop an annual Federal Employee Viewpoint Survey (FEVS) administration project plan to include activities and milestones required for FEVS administration, analysis of FEVS data, development of report of results across the enterprise, and integration into the agency-wide Employee Engagement
      • Develop standardized FEVS reports each year including the Agency Engagement Survey (AES) report, Agency Specifics Items report, and index plus item level data at all levels of the organization for which FEVS data is available.
      • Develop annual FEVS briefing materials including an agency-wide briefing deck, a briefing deck for each of the offices and directorates, at least four newsletter articles and CHCO messages.
    • Data Analysis and Reporting:
      • Identify metrics and develop dashboards to capture and track relevant human capital statistics related to workforce planning, diversity and inclusion, employee engagement, HR Stat, human capital accountability and management of human capital programs.
      • Support the development of new human capital analytics products by defining business need for the product, developing a business case, developing functional and technical requirements, designing a wireframe model, building the tool in the existing OBIEE platform, conducting unit and user acceptance testing, and deploying to users.
      • Develop communications, user guides, job aids, and other resources to support user adoption and effective application of human capital analytics tools in decision-making.
      • Establish meaningful evaluation measures and assess key human capital programs and practices in the areas of staffing, recruiting, employee relations, benefits, security, workforce planning, and training and development.

    Qualifications

    • Master's degree and a minimum of three years of Federal government HR experience successfully performing related work, or any degree/training and ten years of progressive experience providing management consulting for related work. Relevant experience includes, but is not limited to, experience in leading major strategic management projects.
    • Experience with workforce planning and strategic planning.
    • Exceptional people skills & ability to engage all levels of the organization.
    • Strong analytical skills, with the ability to translate analysis into recommendations.
    • Demonstrated experience in the federal government contracting environment. 
    • Ability to problem-solve in a time constrained environment.
    • Ability to prioritize tasks through strong organizational skills.
    • Ability to research and analyze large amounts of data.
    • Excellent written and oral communication skills.

    AN EQUAL OPPORTUNITY EMPLOYER 

    BNL, Inc. is an Equal Opportunity Employer.  All applicants and prospective employees will receive consideration without discrimination because of race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, sexual orientation, or any other legally protected status.

     

    If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please call (571) 287-7865 or email hr@bnlinc.com.

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