The Office of the Chief Information Officer (OCIO) serves as the IT hub of the U.S. Department of Labor. We develop, maintain and protect IT solutions and data across our 27 agencies to enable mission outcomes through technology and service. OCIO continually enhances federal IT and digital capability with a focus on cybersecurity and customer experience to serve America's wage earners, job seekers and retirees. This position is located within the Administration, Business, Management, and Governance (ABMG) Directorate, Division of Administration. The Division oversees human capital management, administrative operations, and executive support functions. It is also responsible for strategic planning and budgeting related to administrative services. This position serves as a Human Capital Specialist responsible for performing analytical and evaluative work that strengthens OCIO's human capital program. Major duties are listed at the full performance level (GS-13). Major duties include but are not limited to: Perform analytical assignments to identify technical workflow issues, operational risks, and customer needs, recommending solutions that improve efficiency and consistency. Support strategic human capital program by monitoring workforce trends, identifying competency gaps, tracking retirement and attrition patterns, and compiling information used by senior analysts in long-term planning. Advise managers on Departmental HR policies, helping them understand impacts on the division operations and recommending updates to align with established procedures. Provide informed guidance and recommendations to organizational leadership on federal HR regulations, policies, and best practices. Support communication between stakeholders to maintain shared understanding of human capital priorities, identifies workforce-related issues, and collaborates with leadership to ensure timely resolution. Compile information on hiring activity, staffing levels, attrition, and awards to support senior analysts in more complex forecasting and trend analysis. Handle sensitive and pre-decisional information, including grievances, reassignments, and reorganizations, ensuring confidentiality in accordance with privacy, records management, and labor-management policy. Maintain and monitor employee records, promotions, quality step increase recommendations, awards, corrective actions, employee development, training, counseling or termination of employees.

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