The Workforce Insights & Analysis Branch Manager serves as the FAA's principal agency-wide authority, chief data architect, and strategic advisor for human capital data. The incumbent exercises total program oversight over agency-wide people data analytics. This includes executing critical studies, advanced predictive models, and high-visibility visualizations that dictate long-term human resource strategies.
The Branch Manager oversees work that impacts all FAA employees. Directs the work of subordinate employees for multiple organizational projects and programs across multiple FAA offices. The work of this position includes complex projects and programs based on the objectives of the Office of Human Resource Management (AHR) and the FAA.
The Branch Manager communicates the organization's vision and objectives; sets priorities; assigns work tasks and responsibilities; manages the recruitment and hiring of professional staff; coaches and develops staff and organizational capabilities; assigns work tasks/projects; prepares performance standards and evaluates performance; holds employees accountable for misconduct; identifies employee training needs; and administers/approves leave and other policies.
Assignments include: Leading the evolution of AHR¿s people data analytics to include establishing a people data dictionary. Driving a culture of data-driven decision making and performance improvements. Leading the collection of people data to conduct trends analysis using advanced analytics, artificial intelligence, machine learning, natural language processing, deep learning, and other data methodologies.
Leading the analysis of data and performing studies, analytics, and visualizations to support program execution of strategic workforce solutions. Originating entirely new data science concepts, predictive modeling methodologies, and information system frameworks that govern critical, highly visible, and multi-million-dollar FAA transformation objectives.
Providing insights into drivers to describe, prescribe, and predict outcomes for immediate to short-term service recovery and long-term program and system-wide improvements. Overseeing the implementation of reporting systems to deploy, collect, and analyze data to help inform for descriptive, prescriptive, and predictive outcomes with a specific focus on forecasting talent pipelines and critical leadership gaps.
Leading the evolution of AHR's information systems, including developing an integrated human resources information system and case management system. Using automation tools to improve AHR processes and forms. Overseeing the development and maintenance of all AHR information systems and applications. Applying human-centered design thinking in the development and maintenance of these systems.
Overseeing the identification of end-user needs for execution and transformation through research, including observation, interviews, surveys, analytics, and user testing. Overseeing the creation and delivery of high-quality digital experiences and artifacts (like user-experience patterns, wireframes, prototypes, and design systems).
Defining, recommending solutions to AHA and AHR leadership, and managing branch resources by evaluating workload; developing and implementing (once approved) standard operating procedures (SOP) for staff; and establishing internal controls to ensure resources are appropriately utilized.
Regularly leading high-visibility, interdisciplinary coalitions comprised of senior FAA Staff, external government officials, and/or private sector partners to solve complex, high-risk talent pipeline issues. Individual and organizational performance is reviewed periodically through organizational performance measures to determine success in achieving planned results.
Has broad discretion to ensure the alignment of all projects/programs with the tactical and strategic (short-term and long-term) objectives of the organization. May perform other duties as assigned.
Education may not be substituted for experience. KSA INFORMATION: As a part of the Federal-Wide Hiring Reform Initiative (streamlining the hiring process), the FAA is committed to eliminating the use of the Knowledge, Skills and Ability (KSA) narratives from the initial application in the hiring process for all announcements. Therefore, as an applicant for this announcement, you are NOT required to provide a narrative response in the text box listed below each KSA.
In lieu of providing a KSA narrative response in the text box listed below each Leadership and Management Dimensions and Other Factors, in your work history, please include information that provides specific examples of how you meet the response level or answer you chose for each KSA. Your work history examples should be specific and clearly reflect the highest level of ability.
Your KSA answers will be evaluated further to validate whether the level that you selected is appropriate based on the work history and experience you provided. Your answers may be adjusted by a HR Specialist as appropriate.
Eligible applicants meeting the minimum qualification requirements and selective factor(s), if applicable, may be further evaluated on the Knowledge, Skills and Abilities (KSA); Leadership and Management Dimensions and Other Factors listed in the announcement. Based on this evaluation, applicants will be placed in one of the following categories: score order, category grouping, or priority grouping and referred to the selecting official for consideration.
kinsley.l.kerlick@faa.gov · 1 (405) 954-7990
This position is with Federal Aviation Administration, Department of Transportation.
The posted pay range is $112283 – $173980/yr.
This position is eligible for telework.
This position requires a Other security clearance.
Applications close on 2026-09-29.
This position is open under the 'Fed Internal Search' hiring path.
Source: USAJOBS.gov — U.S. Federal Government
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