Senior Functional Analyst

Hybrid position -Washington, DC

A bachelor’s degree in computer science or a related degree in the IT field or equivalent experience.

At least 10 years of experience in full SDLC for all task order applications and technologies.

The candidate shall possess the knowledge and skills set forth in the Technical Services BOA, Section 3.9.2.3 for labor category Functional Analyst:
Will be a proven senior-level consultant with demonstrated prior success in the planning and design of the Workday Talent modules. In addition, the successful candidate will advise and guide the OD&L and NextGen leadership teams in the selection and timing of potential related Workday modules and add-ons, such as, but not limited to, skill bank, competency development, learning tracking, and other talent-related functions available through Workday.

Other qualifications include:

• Demonstrated success working on a minimum of Talent implementations within a similar size and complex organization
• Business process experience in talent management and knowledge of best practices (including, but not limited to, performance management, succession planning, career development, internal mobility, talent reviews, mentoring, etc.)
• Expertise in business process reengineering and documentation that can be used to collect requirements/usage scenarios from Board employees
• Ability to successfully build strong relationships with key stakeholders and groups across all levels of the organization; ability to win over resistors and engage executives, managers, and others.
• Experience with associated organizational change management and stakeholder engagement
• Experience managing technical change projects and mitigating resistance a plus
• Demonstrated strong analytical and problem-solving skills.
• Experience with and an understanding of working in the federal government a plus
• Adept at data / business intelligence reporting
• Comfort with ambiguity

The Senior Functional Analyst shall perform the following (non-exhaustive) list of activities and responsibilities:

• Work closely with Organization Development Leadership Team, Workday Implementation Consultants, Talent Management Workstream Leads, and OD&L subject matter experts so Workday Talent Management and other NextGen Phase II components are configured for present needs and future potential.
• Contribute expertise to related business components, such as documentation of business processes, policy development and/or modification, proactive contributions to change management and communication plans, and other related human resource work products.
• Work closely with OD&L, Deloitte, and Workday consultants to develop a long-term implementation roadmap that connects human resource programs and information across the modules and informs prioritization of future releases and functionality.
• Work in lock step with Talent Management workstream leads as technical and design thought partner on the resolution of key design concepts and issues for Succession Planning, Performance Management, and Mentoring modules, as well as connection points with Workforce Planning and Recruiting.
• Project manager selects workstream projects and sub-projects as requested.
• Work in lockstep with ODL leadership team to ensure design solutions are appropriate for the organization’s culture, both enterprise-wide and at the division and functional levels.
• Build strong relationships with key program stakeholders, executives, managers, subject matter experts, vendors, and others to ensure the Talent Management module and other Phase II components are meeting Boardwide, division, and functional area needs.