Specialist Organization Alignment

Organization Alignment Specialist Marketing Statement

Join WMATA's Human Capital Solutions (HCS) team and help shape the future of our workforce. As our new Organization Alignment Specialist, you will lead strategic initiatives that align workforce capabilities, talent programs, and organizational goals to support WMATA's mission.

In this role, you will help design, validate, and implement WMATA’s competency architecture, creating the foundation for integrated skills, behaviors, and career pathways across the organization. Working with cross-functional partners, you will use job analysis, workforce data, and stakeholder input to develop and manage competency models and career growth frameworks that support employee development and help meet current and future business needs.

Success in this role involves strategic thinking, sound judgment, and innovation, as well as the ability to translate complex concepts and quantitative findings into practical solutions. We are seeking an excellent communicator who can build strong relationships, influence stakeholders at all levels, and clearly communicate ideas and recommendations. The ideal candidate brings experience in competency modeling, assessment and validation methods, emerging technologies, including AI, and the design and execution of large-scale human capital initiatives. If you are passionate about using workforce data, applied research, and innovative practices to diagnose organizational needs and develop evidence-based solutions, we invite you to join us in shaping WMATA’s workforce of the future.

Summary

The Specialist, Organization Alignment assists Washington Metropolitan Area Transit Authority (WMATA) in attracting, engaging, developing, and retaining talent by developing and implementing innovative and practical organizational design and talent management solutions, ensuring integration with existing programs, processes, and emerging technologies. The incumbent applies extensive knowledge of the talent management life cycle, specifically in the areas of competency management, workforce planning, career development, Artificial Intelligence (AI) application, and organizational design to provide subject matter expertise, analytical support, and recommendations to client stakeholders.

Principal Job Duties

• Conducts needs analysis to determine organizational needs related to key strategies and business changes and develops and implements organization strategies that support improved future-state organizational design and service delivery. Recommends organization design alternatives, testing them against design criteria, and aligning leadership groups around design selection and implementation.
• Designs, validates, and leads the implementation of competency frameworks and models. Aligns required skills and behaviors to business goals and programmatic requirements. Addresses behavioral, technical, and leadership requirements and guides performance improvement initiatives. As necessary, designs jobs and roles, creates competency models and career paths to aid in the selection and transition of employees.
• Establishes key metrics to accurately define the competencies and skills required for each role/department within the organization. Also establishes individual performance mapping to set up Key Performance Indicator (KPI) frameworks.
• Creates frameworks and tools for performance matrix, development plans, performance plans, and other required documentation needed to support competency models.
• Serves as a subject matter expert and leads the integration of competency architecture into related Human Capital systems (Oracle cloud), processes, and programs (e.g., talent acquisition, training/development, performance management, workforce planning, etc.). Closely collaborates with key stakeholders to develop understanding, resolve questions/issues, and gain concurrence.
• Leads all aspects of the development and implementation of career paths, leveraging existing processes and developing new, innovative solutions and products. Serves as a subject matter expert on the Authority’s career pathing framework working closely with stakeholders at all levels to build effective partnerships and resolve issues. Creates and maintains a variety of informational and guidance materials and resources to guide career development activities for WMATA employees.
• Advises on the integration of Artificial Intelligence (AI) solutions into human capital processes and programs. Ensures proper utilization of AI technologies in compliance with, and support of, WMATA policies and regulations.
• Leads the design, development, and implementation of agile, organization-wide talent plans and leverages effective communication expertise to solicit feedback regarding the effectiveness of existing and proposed talent strategies, informs and engages stakeholders, and builds support for change.
• Substantially contributes to projects that are focused on evolving company-wide workforce planning processes and capabilities. Ensures process effectiveness and efficiency.
• Contributes to the efforts to develop and build capability for workforce planning within the organization, to address workforce attrition, retention, growth, cost of workforce, and other critical operations events. Provides authoritative input to workforce metrics analyses, workload analyses, assessment of gaps and risks, and solutions development for multiple business areas.
• Develops and generates complex/advanced human capital historical, current, and predictive analytics and leverages the data to guide business decisions.
• Identifies key metrics; collects, reviews, and aggregates data into spreadsheets. Performs data analysis and develops dashboards and visualizations to support decision making and track progress.

Other Duties

• N/A
• Maintains and promotes awareness and accountability with safety policies and procedures while performing job functions. Promotes a positive safety culture and encourages reporting of safety concerns consistent with our Agency Safety Plan, other regulatory requirements within the Safety Management System and just culture principles.

The functions listed are not intended to limit specific duties and responsibilities of any particular position. Nor is it intended to limit in any way the right of managers and supervisors to assign, direct and control the work of employees under their supervision.

Knowledge

• Subject Matter Expertise in competency management (development, assessment, and modelling methods and principles). This includes a deep understanding of and driving innovation in the core components of competency identification, validation, evaluation criteria, and development plans
• Thorough knowledge of principles, methods, and business best practices of organizational design
• Subject Matter Expertise in career development, career pathing frameworks, and the operational components of career development
• Knowledge of AI technologies, to include capabilities, application, risks, limitations, etc.
• Demonstrated knowledge of defining, developing and tracking key corporate goals and metrics that drive agile performance in a dynamic environment
• Strong business acumen and a comprehensive knowledge of business planning, data and financial analytics, marketing strategy and tactics
• Expert knowledge of workforce panning and performance principles, knowledge of enterprise planning and organizational performance principles, methodologies and tools to construct and implement short-, medium-, and long-tern business strategies

Skills

• Strong analytical and strategic thinking skills that enable structuring and independently drive strategic organization transformation projects horizontally across WMATA
• Advanced skills in the use of Microsoft Excel, PowerPoint, Statistical analysis packages, e.g., SPSS or SAS
• Superior consulting skills, anticipating client needs while expanding relationships with clients. Skill in analyzing client issues, determining data collection and data analysis strategies, strategizing potential solutions, and preparing client-ready reports
• Demonstrated skill in establishing, building and maintaining effective working relationships with key stakeholders
• Superior critical thinking and problem-solving skills, especially where the solution to a problem is not known or has not been fully approached in the past
• Advance level of computer competency in Microsoft Office Suite, as well as appropriate applications for research and analysis
• Strong skills in communicating effectively at all levels of the organization, both orally and in writing. Excellent listening, oral and written communication skills to convey business requirements and technical needs in a clear, concise, and effective manner

Abilities

• Communication - Ability to communicate and articulate complex issues and structure in clear and concise written documents, adjusting style and level of details depending on audience
• Ability to develop work plans for a project component, understanding dependencies, maintaining project economics and keeping leadership informed of progress and issues
• Proven ability to research, investigate and analyze issues to offer effective solutions
• Proven ability to lead client engagements and provide leadership, communication, and influence at senior organizational levels
• Demonstrated track record and thorough ability to manage projects a collaborative and fast-paced environment

Machine, Tools, Equipment, Software, Hardware Required

• Telephones
• Personal Computer
• Printers
• Projectors
• Document Management Software
• Presentation Software
• Statistical Software

Supervisory Responsibility

Not responsible for supervising others.

Minimum Education

• Bachelor’s degree in Human Resources, Organization Development, Business Administration, Industrial/Occupational Psychology, Organizational Behavior, Business Management, Applied Psychology, Statistics, or a related field

Minimum Experience

• Seven (7) years of experience in the design and/or implementation of talent management/human capital structures or programs, such as competency frameworks, competency management (e.g., identification, measurement, development, etc.), career paths, organizational transformation, organizational design, career pathing, or workforce planning

Minimum Certification/Licensure

• N/A

Preferred Qualifications

• Master’s degree in Human Resources, Organization Development, or Business Administration, or Ph.D. in Human Resources, Industrial/Organization Psychology, Psychometrics, or a related field.