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COBEC INC

Competency & Workforce Analyst, Senior - FAA

Washington, DC, United States

Salary Range: $115,000–$145,000

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Job details

Pay: Salary Range: $115,000–$145,000
Experience: The position requires at least 8 years of relevant experience in job analysis, workforce analysis, competency modeling, or related disciplines.
Posting language: English

Original job description

Position: Competency & Workforce Analyst, Senior - FAA

Function: Job and workforce analysis, competency modeling, proficiency framework development, and validation

Location: Remote/Cobec Site - DC

Remote Work Option: Yes

Salary Range: $115,000–$145,000

Security Requirements Must be a US citizen or a legal resident for three of the past five years. Public Trust cannot be granted without meeting the residency requirement.

Must meet eligibility requirements for a US Public Trust security clearance (moderate risk), including a soft credit check and criminal background check. Please refer to the criteria listed in 5 CFR 731.202 to understand the Public Trust suitability requirements.

Culture Cobec is consistently breaking the current mold for delivering services to our government clients. What does that mean? That means believing in a “people first” mentality, building high performance teams and empowering people to make informed decisions without going through a large bureaucratic system. Cobec values the well-being of employees and bestows tremendous trust in those people to negotiate work and non-work obligations. Cobec is where someone can bring their whole self to work and be themselves, never having to compromise their authenticity just to fit in. Lastly, we believe in the work we do, the goals and missions of our customers and the interpersonal relationships we have with clients, stakeholders and our people.

Values and Expectations The successful candidate for this role embodies the same values as Cobec. We realize experience is important, however; Cobec believes a person’s abilities and skills that align with our values (Caring About the Whole Human, Integrity, Innovation and Initiative, Excellence and Growth with Intention) are the most important drivers for success in this role. In addition to exhibiting our values, a successful candidate for this role is expected to be a high performer, organized, dynamic, and have a positive attitude.

Job Summary

Cobec is seeking a Senior Competency & Workforce Analyst to lead workforce and competency analysis supporting the design and implementation of an enterprise role-based competency and training framework for aviation safety management. This position will analyze workforce roles and responsibilities, develop and refine competency and proficiency frameworks, facilitate stakeholder validation activities, and translate workforce requirements into actionable learning and development needs.

The analyst will work closely with FAA subject matter experts, program leadership, instructional designers, and other stakeholders to ensure competency expectations accurately reflect workforce responsibilities and can be translated into practical role-based development pathways. Initial priorities include leading workforce discovery, role analysis, and competency validation planning, followed by participation in framework validation, learning needs assessment, pilot, and evaluation activities.

Years of Relevant Experience

The position requires at least 8 years of relevant experience in job analysis, workforce analysis, competency modeling, or related disciplines. Contract-approved education substitutions may apply.

Essential Job Functions

The following duties are normal for this position. The omission of specific statements of duties does not exclude them from this position if the work is similar, related, and/or a logical assignment for this position. Other duties may be required and assigned.

Conduct workforce and role analysis to identify common responsibilities, distinctions among workforce populations, and competency requirements.
Develop and refine role taxonomies, role profiles, competency definitions, and proficiency expectations.
Map competencies and proficiency levels to workforce roles and identify areas requiring further validation.
Develop behavioral anchors and other observable indicators that distinguish levels of competency and proficiency, and coordinate their validation with subject matter experts.
Plan and facilitate stakeholder interviews, working sessions, workshops, and SME reviews to validate workforce roles and competency requirements.
Analyze stakeholder input and document findings, gaps, inconsistencies, and recommended refinements.
Develop and document a repeatable competency-validation methodology for use across organizational and functional areas, in coordination with FAA SMEs and program leadership.
Lead gap analyses comparing role requirements, existing training, and proposed competency expectations; distinguish documented gaps from items requiring further validation.
Collaborate with instructional designers to translate validated competencies and proficiency targets into learning objectives, learning pathways, and assessment requirements.
Analyze and document distinctions between enterprise-wide competency requirements and organization- or mission-specific requirements to reduce duplication while accommodating different operating contexts.
Maintain traceability from workforce roles and validated competencies to learning needs, assessment requirements, and supporting program recommendations.
Recommend assessment approaches that evaluate demonstrated competency and proficiency beyond completion of required training.
Prepare clear analysis, matrices, briefing materials, and recommendations for program leadership and stakeholders.
Apply established competency modeling principles and best practices to support the development and validation of safety-related competencies and associated training requirements.

Education Requirements Bachelor’s degree in Industrial/Organizational Psychology, Human Resources, Organizational Development, Workforce Development, Education, Business, Public Administration, or a related field.

Skills Requirements

Experience conducting job, role, workforce, or competency analysis in a complex organization.
Demonstrated experience developing competency models, role profiles, proficiency frameworks, or workforce development programs.
Demonstrated ability to lead structured job analysis interviews, facilitate SME validation sessions, and synthesize qualitative findings into clear competency requirements.
Experience translating workforce responsibilities into measurable competencies, behaviors, or proficiency expectations.
Strong analytical skills with the ability to identify patterns, gaps, overlaps, and inconsistencies across roles and organizational groups.
Strong written communication and documentation skills, including experience developing matrices, frameworks, findings, and executive-ready briefing materials.
Ability to collaborate effectively with technical SMEs, program leadership, learning professionals, and other stakeholders.
Familiarity with established competency modeling frameworks, including Society for Industrial and Organizational Psychology (SIOP) principles, preferred but not required

Desired Experience

Experience supporting federal workforce or organizational development initiatives, including competency modeling and application of OPM guidance.
Experience working within the FAA, DOT, aviation, safety management, or another safety-critical/regulated environment.
Experience developing behavioral anchors or proficiency-level definitions.
Experience conducting competency validation through interviews, facilitated workshops, surveys, or SME review.
Familiarity with instructional design and the relationship between competency requirements, learning objectives, assessments, and training pathways.
Experience with workforce gap analysis, learning needs analysis, or organizational capability assessments.
Familiarity with SAP SuccessFactors Learning or comparable enterprise LMS platforms, particularly how competency frameworks inform learning pathways and reporting.
Experience supporting large-scale organizational transformation, workforce modernization, or enterprise learning initiatives.

Travel Travel required as needed by client/s and/or company to various FAA field sites.

EEO Cobec, Inc. is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, sex, age, sexual orientation, gender identity, national origin, disability, veteran status or any other status protected by federal, state and local law. EEO is the Law [1]Proposed externally posted range is $115K–$145K for the senior-level competency and workforce analyst role. This is a recommended hiring range, not a direct market median. Confirm contract labor category, funding, available bill rate, and internal equity before finalizing. [2]Verify the three-of-five-year U.S. residency wording, citizenship/immigration eligibility, and moderate-risk designation against the applicable FAA/DOT contract before publishing. Public Trust is not a security clearance. [3]Question for Sherry, Mo, and Jim: We are assuming a senior-level position. Will this individual independently lead competency framework development, job/role analyses, validation workshops, and recommendations, or will another technical lead direct methodology and final sign-off? Confirm the FAA approval/validation process and adjust ownership language if needed.

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More about this job

Skills

Security regulations
Leadership
Learning needs analysis
Analytical skills
Communication skills
Documentation
SuccessFactors
LMS
Reporting

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Work requirements

Jobs in the United States