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ASCENSION is seeking an experienced Workforce Planning and Succession Analyst who combines human capital expertise with strong business analytics capabilities to help HUD leadership anticipate workforce needs, identify critical positions, evaluate leadership continuity risks, and make informed succession and talent-management decisions.

This is not a traditional HR generalist position. The ideal candidate is a human capital analyst who can translate workforce information into executive-level insight. The individual should be comfortable working with workforce datasets, organizational structures, position and staffing information, competency data, succession indicators, and leadership requirements to help HUD understand where workforce vulnerabilities exist and what actions may be necessary to sustain mission continuity.

The role directly supports HUD’s need to develop succession strategies that promote leadership continuity and talent retention, identify critical roles, develop succession approaches for key positions, support future-leader development, and establish mechanisms for measuring succession-planning effectiveness. It also intersects with HUD’s portfolio analytics and executive briefing requirements, meaning the analyst must be able to convert complex workforce information into clear findings, visualizations, recommendations, and decision-ready briefings for senior leadership.

Candidates who are strongest for this position will bring experience in workforce planning, human capital analytics, succession planning, talent management, organizational analysis, workforce data visualization, competency or skills analysis, and executive reporting.

ASCENSION’s existing Human Capital Management capabilities include workforce analytics, employee records analysis, organizational and position management, strategic workforce activities, HR/HC dashboard development, attrition analysis, position-management data reconciliation, and organizational assessment.

Position Summary

The Workforce Planning and Succession Analyst will provide analytical and advisory support to HUD executives and program stakeholders responsible for organizational continuity, workforce readiness, succession planning, and leadership development.

The analyst will evaluate workforce information to identify mission-critical positions, potential succession vulnerabilities, workforce gaps, retirement or turnover exposure, leadership pipeline considerations, and organizational capacity risks. The individual will help convert these findings into structured succession planning products, workforce planning analyses, dashboards, briefing materials, and recommendations that allow HUD leadership to make informed decisions concerning workforce continuity.

A major responsibility of the position will be transforming potentially fragmented workforce information into a coherent decision-support picture. The analyst may work with organizational charts, workforce inventories, staffing data, position information, competencies, vacancy information, workforce demographics, attrition trends, development activities, and other Government-provided information. The individual should be comfortable assessing data quality, reconciling inconsistent information, developing analytical methodologies, identifying meaningful workforce indicators, and clearly communicating limitations or assumptions associated with the data.

Anticipated Day-to-Day Activities

The individual selected for this role is expected to:

• Analyze workforce, organizational, position, competency, talent, vacancy, attrition, retirement-eligibility, and related human capital information provided by HUD.
• Identify positions, occupational groups, functions, and leadership roles that may represent heightened succession or workforce-continuity risk.
• Assess workforce trends and organizational dependencies that could affect HUD’s ability to sustain critical mission functions during planned and unplanned personnel transitions.
• Develop analytical methodologies and decision criteria for identifying mission-critical positions and evaluating succession readiness.
• Evaluate workforce supply, workforce demand, talent pipelines, competencies, developmental needs, and organizational capacity against current and anticipated mission requirements.
• Map critical positions to required competencies, knowledge, experience, leadership capabilities, and potential feeder positions.
• Conduct gap analyses comparing existing workforce capability with anticipated organizational and leadership requirements.
• Develop succession-planning matrices, workforce risk profiles, talent-pipeline assessments, leadership continuity assessments, and related decision-support products.
• Establish key performance indicators and workforce measures for monitoring succession readiness, critical-position coverage, talent development, workforce vulnerabilities, and implementation progress.
• Create dashboards, charts, tables, heat maps, scorecards, and other visual products that communicate workforce conditions and succession risks to decision-makers.
• Integrate workforce information from multiple Government-provided sources into structured analytical datasets and reporting products.
• Validate workforce data by identifying inconsistencies, missing information, duplicate records, unusual trends, and other data-quality concerns before analysis.
• Document data definitions, assumptions, analytical methods, calculation methodologies, business rules, and limitations so that findings can be understood and reproduced.
• Translate technical workforce analysis into concise findings, implications, recommendations, and decision points appropriate for executive audiences.
• Prepare executive briefing materials, presentations, summaries, talking points, workforce analyses, and supporting documentation.
• Support HUD executives and stakeholders in interpreting workforce trends and understanding the organizational implications of succession-planning findings.
• Facilitate interviews, working sessions, data-review meetings, and discussions with human capital professionals, program leadership, subject matter experts, and other stakeholders.
• Gather qualitative information from stakeholders to supplement quantitative workforce analysis and identify institutional knowledge, competency, or transition risks that may not be evident in available datasets.
• Recommend practical workforce and succession actions based on documented analytical findings while preserving Government responsibility for policy and personnel decisions.
• Monitor established succession-planning indicators and periodically evaluate whether workforce risks, leadership pipelines, or critical-position coverage are improving.
• Update analytical products as workforce information, executive priorities, organizational structures, or succession-planning assumptions change.
• Maintain organized analytical files, source data, supporting documentation, version histories, and decision records in approved collaboration and knowledge-management repositories.
• Coordinate with program management, analytics, human capital, communications, and executive support personnel to ensure workforce analysis supports broader HUD transformation and organizational objectives.
• Review reports, presentations, dashboards, and analytical products for accuracy, completeness, consistency, and executive readability before delivery.
• Incorporate Government comments and revisions into draft and final products within established review cycles.
• Protect sensitive workforce and personnel-related information and follow applicable Federal, HUD, contractual, records-management, privacy, and information-security requirements.