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- Tasks: Consult and advise on improving organisational effectiveness and develop assessment tools.
- Company: Join the U.S. Department of Housing and Urban Development, making a difference in communities.
- Benefits: Competitive salary, health benefits, and opportunities for professional growth.
- Why this job: Shape the future of workforce development and make a real impact on people's lives.
- Qualifications: Experience in psychology, research, and human resources is essential.
- Other info: Dynamic role with a focus on employee development and community revitalisation.
The predicted salary is between 28800 - 48000 £ per year.
This position is located at the Department of Housing and Urban Development, Office of the Chief Human Capital Officer. The mission of the U.S. Department of Housing and Urban Development is to foster strong communities by supporting access to quality, affordable housing, expanding the housing supply, and unlocking homeownership opportunities for the American people. The Department is committed to furthering the promise of self-sufficiency in every American while promoting economic development to revitalize rural, tribal, and urban communities across the country.
This position is located at Housing and Urban Development (HUD), within the Office of the Chief Human Capital Officer, Office of Policy Planning & Training, in the Training & Employee Development Division. The incumbent will work in the Talent Development and Workforce Planning (TDWP) group. The mission of TDWP is to enrich all HUD employees and offices to ensure a capable, engaged, and mission ready workforce. TDWP delivers the mission by managing the design and delivery of employee, career, and leadership learning and development programs for HUD.
As a Personnel Research Psychologist, you will:
- Consult with and advise Program Offices on ways to improve or sustain the effectiveness of organizations and implement strategies for major organizational/operational changes to achieve desired outcomes, including how to manage expected and unexpected resistance.
- Formulate, direct, and guide research and development of surveys, assessments and other activities for Human Resources programs. This includes all activities necessary for maintaining, evaluating, assessing and improving existing testing instruments and other materials, as well as the development and evaluation of new methods and techniques for increasing the efficiency and effectiveness of human capital programs.
- Develop competency models, as well as selection and assessment tools (e.g., structured interviews, situational judgment tests) to assess competencies required for effective job performance.
- Collect qualitative and quantitative data through surveys, interviews, and/or focus groups.
Personnel Research Psychologist employer: U.S. Department of Housing and Urban Development
Contact Detail:
U.S. Department of Housing and Urban Development Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Personnel Research Psychologist
✨Tip Number 1
Network like a pro! Reach out to current or former employees at HUD, especially in the TDWP group. A friendly chat can give us insider info and maybe even a referral!
✨Tip Number 2
Prepare for the interview by brushing up on your knowledge of organisational psychology and human capital strategies. We want to show that we’re not just qualified, but genuinely passionate about enhancing workforce effectiveness.
✨Tip Number 3
Practice common interview questions related to personnel research and assessment tools. We can even role-play with a friend to get comfortable articulating our thoughts clearly and confidently.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we can keep track of our application status easily!
We think you need these skills to ace Personnel Research Psychologist
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter to highlight how your skills and experiences align with the role of Personnel Research Psychologist. We want to see how you can contribute to HUD's mission, so don’t hold back on showcasing relevant projects or achievements!
Showcase Your Research Skills: Since this role involves a lot of research and development, be sure to emphasise your experience with surveys, assessments, and data analysis. We love seeing examples of how you've used these skills in past roles, so include specific instances where possible.
Be Clear and Concise: When writing your application, keep it straightforward and to the point. We appreciate clarity, so avoid jargon and make sure your key points stand out. This will help us quickly understand your qualifications and fit for the position.
Apply Through Our Website: Don’t forget to submit your application through our official website! It’s the best way to ensure we receive all your materials correctly. Plus, it shows you’re serious about joining our team at HUD!
How to prepare for a job interview at U.S. Department of Housing and Urban Development
✨Know Your Stuff
Make sure you’re well-versed in the mission of the Department of Housing and Urban Development. Understand their goals around community development and how your role as a Personnel Research Psychologist fits into that. Brush up on relevant psychological theories and practices that can enhance workforce planning and talent development.
✨Showcase Your Experience
Prepare to discuss specific examples from your past work where you've successfully implemented organisational changes or developed assessment tools. Use the STAR method (Situation, Task, Action, Result) to structure your answers, making it easy for the interviewers to see your impact.
✨Ask Insightful Questions
Come armed with questions that show your interest in the role and the organisation. Ask about the current challenges the TDWP group is facing or how they measure the success of their training programmes. This not only shows your enthusiasm but also helps you gauge if the role is the right fit for you.
✨Be Ready for Scenario-Based Questions
Since the role involves developing competency models and assessment tools, expect scenario-based questions. Prepare to discuss how you would handle resistance to change or how you would design an assessment tool for a specific competency. Think through these scenarios beforehand so you can respond confidently.