HR SPECIALIST (HUMAN CAPITAL STRATEGY SPECIALIST)

Summary

DCSA's Human Capital Management Office (HCMO) is seeking a Human Capital Strategy Specialist. In this role, you will work across human capital functions to develop and implement complex and high-profile human capital strategies, programs, and studies for the agency. You will conduct research, analyze data, identify trends, and develop and provide recommendations for improvements to programs and processes to support strategic workforce planning and enable data-driven leadership decisions.

Duties

As a HR SPECIALIST (HUMAN CAPITAL STRATEGY SPECIALIST) you will be responsible for the following duties: Develop human capital strategies in alignment with DCSA strategic priorities and guidance. Lead agency strategic workforce planning efforts, to include competency gap mitigation strategy development, coordination with agency leaders and stakeholders, succession management efforts, and change management support. Lead the design and implementation of human capital research studies, program evaluations, or process improvement studies to support strategic workforce planning and human capital programs. Gather, analyze, and interpret data to identify human resources trends and provide insights and actionable recommendations to leaders. Develop and present reports and briefings to senior leaders, stakeholders, and working groups on human capital strategy, plans, and programs. Qualifications

The experience described in your resume will be evaluated and screened from the Office of Personnel Management's (OPMs) basic qualifications requirements. See: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/0200/human-resources-management-series-0201/ for OPM qualification standards, competencies and specialized experience needed to perform the duties of the position as described in the MAJOR DUTIES and QUALIFICATIONS sections of this announcement by 09/21/2026 Applicant must have directly applicable experience that demonstrates the possession of the knowledge, skills, abilities and competencies necessary for immediate success in the position. Qualifying experience may have been acquired in any public or private sector job, but will clearly demonstrate past experience in the application of the particular competencies/knowledge, skills and abilities necessary to successfully perform the duties of the position. You must have specialized experience sufficient to demonstrate that you have acquired all the competencies necessary to perform at a level equivalent in difficulty, responsibility, and complexity to the next lower grade GS/GG-13 in the Federal service and are prepared to take on greater responsibility. Generally, this would include one year or more of such specialized experience. Specialized experience for this position includes: 1. Developing and executing human capital strategies and programs. 2. Conducting strategic workforce planning, to include experience partnering with stakeholder and leaders to identify workforce needs and designing strategies to meet those needs. 3. Conducting research studies addressing business questions in the human capital domain and developing data-based recommendations regarding major changes to human capital programs or processes. Specifically you will be evaluated on the following competencies: 1. Strategic Workforce Planning - Analyze workforce data to develop, integrate, and align human resources strategies with the enterprise focus to support and influence decision-making on human capital needs and planning. 2. Strategic Thinking - Formulates objectives and priorities and implements plans consistent with the long-term interests of the organization in a global environment that takes into consideration the environment, resources, capabilities, constraints, and organization goals and values. Capitalizes on opportunities and manages risks and contingencies, recognizing the implications for the organization and stakeholders. 3. Research - Proficiency in developing strategies and initiatives designed to conduct research and analyze complex data outcomes and outputs related to workforce and organizational development and programs such as reports, dashboards, and workforce research papers. 4. Human Resources Program Evaluation - Conducts systematic assessments of the processes and/or outcomes of human resources programs with the intent of furthering development, efficiency, and effectiveness. 5. Continuous Process Improvement - Analyzing workflow of HR and its interactions within and between enterprises and redesigning processes to improve efficiency and effectiveness. 6. Oral Communication - Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.

Education

Substitution of education may not be used in lieu of specialized experience for this grade level. How You Will Be Evaluated

You will be evaluated based on how well you meet the qualifications listed in this vacancy announcement. Your qualifications will be evaluated based on your application materials (e.g., resume, supporting documents), the responses you provide on the application questionnaire, and the result of the SME Resume Panel review. EXCEPTED SERVICE PILOT REVIEW: Once the application process is complete, a review of your application will be made to ensure you meet the qualification requirements listed on this announcement. All applicants who meet the basic qualification requirements will be forwarded to the Selecting Official for consideration. A review of your resume and supporting documentation will be made and compared against your responses to the Assessment Questionnaire to determine if you are qualified for this job. If your resume is incomplete or does not support the responses provided in the Assessment Questionnaire, or if you fail to submit all required documentation, you will be rated 'ineligible', 'not qualified'. Please follow all instructions carefully. Errors or omissions may affect your rating or consideration for employment. All eligibility and qualifications requirements must be met by the closing date of this announcement. Other Information

VETERANS PREFERENCE/CURRENT OR FORMER FEDERAL In accordance with DoD Instruction 1400.25, Volume 2005, veterans preference is not required to be applied when considering candidates with prior Federal competitive or excepted service who have completed a probationary or trial period and have not been separated for cause. Therefore, veterans preference will not be applied to applicants with current federal service, or former federal civilian service meeting the above criteria. Re-employed Annuitant: This position does not meet criteria for re-employed annuitant. The DoD criteria for hiring Re-employed Annuitants can be found at: https://www.esd.whs.mil/Portals/54/Documents/DD/issuances/140025/1400.25-V300.pdf Applicants selected from this announcement may be required to serve a two-year trial period. If selected, Federal employees currently serving in the competitive service must acknowledge that they will voluntarily leave the competitive service by accepting an offer of employment for a DCIPS excepted service positions. If selected, non-DCIPS candidates must acknowledge in writing that the position they have been selected for is in the excepted service and covered by DCIPS. All Defense Intelligence positions under the Defense Civilian Intelligence Personnel System (DCIPS) are in the excepted service by specific statue, 10 U.S.C. 1601. This position is in the excepted service and does not confer competitive status. For more information on the DCIPS occupational structure click here. For more information about career advancement in DCIPS click here. This position is subject to an initial drug screening, and random testing thereafter. A negative drug test result must be received by HR within 30 calendar days after the EOD (i.e., start date). The selectee's inability successfully pass; or refusal to conduct the test may result in: 1) the tentative or FJO being withdrawn during the recruitment process; or 2) subsequently being removed from Federal service for failure to meet a condition of employment. You may be required to sign a "Drug Test Statement of Understanding" if you are selected for this position. As required by 5 C.F.R. § 302.106., DLA will provide Section 508 conformant ICT to employees with disabilities. All ICT interfaces with the public related to vacancy announcements and career transition opportunities must conform to the applicable requirements in the current ICT Standards and Guidelines (36 C.F.R. § 1194).