Strategic Workforce Operations Planner (Military)

Summary

See below for important information regarding this job.

Duties

• •Serves as the Agency’s subject matter expert for contingency workforce planning, providing authoritative expertise on personnel readiness and accountability to ensure DLA J1 ....
• •CONT: equities are fully integrated and represented in joint exercises and crisis action planning.
• •Integrates Department of Defense-level human capital plans into operational readiness frameworks, providing authoritative expertise on workforce shaping and global....
• •posture to inform future force planning in contingent and exercise environments.
• •Manages and aligns all cognizant HR resources for contingency operations and disaster response through comprehensive workforce requirements analysis, ensuring....
• •CONTD: adaptability to Joint Staff, Combatant Command, and Military Service-level personnel requirements.
• •Develops DLA-wide HR policies by collaborating with internal and external stakeholders, translating complex HR readiness considerations into effective operational....
• •CONTD: guidance for supported organizations.
• •Analyzes, identifies, and communicates DLA HR considerations within the Joint Strategic Planning System to ensure human capital is a fully integrated component of enterprise-level planning.

Qualifications

To qualify for a Strategic Workforce Operations Planner (Military), your resume and supporting documentation must support: A. Specialized Experience: One year of specialized experience that equipped you with the particular competencies to successfully perform the duties of the position and is directly in or related to this position. To qualify at the GS-14 level, applicants must possess one year of specialized experience equivalent to the GS-13 level or equivalent under other pay systems in the Federal service, military, or private sector. Applicants must meet eligibility requirements including time-in-grade (General Schedule (GS) positions only), time-after-competitive appointment, minimum qualifications, and any other regulatory requirements by the cut-off/closing date of the announcement. Creditable specialized experience includes: Developing, coordinating, and executing strategic human capital and workforce readiness plans for a military department, Joint command, or defense agency, including aligning agency personnel posture with overarching enterprise strategy and readiness directives. Experience integrating HR requirements, personnel accountability, and emergency staffing into operational plans, exercises, or crisis-response missions. Evaluating and establishing joint-level manpower policies, instructions, regulatory memorandums, and multi-service agreements in collaboration with Combatant Commands, the Joint Staff, and the Office of the Secretary of Defense. Evaluating and establishing joint-level manpower policies, instructions, regulatory memorandums, and multi-service agreements in collaboration with Combatant Commands, the Joint Staff, and the Office of the Secretary of Defense. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional, philanthropic, religious, spiritual, community, student, social). Volunteer work helps build critical competencies, knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience.

Education

Substitution of education may not be used in lieu of specialized experience for this grade level.