Strategic Workforce Acceleration Team (Detail)

In order to qualify for this position, you must meet the requirements described below. Ideal candidates will possess a robust skill set, demonstrating capability across the following: Mastery in forging strategic partnerships across complex, multi-organizational environments. Candidates must act as consultative leaders who translate the strategic goals of the Administration and the Secretary of War into tactical execution, encompassing robust communications strategies and proactive industry engagement.

A proven track record of challenging conventional paradigms and taking calculated risks to drive enterprise transformation. This includes applying agile methodologies to design, incubate, and implement cutting-edge programs, as well as leveraging IT modernization principles to champion automated, technology-enabled solutions. Advanced capability in managing a high-stakes, Department-facing project portfolio.

Leaders must possess the agility to successfully navigate shifting constraints, resource limitations, and high-urgency requirements to deliver measurable mission outcomes. Successful candidates must demonstrate technical mastery in the following areas: Enterprise Human Capital Architecture & Regulatory Mastery: Expert-level command of complex federal human resources laws, regulations, and principles.

High Demand/Low Density (HD/LD) Policy Development & Cross-Functional Execution: Proven capability to translate complex HR operations and personnel processing into actionable, enterprise-wide policy.

One-year detail, executed in 120-day non-reimbursable increments. This position is located in the Office of the Deputy Assistant Secretary of War for Civilian Personnel Policy (DASW(CPP)). The DASW(CPP) architects the strategic plans, policies, and programs essential to optimizing the DoW's civilian workforce and driving mission readiness.

Seasoned professionals selected for this opportunity will integrate into the Strategic Workforce Acceleration Team (SWAT) within the DASW(CPP) Talent Management and Strategic Initiatives (TMSI) portfolio. Operating in a high-tempo, high-visibility, and results-driven executive environment, these detailees will spearhead complex, enterprise-wide Talent Acquisition reforms that span multiple mission sets, statutory authorities, and organizational boundaries.

Detailees will exercise executive oversight of flagship talent acquisition pilots, requiring a sophisticated blend of strategic project management, employer branding, and data-driven evaluation. These leaders are responsible for the end-to-end lifecycle of their assigned initiatives-from architecting recruitment and placement frameworks to engineered onboarding and training pipelines.

Furthermore, participants will serve as strategic consultants on the integration of AI-enabled solutions to drastically compress time-to-hire cycles. Current pilot programs include: Industrial Base Continuity: Designing pathways for recently separated service members to transition their expertise into the Organic Industrial Base (OIB) or Defense Industrial Base (DIB).

Alternative Service Pathways: Orchestrating a novel program that offers service opportunities to individuals not currently approved for military service, pursuant to NDAA FY26 Section 532. Workforce Development Frameworks: Architecting a flexible, multi-modal framework for skilled trades and degree-based programs, integrating virtual and classroom-led curricula with completion incentives and direct-hire placement.