Office of the Secretary of Defense

Strategic Workforce Acceleration Team (Detail)

Pentagon, Arlington, VirginiaDepartment of Defense

$144K – $197Kposted range

Range as posted by the employer.

Posted 2 weeks ago · listed on USAJOBS

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Open: 20 days; Still in the active review window.
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About the role

Summary

This is an OPEN CONTINOUS ANNOUNCEMENT, applications will be accepted until vacancies are filled. This is a Department of War (DOW) notice flyer to notify interested and qualified applicants regarding a special detail opportunity. Applications will not be accepted through this flyer. Interested applicants must follow the directions in the "How to Apply" section of this flyer to be considered. Notice of results will not be sent to applicants who respond to this flyer.

Duties

One-year detail, executed in 120-day non-reimbursable increments. Team Mission: The Office of the Deputy Assistant Secretary of War for Civilian Personnel Policy (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 SWAT within the DASW(CPP) Talent Management and Strategic Initiatives (TMSI) or Workforce Governance & Integration portfolios. Operating in a high-tempo, high-visibility, and results-driven executive environment, these detailees will spearhead complex, enterprise-wide reforms that span multiple mission sets, statutory authorities, and organizational boundaries. Assignment Description: Detailees will orchestrate high-priority policy, process, talent acquisition and workforce transformation portfolios, leading cross-functional efforts from ideation to enterprise scaling. Leaders will blend strategic project management, policy expertise, and human capital innovation to modernize recruitment frameworks, compress hiring timelines, and institutionalize systemic workforce solutions. Focus Areas & Programmatic Portfolios: Civilian Policy Acceleration: Streamlining regulatory pathways, removing statutory bottlenecks, and implementing responsive human capital policies. Time-to-Hire Tiger Teams: Leading rapid-response interventions and deploying strategies and solutions to drastically compress hiring cycles. Talent Management Innovations: Architecting modern sourcing, employer branding, and engineered onboarding-to-retention pipelines. Institutionalizing Strategic Priorities: Aligning disparate agency human capital pilots into enduring enterprise-wide operational standards. Bolstering Organic & Defense Industrial Bases: Deploying tailored acquisition strategies to secure specialized technical, STEM, and trades talent essential to national readiness.

Education

Education cannot be substituted for experience.

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