Secret Clearance Required | ONSITE| 5 Yrs | Immediate Start |
ACES is seeking Human Capital Managers to support the DoD CIO. Onsite Work requires ACTIVE SECRET CLEARANCE starting immediately at Mark Center, Alexandria VA. The position supports the DoD CIO's efforts to recruit, develop, and retain cyber talent. You will work with DoD Components to implement the DoD Cyber Workforce Strategy, expand career development opportunities, and recommend improvements based on program results. You will also advise Component leaders, HR offices, and employees on Cyber Excepted Service (CES) personnel matters and supports oversight of the CES personnel system.
Email resume to info@ACESGroup.com
QUALIFICATIONS
- Clearance: Active Secret
- Education/Experience: Master's degree in field related to tasking with 12 Years of relevant experience.
- Technical: 7+ years of federal of federal HR experience, preferably with DoD, and civilian GS/GG-0201 experience in recruitment and staffing. In-depth knowledge of Title 5, Title 10, and DoD personnel policies and the ability to apply them to CES recruitment, staffing, and oversight.
- Soft Skills: Must possess strong verbal and written communication skills to represent the interests and positions of DoD CIO. Advanced MS Word and PowerPoint skills; proficient Excel and Outlook application skills
STRUCTURE
- Contract Length: 5 years
- Work Location: Onsite work at 4800 Mark Center Dr. Alexandria, VA 22350
- Start Date: Immediate
RESPONSIBILITIES
Cyber Workforce Recruitment, Retention, and Development
- Help DoD Components launch and administer career development opportunities across the cyber workforce to support recruitment and retention.
- Apply lessons from the Cyber Workforce Rotational Program, Cyber Information Technology Exchange Program (CITEP), and Cyber Service Academy (CSA). Identify practices that other Components can adopt.
- Analyze workforce needs and gather Component input to help the DoD CIO plan and develop the strategy.
- Draft strategy updates, coordinate stakeholder review, and help distribute approved guidance to DoD Components.
- Track milestones and assess implementation against DoD CIO priorities, goals, and objectives. Identify delays and gaps that could affect recruitment or retention.
- Brief leaders on progress, explain the implications of gaps, and recommend actions to support strategic and management decisions.
- Prepare briefings and workforce guidance that explain the DoD CIO's cyber workforce vision, the goals of the strategy, and how Components can help achieve them.
- Coordinate with the Workforce Innovation Directorate and Component HR offices to answer questions about the strategy and share development opportunities with the workforce.
Recruitment and Staffing:
- Provide expert advice on procedural and regulatory requirements governing CES recruitment, ensuring compliance with federal HR laws and policies.
- Assist and advise CES component stakeholders throughout the staffing process, tailoring communication to diverse audiences.
- Guide Component POCs on proper coding and processing of CES personnel actions using current automated HR systems.
- Review and validate justifications for special salary rates, recruitment and retention incentives, and other hiring authorities.
Recruitment and Staffing Policy:
- Review and contribute to the development and revision of CES staffing policies and procedures, ensuring clarity, compliance, and operational effectiveness.
- Draft CES supplemental guidance documents, issue papers, and policy materials to strengthen oversight and execution.
- Research and analyze the interrelationships between federal personnel systems (e.g., GS, FWS, DCIPS, Demonstration Projects) and their impact on CES.
- Provide technical HR advice and guidance on CES-related matters to DoD Component leaders, HR offices, and the general workforce.