Strategic Workforce Acceleration Team (Detail)

Job Description

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. 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.

How You Will Be Evaluated

In order to be considered for this position, you must complete all required steps in the process.

Education

Education cannot be substituted for experience.

Additional Information

Detailees will acquire hands-on executive experience driving enterprise-wide transformation. Acting as a strategic accelerator for executive readiness, this detail allows participants to explicitly master key SES competencies: Building Coalitions Leading People and Leading Change Business Acumen and Results Driven

How to Apply

To apply, please submit your statement of interest, current resume, and leadership endorsement in an email titled SWAT Application to osw.pentagon.ousw-p-r.mbx.cpp-tmsi@mail.mil.

Required Documents

All applicants are required to submit a resume limited to two (2) pages showing all relevant experience. Your resume must address your technical qualifications for the position, hours worked per week and the dates of employment for each position (hours per week and month/year to month/year to present) listed on the resume and it may not exceed two (2) pages. Your 2-page (or less) resume must be in PDF format, with no smaller than a 0.5" margin and no smaller than a 10-point font. If you submit a resume that exceeds the two-page limit and/or does not meet the margin or font limitations stated herein, you will immediately be deemed ineligible for this position and will receive no further consideration. If you submit a resume that exceeds the two-page limit and/or does not meet the margin or font limitations stated herein, you will immediately be deemed ineligible for this position and will receive no further consideration. If you submit more than one copy of your resume, only the most recent version will be reviewed. The latest timestamp will be used to determine which version of your resume is "most recent." If your resume includes a photograph or other inappropriate material or content, it will not be used to make eligibility and qualification determinations and you will not be considered for this vacancy. Interested parties must submit the following: Statement of Interest Current 2-page Resume Leadership Endorsement Statement

What to Expect Next

Submissions will be reviewed as they are received until mission demands are satisfied.

About the Agency

The Office of the Secretary of War (OSW) is the principal staff element of the Secretary of War in the exercise of policy development, planning, resource management, fiscal, and program evaluation responsibilities. OSW includes the immediate offices of the Secretary and Deputy Secretary of War, the Under Secretaries of War, the Assistant Secretaries of War, General Counsel, Director of Cost Assessment & Program Evaluation, Director of Operational Test and Evaluation, the Chief Information Officer of the DoW, the Director of Administration and Management, and such other staff offices as the Secretary establishes to assist in carrying out assigned responsibilities.

Requirements

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.