CHIEF INTELLIGENCE HUMAN CAPITAL OFFICER

You will serve as the CHIEF INTELLIGENCE HUMAN CAPITAL OFFICER of the NAVAL INTELLIGENCE ACTIVITY, key advisor and lead management official to the Deputy Director of Naval Intelligence (DDNI). Direct strategic human capital programs and serve as the most senior civilian human capital authority within the DON Intelligence Community (IC). Please note: Regular on-site duty hours are divided among facilities in Suitland, MD, Arlington, VA and the Pentagon.

To meet the minimum qualification requirements for this position, you must show that you possess the Intelligence Community Senior Officer Core Qualifications (ICSOCQ) and Technical Qualifications (TQ) related to this position within your resume - NOT TO EXCEED 2 PAGES. Resumes over the 2-page limit will be disqualified. Your resume should include examples of experience, education, and accomplishments applicable to the qualification(s). If your resume does not reflect demonstrated evidence of these qualifications, you may not receive consideration for the position. INTELLIGENCE COMMUNITY SENIOR OFFICER CORE QUALIFICATION (ICSOCQ): Leading the Intelligence Enterprise This core qualification involves the ability to integrate resources, information, interests, and activities effectively in support of the Intelligence Community's (IC) mission and to lead and leverage cross-organizational collaborative networks to achieve significant mission results. Inherent to this senior officer qualification is a deep understanding of the Intelligence enterprise and a shared commitment to the IC's core values. TECHNICAL QUALIFICATIONS (TQs): Your resume should demonstrate accomplishments that would satisfy the technical qualifications: TQ 1. Mastery of human capital management principles, concepts and practices including knowledge of the multiple facets of Federal human capital management laws, rules and regulations applicable to a large, decentralized department. TQ 2. Experience in human resources management to develop, implement, administer, and evaluate human resources management programs relating to personnel staffing, employee relations, employment, classification and compensation policy, talent management, leader development, and human capital planning. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (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.