About the role Join our team to create change and efficiency for the Army Civilian workforce. As a Workforce Development and Learning Pathways Strategist and professional, you’ll lead the development of structured, competency-based learning pathways for the Army civilian workforce. You will help translate workforce and occupational requirements into progressive learning pathways that enable the Army to build the knowledge, skills, and demonstrated capabilities required to succeed in their current and future roles. This individual will work across workforce management, human capital, learning and development, and functional communities to assess existing learning content, identify capability gaps, curate available training, and define requirements for new learning solutions. This role requires a strategic understanding of the relationship between occupational requirements, competencies, proficiency levels, learning objectives, learning content, and demonstrated workforce capability. The ideal candidate can connect these elements into practical, scalable learning pathways that support workforce readiness and long-term capability development. Work with us as we lead change in workforce development for the Army. Join us. The world can’t wait. Requirements 5+ years of experience with civilian workforce development, human capital, talent management, learning and development, or career development 5+ years of experience curating and developing role, occupation, or job-series-specific learning pathways based on identified competencies, skills, proficiency levels, and workforce requirements Experience collaborating with functional subject matter experts, HR and workforce professionals, instructional designers, training providers, and organizational leadership to validate learning requirements and pathways Experience leveraging commercial or enterprise learning platforms and content libraries such as Udemy and Percipio to build structured, progressive learning pathways Experience supporting large, complex civilian workforces such as government or complex enterprise environment Knowledge of the relationship among occupational requirements, competencies, skills, proficiency levels, learning objectives, learning content, and demonstrated workforce capability Ability to evaluate existing learning content, course catalogs, and training offerings, map available learning to defined competencies and learning objectives, and conduct learning and capability gap analyses to determine where existing content does not adequately address required competencies, skills, or proficiency levels Ability to translate identified learning gaps into training requirements and measurable learning objectives that can be used to develop or acquire new learning content and communicate workforce development strategies, findings, and recommendations to technical and non-technical stakeholders, including senior leadership Ability to obtain a Secret clearance Bachelor’s degree in Human Resources, Human Capital Management, Workforce Development, Organizational Development, Learning and Development, Education, Industrial or Organizational Psychology, Business Administration, or Public Administration Nice If You Have Experience supporting Army civilian workforce development or DoD or federal human capital programs Experience with Army civilian occupational series, career programs, functional communities, competency models, and proficiency frameworks Experience curating learning content within Udemy, Percipio, or comparable commercial and enterprise learning platforms Experience developing competency-to-course crosswalks, learning pathway maps, curriculum matrices, career development frameworks, or individual development frameworks Experience with instructional design and curriculum development, including the development of new training or learning content when existing content does not address identified workforce requirements Experience developing assessments or other mechanisms to evaluate and measure learner proficiency and capability before and after training Experience evaluating learning effectiveness, workforce outcomes, adoption, and return on investment (ROI) to measure the impact of workforce development initiatives Experience with HR and workforce analytics, including visualization and automation tools such as Power BI and Power Automate Experience with Palantir Foundry or data and analytics platforms supporting workforce data integration, analysis, and decision-making Clearance Applicants selected will be subject to a security investigation and may need to meet eligibility requirements for access to classified information. Benefits At Booz Allen, we celebrate your contributions, provide you with opportunities and choices, and support your total well-being. Our offerings include health, life, disability, financial, and retirement benefits, as well as paid leave, professional development, tuition assistance, work-life programs, and dependent care. Our recognition awards program acknowledges employees for exceptional performance and superior demonstration of our values. Full-time and part-time employees working at least 20 hours a week on a regular basis are eligible to participate in Booz Allen’s benefit programs. Individuals that do not meet the threshold are only eligible for select offerings, not inclusive of health benefits. We encourage you to learn more about our total benefits by visiting the Resource page on our Careers site and reviewing Our Employee Benefits page. Salary at Booz Allen is determined by various factors, including but not limited to location, the individual’s particular combination of education, knowledge, skills, competencies, and experience, as well as contract-specific affordability and organizational requirements. The projected compensation range for this position is $69,400.00 to $158,000.00 (annualized USD). The estimate displayed represents the typical salary range for this position and is just one component of Booz Allen’s total compensation package for employees. This posting will close within 90 days from the Posting Date. Identity Statement As part of the hiring process, we will ask you to complete an identity verification process that leverages advanced biometrics and artificial intelligence to ensure authenticity and protect against identity fraud. You are expected to be on camera during interviews and assessments. We reserve the right to take your picture to verify your identity and prevent fraud. Candidate AI Usage Policy AI is a part of our daily work at Booz Allen, and we are committed to the responsible and ethical use of AI tools. However, we want to ensure a fair candidate process based on your own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) or other tools to assist with responses during interviews (whether in-person or virtual) is prohibited unless permission is explicitly provided. Work Model Our people-first culture prioritizes the benefits of collaboration. To support engagement and effective communication, employees working virtually are generally expected to have their cameras on during meetings. Remote: If this position is listed as remote, there may still be occasions when you are required to work in person at a Booz Allen or customer facility. Hybrid: If this position is listed as hybrid, you will be expected to work from a Booz Allen or customer facility, in alignment with your leadership's expectations and the needs of the role. Onsite: If this position is listed as onsite, work will primarily be performed full-time at a customer facility, where employees will collaborate directly with colleagues and customers as required by the role. Commitment to Non-Discrimination All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local, or international law.
