Manpower Planner Jobs (NOW HIRING)

Education: A bachelor's degree from an accredited institution in Human Resources, Business Administration, Public Administration, or a related field is preferred.

Experience: The contractor shall have at a minimum 10 years of Federal government experience in Human Resources. Experience serving on a Joint, Combatant Command (CCMD), or Service-level staff is preferred.

Expertise: Must possess demonstrated expertise in both military personnel management (e.g., assignments, promotions, evaluations) and federal civilian human resources (e.g., recruitment, classification, employee relations).

Provide analysis and recommendations to support the alignment of manpower and personnel programs with organizational goals and future mission requirements. The contractor shall conduct research on best practices and propose strategic frameworks for leadership consideration.

Offer senior-level advisory support to leadership on workforce composition, talent management, and retention. This includes:

• Analyzing publicly available demographic and labor market data to inform Total Force (Active, Reserve, National Guard) planning.

• Providing insights on private and public sector best practices for talent attraction, branding, and outreach.

• Developing data-driven recommendations and conceptual frameworks to enhance personnel retention.

• Note: All advisory support related to civilian personnel will be limited to macro-level analysis of workforce structure and trends, and will not include participation in hiring, position management, or any other inherently governmental functions.

Conduct organizational design analysis and recommend potential models for structural changes. The contractor shall provide comparative assessments of different organizational structures to identify opportunities for enhanced operational effectiveness and resource optimization.

Analyze joint and service-specific personnel policies, instructions, and regulations. Based on this analysis, the contractor shall develop and propose recommendations for command-level policy modifications. The purpose of these recommendations is to provide government leadership with options for improving organizational efficiency and effectiveness.

Provide subject matter expertise and advisory support regarding Department of War (DoW), U.S. Transportation Command (USTRANSCOM), Joint Staff, and Service Component regulations. The contractor shall:

• Review proposed or existing command HR initiatives and provide an analysis of their alignment with higher headquarters policy and regulations.

• Serve as an expert resource to government personnel by interpreting complex regulatory language and providing comparative analysis of compliance practices across different organizations.

• Note: The ultimate responsibility for ensuring regulatory compliance and the direction of all HR activities remains an inherently governmental function.

Joint Manning Document (JMD) Management: Actively manage the command's JMD, including validating, creating, and modifying billet requirements. Process Joint Table of Distribution (JTD) change requests and coordinates with higher headquarters to ensure 100% billet accuracy.

Manning Analysis and Forecasting: Conduct comprehensive manning analysis across all assigned and attached units, identifying critical vacancies, personnel gaps, and skill imbalances. Provide data-driven recommendations and predictive analysis to leadership to mitigate manning shortfalls and support future operations.

Multi-Service Evaluation Systems: Serve as the command's subject matter expert on the various service-specific evaluation systems (e.g., Army Officer Evaluation Report/Noncommissioned Officer Evaluation Report (OER/NCOER), Navy Fitness Report/Evaluation (FITREP/EVAL), Air Force Officer Performance Report/Enlisted Performance Report (OPR/EPR). Provide authoritative guidance and quality control for all reports to ensure accuracy and compliance with each service's standards.

Awards and Decorations Program: Manage the command's Joint awards program. This includes processing recommendations for Joint Service awards (e.g., Defense Meritorious Service Medal (DMSM), Joint Service Commendation Medal (JSCM), Joint Service Achievement Medal (JSAM), reviewing submissions for accuracy, managing award quotas, and ensuring compliance with DoW and command policies.

Conduct advanced statistical analysis of workforce trends, readiness metrics, and demographic data to provide actionable, predictive insights to senior leadership.

Prepare and present comprehensive, senior-level reports and briefings on manpower status, personnel program performance, and strategic human capital initiatives.

Force Management and Tracking System (FMTS) Support: The contractor shall possess subject matter expertise in FMTS to provide data analysis and advisory support to government leadership. Responsibilities include:

• Extracting and analyzing data to develop reports on personnel status, mobilization trends, and the alignment of personnel with operational requirements.

• Identifying and documenting potential data discrepancies for government review and resolution.

• Providing technical and functional expertise to government users to assist their management of the system.

Joint HR Systems Analysis: The contractor shall maintain proficiency in authorized joint and military personnel systems (e.g., DIHRS, service-specific databases) to extract data and perform analysis. The contractor will not be granted access to the Defense Civilian Personnel Data System (DCPDS) or any other system used for managing civilian personnel actions. Support includes:

• Aggregating and synthesizing data from various sources to create comprehensive personnel reports.

• Providing analysis on personnel trends and metrics to inform government decision-making.

Liaison Support to Service Components: The contractor shall serve as a technical facilitator to assist in the resolution of complex, service-specific personnel, pay, and entitlement issues. The contractor shall:

• Analyze the issues affecting assigned members and prepare draft correspondence and supporting documentation for government review and dissemination.

• Facilitate communication between the command and Service Component personnel centers, ensuring government personnel are equipped with the necessary information to engage in formal resolution.

• Track and report on the status of ongoing issues to government leadership.

Human Resources Data Analysis: The contractor shall analyze the Human Resources data environment to identify and recommend opportunities for process improvement and enhanced efficiency. This includes developing dashboards, metrics, and reports to provide leadership with greater situational awareness of the force.

Note: The contractor shall not act as the government's official representative and does not have the authority to commit the command to a course of action or independently "resolve" issues on a member's behalf.