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$32K

$120.1K

$200K

How much do naval acquisition development program jobs pay per year?

As of Aug 17, 2026, the average yearly pay for naval acquisition development program in the United States is $120,059.00, according to ZipRecruiter salary data. Most workers in this role earn between $81,000.00 and $143,000.00 per year, depending on experience, location, and employer.

What is the Naval Acquisition Development Program?

The Naval Acquisition Development Program (NADP) is a professional development program run by the Department of the Navy to train and develop future leaders in acquisition, logistics, and contracting fields. Participants, known as NADPs, are typically recent graduates or early-career professionals who undergo structured training, rotational assignments, mentoring, and formal education to prepare for critical roles supporting the Navy’s procurement and program management needs. The program generally lasts two to three years and offers a pathway to career advancement within the Department of Defense civilian workforce. NADP provides valuable hands-on experience, networking opportunities, and specialized training to help participants build a successful career in naval acquisition.

What are some typical projects or assignments I can expect as a participant in the Naval Acquisition Development Program?

As a participant in the Naval Acquisition Development Program (NADP), you will likely rotate through various assignments that cover key aspects of defense acquisition such as contracting, logistics, program management, and engineering. These projects may involve supporting major defense programs, assisting with procurement processes, or collaborating with technical and financial teams to ensure project success. This hands-on experience is designed to give you a broad understanding of the acquisition lifecycle and prepare you for advanced positions within the Department of the Navy. You'll often work alongside experienced civilian and military professionals, allowing for both mentorship and networking opportunities.

What are the key skills and qualifications needed to thrive in the Naval Acquisition Development Program, and why are they important?

To thrive in the Naval Acquisition Development Program, candidates typically need a bachelor’s degree in fields such as engineering, business, or finance, along with analytical and project management skills. Familiarity with acquisition management systems, federal contracting processes, and relevant certifications like DAWIA (Defense Acquisition Workforce Improvement Act) are often required. Strong communication, teamwork, and problem-solving abilities help participants excel in cross-functional environments and manage complex projects. These skills ensure effective management of defense contracts and resources, supporting mission readiness and successful program delivery.

What is the difference between Naval Acquisition Development Program vs Naval Contract Specialist?

AspectNaval Acquisition Development ProgramNaval Contract Specialist
CredentialsBachelor's degree, often with certifications like DAWIABachelor's degree, often with DAWIA certifications
Work EnvironmentTraining programs within defense agencies, rotational assignmentsContract offices, procurement departments within Navy
Employer & IndustryU.S. Navy, defense contractors, government agenciesU.S. Navy, defense contractors, government agencies
Job FocusDeveloping acquisition skills, understanding procurement processesNegotiating, awarding, and managing contracts

The Naval Acquisition Development Program is a comprehensive training initiative aimed at developing future acquisition professionals, while Naval Contract Specialists focus on managing specific contracts. Both roles require similar credentials and operate within the Navy's procurement environment, but their responsibilities differ in scope and focus.

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What states have the most Naval Acquisition Development Program jobs?

States with the most job openings for Naval Acquisition Development Program jobs include:

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Naval Acquisition Development Program jobs near you
Infographic showing various Naval Acquisition Development Program job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, 1% Temporary, and 3% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $120,059 per year, or $57.7 per hour.

Talent Acquisition & Development Specialist

TELACU Industries.

Los Angeles, CA • On-site

$74K - $87K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 19 days ago

Job description

JOB SUMMARY

The Talent Acquisition & Development Specialist serves as a corporate talent partner supporting multiple affiliated entities across diverse industries. This role collaborates with business leaders, department heads, hiring managers, and internal recruiting resources to support talent acquisition, onboarding, employee development, talent management, and workforce planning initiatives throughout the employee lifecycle. The position assists in enhancing recruitment processes, promoting compliance with applicable employment laws, regulations, and organizational policies, and supporting programs that foster employee engagement, mentorship, career development, retention, and organizational effectiveness. The role may also assist with compensation-related projects, including market benchmarking, job description review, and compensation analysis to support talent acquisition and workf0orce planning efforts. Through collaboration, relationship-building, data analysis, and hands-on execution, the Talent Acquisition & Development Specialist helps attract, develop, and retain a high-performing workforce while contributing to a positive employee experience and organizational success.


KEY RESPONSIBILITIES

  • Partner with hiring managers, business leaders, and internal recruiting resources to support full-cycle recruitment activities across multiple affiliated entities, including position scoping, sourcing, job postings, applicant tracking, candidate screening, interview coordination, candidate communications, employment assessments, background screening processes, selection activities, offer administration, and pre-employment requirements.
  • Serve as a resource for talent acquisition systems and recruitment technologies by supporting user training, process consistency, reporting, system enhancements, and best practices across affiliated entities.
  • Collaborate with business leaders to identify hiring needs, support workforce planning efforts, and coordinate recruitment requisition processes, including position reviews, approval workflows, job description maintenance, and documentation to ensure alignment with organizational staffing and budgetary objectives.
  • Build and maintain candidate pipelines through networking, employer branding efforts, employee referral programs, and partnerships with educational institutions, professional associations, and community organizations.
  • Coordinate and support onboarding and new hire orientation programs to promote employee engagement, productivity, and successful integration into the organization.
  • Monitor recruitment metrics, hiring trends, and onboarding outcomes to identify opportunities for process improvement, enhance candidate and new hire experiences, improve quality of hire, and support successful employee integration and retention.
  • Partner with leadership to identify training and development needs and support employee development initiatives, including leadership development, mentorship, career growth, and skills-based learning opportunities that enhance employee performance and organizational effectiveness.
  • Facilitate training sessions, workshops, and employee development activities as assigned.
  • Support talent management initiatives that enhance employee engagement, retention, internal mobility, career growth, and overall employee experience throughout the employee lifecycle.
  • Support performance management processes, employee feedback initiatives, and talent development programs in partnership with leadership and the HR team.
  • Assist in evaluating the effectiveness of recruitment, onboarding, and development programs through reporting, feedback, and measurable outcomes.
  • Help ensure recruitment, onboarding, and training practices comply with applicable federal, state, and local employment laws, regulations, and organizational policies.
  • Maintain accurate recruitment, onboarding, training, and talent management records, reports, and documentation.
  • Coordinate relationships with external vendors, recruitment platforms, training providers, educational partners, and other talent-related resources.
  • Participate in special projects and perform other duties as assigned.

REQUIRED QUALIFICATIONS

  • Bachelor’s degree in HR, Business Administration, Organizational Development, or related field; equivalent combination of education and relevant experience may be considered.
  • Minimum of three (3) to five (5) years of experience in talent acquisition, talent management, learning and development, human resources, or a related field.
  • Knowledge of recruitment best practices, candidate assessment methods, interviewing techniques, and talent acquisition processes.
  • Experience supporting onboarding, employee development, training, or talent management initiatives.
  • Strong organizational, project coordination, and time management skills with the ability to manage multiple priorities.
  • Excellent verbal and written communication, facilitation, and relationship-building skills.
  • Analytical mindset with the ability to interpret data, generate reports, and support informed business decisions.
  • Experience utilizing HRIS, applicant tracking systems (ATS), learning management systems (LMS), and other HR-related technologies.
  • Experience with ADP Workforce Now Recruiting Management, onboarding functionality, reporting, or related talent management modules strongly preferred.
  • Knowledge of applicable federal, state, and local employment laws and regulations related to recruitment and employment practices.
  • Experience designing and delivering training programs.
  • Proven ability to lead multi-function teams and execute enterprise-level strategy

PREFERRED QUALIFICATIONS

  • Professional certification such as SHRM‑CP, PHR, CIR, CDR, ICF or related certification, preferred.
  • Certified Internet Recruiter (CIR) – AIRS,
  • Professional Recruiter Certification (PRC) – AIRS
  • LinkedIn Certified Professional – Recruiter

COMPUTER & SOFTWARE SKILLS

  • Microsoft 365 (Word, Excel, PowerPoint, Teams)
  • Proficiency with HRIS, ATS platforms, and learning management systems.
  • Virtual meeting platforms (Zoom, Webex and Microsoft Teams)
  • ADP Workforce Now including Recruiting Management and onboarding functionality
  • Intermediate proficiency in Microsoft Excel, including reporting, data analysis, spreadsheet management, and data validation.

TRAVEL

  • Must have a valid California Driver’s License, proof of current vehicle insurance and a driving record that meets TELACU’s insurance s criteria; must be able to use own vehicle in the course of work.
  • Occasionally may travel to conferences, trainings etc. may be required, including local or domestic trips, by car, air, or other means of transportation.

TELACU Offers a Competitive Benefits Package*:

  • Various medical health plan options to include a PPO HSA Savings
  • Dental PPO or DHMO options
  • Vision PPO option
  • 401(k) Retirement Plan with generous employer match
  • Flexible Spending Account (FSA) for Medical Expense & Dependent Day Care Expense Reimbursements
  • Company-sponsored and paid benefits such as:
    • Basic Life and AD&D Insurance
    • Long-Term Disability
    • Vacation Time-Off
    • Sick Time-Off
    • Holidays
    • Employee Assistance Program (EAP)
  • Voluntary Supplemental Insurance Options
  • Voluntary Supplemental Life and AD&D Insurance
  • Education Reimbursement

*Subject to eligibility and benefit plan provisions.

TELACU (the Company) is an equal opportunity employer without regard to race, religion or religious creed (including religious dress and grooming practices), color, sex (including pregnancy, perceived pregnancy, childbirth, breastfeeding, and any related medical conditions), gender, gender identity and expression, sexual orientation, transitioning status, national origin, ancestry, citizenship status, uniform service member status, military and veteran status, marital status, pregnancy, age, protected medical condition, genetic information, mental or physical disability, holding or presenting a driver’s license issued under Cal. Vehicle Code Section 12801.9, or any other category protected by applicable federal, state or local law.