Human Resources Officer

US Department of Defense - Springfield, VA4.3

JOB DESCRIPTION: Human Resources Officers apply a range of concepts, laws, regulations, policies, and practices to provide HR services. They serve as points of contact, coordinators, and advisors; gather and analyze data to examine issues, concerns, or inquiries; and develop and recommend alternatives or solutions.

ADDITIONAL INFORMATION: The Army Program Manager provides support for more than 150 Active Duty and Army Reserve service members assigned to NGA. This position performs quality reviews, staffs and finalizes Officer Evaluation Reports and joint decorations. The incumbent supports Army Leadership, the Army Senior Service Leader, KC Senior Military Representatives, the Assistant Director of Operations, the NGA Deputy and the NGA Director on Army issues, with emphasis on Officer Management Level Review Actions and Personnel Recommendation Forms. The incumbent is required to use the Army's Evaluation Entry System (EES) and manage both Rater and Senior Rater profiles for all Army officers assigned to the NGA. The Army Program Manager maintains records on assigned Army personnel and serves as the action officer for PeopleSoft Management and the Military Personnel Data System; this includes management of Army personnel reassignments, requisitions and the Table of Distribution (TDA) document. The incumbent is required to engage with Army Human Resources Command on assignment issues; United States Army Force Management Support Agency (USAFMSA) on managing and updating NGA manning documents, and monitors security clearance requirements for incoming Army personnel. This assignment requires daily interaction and coordination with various organizations, including: Army Human Resource Command, United States Army Force Management Support Agency, Department of the Army G1 for Personnel and Policy, Office of the Secretary of Defense, Military Personnel Service Office, Defense Finance and Accounting Office Fort Belvoir, United States Army Garrison Fort Belvoir, Fort Myers and Fort McNair.

Travel Required
25% or less - Travel Required 25% or Less

Supervisory status

Promotion Potential

Job family (Series)
0201 Human Resources Management

Similar jobs
Human Resources Managers
Managers, Human Resources
Managers, Personnel
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Conditions of Employment
US Citizenship is required.
Designated or Random Drug Testing required.
Security Investigation

As a condition of employment at NGA, persons being considered for employment must meet NGA fitness for employment standards.

  • U.S. Citizenship Required
  • Security Clearance (Top Secret/Sensitive Compartmented Information)
  • Polygraph Test Required
  • Position Subject to Drug Testing
  • Two Year Probationary Period
  • Direct Deposit Required
You must be able to obtain and retain a Top Secret security clearance with access to Sensitive Compartmented Information. In addition, you are subject to a Counterintelligence Polygraph examination in order to maintain access to Top Secret information. All employees are subject to a periodic examination on a random basis in order to determine continued eligibility. Refusal to take the examination may result in denial of access to Top Secret information, SAP, and/or unescorted access to SCIFs.

Employees with SCI access and who are under NGA cognizance are required to submit a Security Financial Disclosure Report, SF-714, on an annual basis in order to determine continued eligibility. Failure to comply may negatively impact continued access to Top Secret information, Information Systems, SAP, and/or unescorted access to SCIFs.

NGA utilizes all processes and procedures of the Defense Civilian Intelligence Personnel System (DCIPS). Non-executive NGA employees are assigned to five distinct pay bands based on the type and scope of work performed. The employee's base salary is established within their assigned pay band based on their unique qualifications. A performance pay process is conducted each year to determine a potential base pay salary increase and/or bonus. An employee's annual performance evaluation is a key factor in the performance pay process. Employees on term or temporary appointments are not eligible to apply for internal assignment opportunity notices. This position is a DCIPS position in the Excepted Service under 10 U.S.C. 1601. DoD Components with DCIPS positions apply Veterans' Preference to preference eligible candidates as defined by Section 2108 of Title 5 USC, in accordance with the procedures provided in DoD Instruction 1400.25, Volume 2005, DCIPS Employment and Placement. If you are an external applicant claiming veterans' preference, as defined by Section 2108 of Title 5 U.S.C., you must self-identify your eligibility in our ERecruit application.

MANDATORY QUALIFICATION CRITERIA: For this particular job, applicants must meet all competencies reflected under the Mandatory Qualification Criteria to include education (if required). Online resumes must demonstrate qualification by providing specific examples and associated results, in response to the announcement's mandatory criteria specified in this vacancy announcement:

1) Demonstrated experience in HR policies and programs such as recruitment and hiring, student programs, manpower, performance management, etc. 2) Experience researching, interpreting and synthesizing best practices, laws and other governance for policy implementation. 3) Experience analyzing data, developing metrics, identifying trends, and making recommendations using Microsoft Office suite. 4) Experience working independently in a variety of situations, while managing programs and special projects to meet strict time lines, and completing projects in a satisfactory manner. 5) Demonstrated ability to manage multiple programs with changing priorities, offer innovative solutions, and effectively communicate with diverse stakeholders at all professional levels. 6) Experience presenting complex information in a simplified format in public forums such as briefings, new employee orientation and/or other information sessions.

DESIRABLE QUALIFICATION CRITERIA: In addition to the mandatory qualifications, experience in the following is desired: 1) Experience managing sustainment of Military Manpower (A3) Background. 2) Experience managing the Army Officer and Enlisted Personnel Management Systems. 3) Experience managing the Assignment Interactive Module (AIM2). 4) Experience managing the Evaluation Entry System (EES). 5) Experience at the Army Brigade/Division Level Human Resources Management experience as a Senior HR Professional. 6) Bachelors Degree (or higher) in Human Resource Management, Business Administration, or similar.

Additional information

How You Will Be Evaluated
You will be evaluated for this job based on how well you meet the qualifications above.

Applicants are not required to submit a cover letter. The entire cover letter cannot exceed the specified limits provided in the Cover Letter field (3,000 characters). Pages exceeding this limit will not be considered. THE COVER LETTER IS RECOMMENDED BUT IS NOT REQUIRED FOR EMPLOYMENT CONSIDERATION WITH THE NATIONAL GEOSPATIAL-INTELLIGENCE AGENCY.

APPLICANT EVALUATION PROCESS: Applicants will be evaluated for this job opportunity in three stages:

1) All applicants will be evaluated using the Mandatory Qualification Criteria,
2) Qualified applicants will then be evaluated by an expert or panel of experts using a combination of qualification criteria to determine the best-qualified candidates,
3) Best-qualified applicants may then be further evaluated through an interview process.

Applicants are encouraged to carefully review the Assignment Description, Additional Information Provided By the Selecting Official, and the Qualification Requirements; and then construct their resumes to highlight their most relevant and significant experience and education for this job opportunity. This description should include examples that detail the level and complexity of the performed work. Applicants are encouraged to provide any education information referenced in the announcement. If education is listed as a mandatory requirement, only degrees obtained from an institution accredited by an accrediting organization recognized by the Secretary, US Department of Education will be accepted.

As a condition of employment at NGA, persons being considered for employment must meet NGA fitness for employment standards.

In accordance with section 9902(h) of title 5, United States Code, annuitants reemployed in the Department of Defense shall receive full annuity and salary upon appointment. They shall not be eligible for retirement contributions, participation in the Thrift Savings Plan, or a supplemental or redetermined annuity for the reemployment period. Discontinued service retirement annuitants (i.e., retired under section 8336(d)(1) or 8414(b)(1)(A) of title 5, United States Code) appointed to the Department of Defense may elect to be subject to retirement provisions of the new appointment as appropriate. (See DoD Instruction 1400.25, Volume 300, at

All candidates will be considered without regard to race, color, religion, sex, national origin, age, marital status, disability, or sexual orientation.

NGA provides reasonable accommodations to applicants with disabilities. Applications will only be accepted online. If you need a reasonable accommodation for any part of the application and hiring process, please notify us at The decision on granting reasonable accommodation will be on a case-by-case basis.

Background checks and security clearance
Security clearance
Top Secret/SCI

Drug test required

Required Documents

Required Documents

If you are relying on your education to meet qualification requirements:
Education must be accredited by an accrediting institution recognized by the U.S. Department of Education in order for it to be credited towards qualifications. Therefore, provide only the attendance and/or degrees from schools accredited by accrediting institutions recognized by the U.S. Department of Education .

Failure to provide all of the required information as stated in this vacancy announcement may result in an ineligible rating or may affect the overall rating.


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