Workforce Development and Learning Pathways Strategist

Booz Allen Hamilton•McLean, VA

1d•$69,400 - $158,000•Hybrid

About The Position

The Workforce Development and Learning Pathways Strategist leads the development of structured, competency-based learning pathways for the Army civilian workforce. The role translates workforce and occupational requirements into progressive pathways that build the knowledge, skills, and demonstrated capabilities needed for current and future roles. Working across workforce management, human capital, learning and development, and functional communities, the strategist assesses existing learning content, identifies capability gaps, curates available training, and defines requirements for new learning solutions. The position requires connecting occupational requirements, competencies, proficiency levels, learning objectives, learning content, and demonstrated workforce capability into practical, scalable pathways that support workforce readiness and long-term capability development. The position is hybrid and based in McLean, Virginia. Applicants selected will undergo a security investigation and may need to meet eligibility requirements for access to classified information. The role requires the ability to obtain a Secret clearance.

Requirements

At least 5 years of experience in civilian workforce development, human capital, talent management, learning and development, or career development.
At least 5 years of experience curating and developing role-, occupation-, or job-series-specific learning pathways based on 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 using 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 environments.
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 learning to defined competencies and objectives; and conduct learning and capability gap analyses.
Ability to translate learning gaps into training requirements and measurable learning objectives for development or acquisition of new content.
Ability to 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.

Nice To Haves

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 developing new training or learning content when existing content does not address 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 to measure workforce development impact.
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.

Responsibilities

Lead development of structured, competency-based learning pathways for the Army civilian workforce.
Translate workforce and occupational requirements into progressive learning pathways that support current and future workforce roles.
Collaborate across workforce management, human capital, learning and development, and functional communities.
Assess existing learning content, identify capability gaps, curate available training, and define requirements for new learning solutions.
Evaluate course catalogs and training offerings, map available learning to competencies and learning objectives, and conduct learning and capability gap analyses.
Translate learning gaps into training requirements and measurable learning objectives for developing or acquiring learning content.
Communicate workforce development strategies, findings, and recommendations to technical and non-technical stakeholders, including senior leadership.