Workforce Development and Learning Pathways Strategist

Booz Allen Hamilton • Usa, KS

4d

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 learning pathways that help the Army build the knowledge, skills, and demonstrated capabilities needed for current and future roles. It works 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. The position requires a strategic understanding of how occupational requirements, competencies, proficiency levels, learning objectives, learning content, and demonstrated workforce capability relate. The successful candidate connects these elements into practical, scalable pathways that support workforce readiness and long-term capability development.

The role involves collaborating with functional subject matter experts, HR and workforce professionals, instructional designers, training providers, and organizational leadership. It includes evaluating learning offerings, mapping content to competencies and objectives, conducting learning and capability gap analyses, and turning identified gaps into training requirements and measurable learning objectives. The strategist communicates workforce development strategies, findings, and recommendations to technical and non-technical stakeholders, including senior leaders. Applicants must be able to obtain a Secret clearance.

Booz Allen describes its total compensation and benefits as including health, life, disability, financial, and retirement benefits; paid leave; professional development; tuition assistance; work-life programs; dependent care; and recognition awards. The projected annualized compensation range is $69,300 to $158,000. Work model details vary according to whether a position is listed as remote, hybrid, or onsite; no specific work model is stated for this position.

Requirements

• At least 5 years of experience with 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 developing or acquiring 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 in Human Resources, Human Capital Management, Workforce Development, Organizational Development, Learning and Development, Education, Industrial or Organizational Psychology, Business Administration, or Public Administration.

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 meet 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 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.

Responsibilities

• Lead development of structured, competency-based learning pathways for the Army civilian workforce.
• Translate workforce and occupational requirements into progressive learning pathways that build capabilities for current and future roles.
• Work across workforce management, human capital, learning and development, and functional communities to assess learning content, identify capability gaps, curate training, and define requirements for new learning solutions.
• Collaborate with functional subject matter experts, HR and workforce professionals, instructional designers, training providers, and organizational leadership to validate learning requirements and pathways.
• Evaluate existing learning content, course catalogs, and training offerings; map available learning to defined competencies and learning objectives.
• Conduct learning and capability gap analyses to determine where existing content does not adequately address required competencies, skills, or proficiency levels.
• Translate learning gaps into training requirements and measurable learning objectives for developing or acquiring new learning content.
• Communicate workforce development strategies, findings, and recommendations to technical and non-technical stakeholders, including senior leadership.

Benefits

• Health, life, disability, financial, and retirement benefits.
• Paid leave.
• Professional development.
• Tuition assistance.
• Work-life programs.
• Dependent care.
• Recognition awards for exceptional performance and demonstration of company values.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level