Workforce Development and Learning Pathways Strategist

Booz Allen Hamilton•Leavenworth, KS

2d•$69,300 - $158,000

About The Position

Lead the development of structured, competency-based learning pathways for the Army civilian workforce. Translate workforce and occupational requirements into progressive pathways that build the knowledge, skills, and demonstrated capabilities needed for current and future roles. Work 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. Connect occupational requirements, competencies, proficiency levels, learning objectives, learning content, and demonstrated workforce capability to create practical, scalable pathways that support workforce readiness and long-term capability development. Applicants selected will be subject to 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. The projected annualized compensation range is $69,300 to $158,000. Compensation depends on factors including location, education, knowledge, skills, competencies, experience, contract-specific affordability, and organizational requirements. Benefits include health, life, disability, financial, and retirement benefits; paid leave; professional development; tuition assistance; work-life programs; dependent care; and recognition awards. Full-time and part-time employees regularly working at least 20 hours a week may participate in Booz Allen benefit programs, subject to eligibility terms. The posting will close within 90 days of its posting date. The hiring process includes identity verification using biometrics and artificial intelligence. Candidates are expected to be on camera during interviews and assessments. Use of AI or other tools to assist with interview responses is prohibited unless explicitly permitted. Remote employees may occasionally be required to work in person at a Booz Allen or customer facility; hybrid employees work at a Booz Allen or customer facility in alignment with leadership expectations and role needs; onsite employees primarily work full-time at a customer facility.

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 learning content, course catalogs, and training offerings; map available learning to competencies and objectives; and conduct learning and capability gap analyses.
Ability to turn 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.

Nice To Haves

Experience supporting Army civilian workforce development, DoD human capital programs, 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 creating 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 develop the knowledge, skills, and demonstrated capabilities needed for current and future 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.
Connect occupational requirements, competencies, proficiency levels, learning objectives, learning content, and demonstrated workforce capability into practical, scalable pathways.
Evaluate existing learning content, course catalogs, and training offerings; map available learning to defined 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 new content.
Communicate workforce development strategies, findings, and recommendations to technical and non-technical stakeholders, including senior leadership.