Chief, Human Capital Management, MD6

The United States Space Force (USSF) at Schriever SFB, Colorado Springs, CO is searching for a Chief for Human Capital Management to support MD6 (NH-0201-03, GS-12/13 equivalent).

Description:
Lead the team that shapes the Delta's force of the future. In this role, you'll lead the S1 & CSS team and serve as the commander's trusted advisor for Total Force human capital-Active Duty, Guard, Reserve, and civilians. Your day-to-day is a mix of strategy and execution: setting priorities for a high-performing team, directing personnel actions and policy compliance, strengthening command climate, and building recruiting and talent strategies that deliver a lethal, mission-ready workforce. You'll translate real workforce data into decisions-forecast needs, optimize processes, and design positions/billets so the organization is staffed, structured, and ready for what's next.

If you're energized by complex problems and senior-level collaboration, you'll thrive here. You'll represent the team in high-level meetings and working groups, brief leaders with clear recommendations, and partner across the enterprise (to include CFC, ETMO, and AFPC) to resolve the toughest manning and personnel challenges. You'll also provide oversight and standardization of Commander's Support Staff (CSS) programs across the Delta-evaluations, awards, promotions, and readiness/deployments using training, metrics, and inspections to ensure consistent, compliant execution. This is a hands-on leadership role for someone who can coach and develop people, drive change, and deliver results at speed-while keeping the mission and the workforce front and center.


Ideal Candidate:
Ideal candidates will have human resources/human capital leadership experience within a Total Force environment (Active Duty, Guard, Reserve, and federal civil service), with a demonstrated track record supervising teams at least 25% of the time and executing the full scope of supervisory duties. The candidate should possess expert working knowledge of federal civilian HR law and policy (Title 5, CFR, and OPM guidance) and military personnel programs, and be able to apply that expertise to recruitment/placement, classification and compensation, performance management, and regulatory compliance. They should also bring advanced strategic human capital capability-using workforce analytics to lead long-range planning, talent and succession planning, leadership development, and culture/climate shaping-plus experience directing CSS program execution (evaluations, awards, promotions, readiness/deployments, fitness) through standardized processes, training, metrics, and inspections. Success in the role requires strong written/oral communication skills to produce decision-quality reports and briefings and to represent the directorate in senior forums while advising commanders on complex manpower/personnel issues and readiness impacts.


Recruitment Knowledge Skills and Abilities:
1. Knowledge of human resource principles, concepts, and regulations governing the Total Force (Active Duty, Guard, Reserve, and Civilian personnel), including readiness, evaluations, awards, promotions, and standardized execution of personnel functions to ensure mission readiness and operational lethality.
2. Expert knowledge of federal civilian personnel laws, regulations, and principles found in Title 5, Code of Federal Regulations (CFR), and policies from the Office of Personnel Management (OPM), as well as military personnel policies and procedures, to drive effective recruitment, placement, classification, compensation, performance management, employee relations, and labor relations in support of strategic readiness objectives.
3. Knowledge of advanced human capital management principles and analytical methods to lead long-range strategic planning, talent management, succession planning, and personnel development, ensuring the workforce is aligned with mission-critical priorities and capable of sustaining operational lethality.
4. Skill in conducting analytical studies, reviews, and evaluations of workforce programs and operations to identify opportunities for process improvement, measure compliance, and develop strategic plans that enhance organizational readiness and support future mission requirements.
5. Ability to communicate effectively, both orally and in writing, to provide authoritative advice to senior leadership, present briefings, develop reports, and maintain effective working relationships with leaders, managers, and customers at all levels, ensuring alignment with organizational goals and readiness outcomes.
6. Skill in supervisory and personnel management to plan and assign work, set priorities, evaluate performance, resolve complaints, identify training needs, and manage the full range of supervisory responsibilities, ensuring the workforce is prepared to meet mission demands and sustain operational lethality.

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

Knowledge, Skills and Abilities (KSAs): Your qualifications will be evaluated on the basis of your level of knowledge, skills, abilities and/or competencies as related to the series and grade of the position being filled. Final qualifications determinations will be assessed based on OPM's General Schedule Qualifications Standards found here:

Interviews: You will be contacted by e-mail and/or telephone if your application is identified as qualifying for a position being filled. An interview may be conducted. If interviewed, you will be asked to address the same knowledge, skills, abilities and/or competencies used to initially qualify your application for the position.

Required Documents