United States Navy Seal

Human Capital Management Analyst (HMCA)


***OPEN UNTIL FILLED: This announcement will be open until the position is filled. Cut off points are scheduled in two-week increments. After each cut-off point, all compliant applications received during the previous two weeks will be reviewed for consideration.***

Serves as Human Capital liaison & consultant on a diverse spectrum of HC functions at the Office of Naval Intelligence. Provides HC advisory services to the senior leadership, management officials & commanders. Responds to difficult issues involving complex projects/problems that require authoritative advice &/or policy interpretations. Responsible for planning & conducting special projects or studies to identify & resolve operating issues & problems, or improvements to the commands HC program. 1. Provides comprehensive advisory & consultative services to all management levels within the command on specific & command-wide issues that impact either a single HC function or multiple program areas. Promotes the establishment & achievement of overall HC program objectives throughout the command & assists in implementing higher DoN, DoDI & DOD direction. Develops policies & guidance to implement program changes. Provides authoritative interpretation & instructions on laws, regulations, policies & procedures, & develops guidance on appropriate course of action. Analyzes & evaluates HC program execution at subordinate activities. Recognizes problems/problem areas; originates solutions to complex or unusual issues; & provides assistance. Determines areas of procedural & regulatory deficiencies & provides recommendations to correct or improve personnel practices. Represents the command at meetings, conferences & workshops on human capital matters. 2. Leads or serves as team member on special projects or comprehensive studies to identify & examine problems or operating issues that may impact a major organization or an entire field activity within the command. Studies/projects cover major program or potential problem areas, particularly those concerning complex matters not covered in precedents. Assignments include review & evaluation of various program areas & the need to respond to the overall needs of the command the impact of actions on personnel management matters. Originates solutions or develops appropriate interventions for management on issues not susceptible to standard methodology. Recommends changes to established procedures & practices or alternative approaches to resolve recurring problems &/or issues. 3. Serves as liaison between the HRO, managers & supervisors on a variety of difficult & complex technical issues, or problems of a sensitive nature, that concern all phases of hiring, merit promotion, procedures & related legal, regulatory, entitlements, appropriate recruitment strategies for particularly hard-to-fill specialized professional positions requiring specialized qualifications, etc.. The solutions that are developed may serve as the basis for future policy decisions within ONI. Provides advice to supervisors & managers on the potential impact of proposed reorganizations on current employees & future recruitment efforts. 4. Provides interpretations of JFTR/JTR regulation to the ONI personnel. Reviews requests & initiates requests for advance decisions on per diem, travel allowances & entitlements. Evaluates issuances which implement JFTR/JTR provisions & articles published by the DoD. Advises on impact of JFTR/JTR revisions. Initiates, analyzes, researches, formulate, coordinate & prescribe per diem, travel entitlements, & certain travel administrative policies in the (JTR) - Volume 2 for DoD civilian employees.


Work is sedentary; however, short deadlines and suspense may require working under stressful environments. Work typically is performed in an adequately lighted, heated, and ventilated office.

1. IC employees must apply by the vacancy close date. The IC employee application should include the following ...
a. A brief (two-page limit) candidate resume or biographical summary.
b. A short narrative describing the applicant's qualifications (general and specific) for the joint duty rotational assignment.

2. IC employees must be nominated by their employing (home) element within 10 calendar days of the vacancy close date in order to be considered by the gaining element. Please contact your employing element's Joint Duty Program Office for nomination procedures as some agencies may require written supervisory endorsement at the time of application. IC Element Joint Duty Program Office contact info can be found at: https://ichas.dni.ic.gov/JDAT/Contacts.aspx. Any application sent directly by an IC employee to the gaining element will not be considered.


Enterprise Management & Support
Suitland, MD