Overview
Join a team where innovation meets mission. Our AI, cloud, cyber, and modernization solutions save agencies thousands of hours, safeguard national security, and strengthen health and humanitarian missions worldwide. With more than 1,700 team members, 1,500 AI and data experts, and 100 prime contracts, we deliver at scale and with purpose.
We have been recognized as a Top Workplace by The Washington Post for six consecutive years and named to the Inc. 5000 list of fastest-growing private companies in 13 of the past 14 years. Credence offers a welcoming environment for those looking to grow and make a meaningful impact. We encourage employees to push boundaries and help solve critical, world-changing federal challenges.
Position Summary
Credence has an immediate need for Human Capital & Force Development Specialist(s). The Human Capital & Force Development Specialist delivers operational, analytical, and programmatic support across military personnel management, civilian human resources, manpower planning, and force development. Working within a major DoW/Air Force/Space Force Center environment, this role serves as an advisor and executor for end-to-end personnel lifecycles—ranging from assignment cycle boards and hiring requisitions to functional career field training, education management, and talent governance.
The specialist (s) coordinates closely with Functional Home Offices (such as Contracting/PK, Engineering/EN/EM), the Air Force Personnel Center (AFPC), and Center leadership to optimize manning, accelerate recruitment, and track career milestones across the workforce.
Responsibilities include, but are not limited to the duties listed below
Personnel Management & Unit Administration
- Plan, assist, and execute comprehensive personnel actions across the employee lifecycle: onboarding, unit immersions, hiring processes, performance management cycles, awards and recognition programs, and routine administrative milestones.
- Maintain and continuously update core organizational rosters, including the Unit Personnel Management Roster (UPMR), Unit Manning Document (UMD), and organizational charts.
- Advise military and civilian leadership on manpower guidelines, personnel policies, and proper documentation procedures.
Manpower Analysis & Strategic Planning
- Conduct data-driven analyses of current and projected unit manning levels to identify gaps, forecast future resource requirements, and recommend optimal workforce allocations.
- Perform organizational, functional, mission, and manpower requirement studies to support structural adjustments and resource justifications.
Civilian Human Resources Execution (Focus area)
- Provide creative recruiting approaches.
- Provide support to both recruiting, hiring events and job fairs.
- Provide regulatory guidance on Title 5/Title 10 civilian personnel rules, hiring authorities, and merit system principles.
- Support the civilian recruitment pipeline: draft justifications for vacancies, build Requests for Personnel Action (RPAs), create Core Personnel Documents (CPDs/position descriptions), process Manpower Change Requests (MCRs), and coordinate security clearance waivers.
- Prepare and process specialized civilian manpower packages, including Reimbursable positions, Superior Qualifications Appointments (SQA), By-Name-Requests, and Position Designation determinations.
- Coordinate recruit-fill actions in strict compliance with Center policies and Air Force Personnel Center (AFPC) operating procedures.
Requirements
- U.S. citizenship with the ability to obtain and maintain an Active Secret Clearance is required.
- Must hold 2–7+ years of experience in military/DoW human resource management, military personnel flights (MPF), manpower administration, or DoW workforce development programs.
- DoW/AF Systems Knowledge: Direct working familiarity with Air Force or Space Force personnel tools and structures (e.g., UMD, UPMR, AFPC hiring workflows, RPA processing via myPers/myFSS or equivalent civilian personnel tracking software).
- Civilian HR Familiarity: Practical experience assisting with federal hiring packages (RPAs, position descriptions/CPDs, justification memos, and qualification determinations).
- Acquisition & Training Frameworks: Demonstrated familiarity with DAU/APDP requirements, DAWIA certification tracks, and workforce development documentation (IDPs, CFETPs).
- Communication: High-level written and verbal communication skills; demonstrated experience drafting executive packages, staff summaries, and data-backed briefings for leadership.
Preferred Qualifications
- Prior experience supporting a major acquisition center (e.g., Space Systems Center [SSC], Air Force Materiel Command [AFMC], or Life Cycle Management Center [AFLCMC]).
- Direct familiarity supporting Functional Home Offices (such as PK, EN/EM, or PM).
- Bachelor’s Degree in Human Resources, Public Administration, Business Administration, or an education-related field or Work experience is a suitable substitute.
Salary Range: $150,000- 175,000k annually. Actual compensation will be determined based on the selected candidate's experience, education, certifications, skills, and overall qualifications.
Benefits
- Health Care Plan (Medical, Dental & Vision)
- Retirement Plan (401k, IRA)
- Life Insurance (Basic, Voluntary & AD&D)
- Paid Time Off (Vacation, Sick & Public Holidays)
- Family Leave (Maternity, Paternity)
- Short Term & Long Term Disability
- Training & Development
Skills Required
- U.S. citizenship
- Ability to obtain and maintain an active Secret clearance
- 2-7+ years of experience in military or DoD human resource management, military personnel flights, manpower administration, or DoD workforce development programs
- Working familiarity with Air Force or Space Force personnel tools and structures, including UMD, UPMR, AFPC hiring workflows, and RPA processing through myPers, myFSS, or equivalent software
- Practical experience assisting with federal hiring packages, including RPAs, position descriptions or CPDs, justification memos, and qualification determinations
- Familiarity with DAU or APDP requirements, DAWIA certification tracks, and workforce development documentation such as IDPs and CFETPs
- High-level written and verbal communication skills
- Experience drafting executive packages, staff summaries, and data-backed leadership briefings
- Experience supporting a major acquisition center such as SSC, AFMC, or AFLCMC
- Familiarity supporting Functional Home Offices such as PK, EN/EM, or PM
- Bachelor's degree in Human Resources, Public Administration, Business Administration, or an education-related field
- Active Secret clearance
Credence Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Credence and has not been reviewed or approved by Credence.
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Fair & Transparent Compensation — Pay is considered competitive or better than average across many roles, with multiple examples describing excellent pay and competitive salaries. Additional cash elements such as bonuses appear alongside base pay.
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Healthcare Strength — Benefits include comprehensive medical, dental, and vision coverage, supported by HSAs/FSAs and a TRICARE supplement. Employer-paid life and disability coverage further strengthen the protection package.
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Leave & Time Off Breadth — Time off includes flexible PTO and a broad holiday schedule aligned to federal holidays. Additional leave types such as military and bereavement leave are available.
Credence Insights
What We Do
Credence provides innovative technology, health, international development, engineering, and management solutions to support mission-critical programs for Federal government customers. We are one of the nation’s largest privately held government contractors. Our ability to perform exceptionally to implement new solutions, efficiencies, and savings across 220 U.S. Government programs is due to our obsession with exceeding customer expectations and our emphasis on employee wellbeing—best exemplified by our corporate philosophy: “One Measure of Success. Yours.” WHY WORK WITH CREDENCE? We are consistently rated as a Top Workplace and are proud to be one of the fastest growing privately held firms in the U.S. over the last decade. Credence treats each customer, teaming partner, and employee as a trusted partner whom we serve. We ensure successful outcomes by focusing on the measure of success that we consider to be most important—Yours. WHY WORK FOR CREDENCE? We are a diverse, enthusiastic team of professionals who are dedicated to providing exceptional service to our customers. Our culture is focused on employee empowerment, recognition, and reward, and each person is encouraged to take initiative and strive to reach their greatest potential. HOW CREDENCE GIVES BACK: We believe in giving back to the communities in which we live and work through corporate charitable events, support for employee volunteering, and a 100% corporate match for employee charitable giving.
