Human Resources Information Systems Requirements Manager, S1A

Are you an HR innovator who also speaks the language of Financial Management? Do you understand the critical, behind-the-scenes link between a personnel transaction, a Guardian’s pay, and overarching audit compliance? We are seeking a highly specialized Human Resources Specialist (Information Systems) to join the Department of the Space Force’s most advanced HR IT team. As a key player, you will be on the front lines of managing HR IT system requirements, specifically ensuring that our HR modernization efforts seamlessly align with strict Financial Management Regulations (FMR) and audit readiness standards. Your daily mission will involve analyzing, evaluating, and prioritizing HR IT requirements, with a sharp eye on how system workflows impact military pay and financial compliance. You will coordinate with stakeholders and developers to deliver new capabilities, troubleshoot complex system issues, and serve as the crucial bridge between HR policies, financial outcomes, and technical solutions. If you are a problem-solver who thrives at the intersection of HR, finance, and cutting-edge technology, this is the perfect role to advance your career!, * Employee must be able to obtain and maintain a secret security appropriate security clearance.

• May be required to travel by military or commercial aircraft in the performance of TDY assignments.
• Eligible for situational telework only, including Emergency and OPM prescribed “Unscheduled Telework”.
• Subject to Temporary Duty Assignment (TDY): Approximately 20 days per year.
• Relocation is not authorized. Incentive is not authorized.
• This position will close after 5 business days or 75 applications, whichever comes first.
• Information Assurance Certification is a condition of employment (IA Management Level II). This position includes information assurance (IA) work as a paramount duty requirement.

The 0201 series does not have an individual occupational requirement that must be met. You can view the experience level requirements . Please scroll down to the 3rd section titled Administrative and Management Positions.

The ideal candidate is a dual-threat expert in both Human Resources and DoW Financial Management (FM). They possess a deep, practical understanding of how personnel transactions directly impact military pay, entitlements, and allowances. Most importantly, they are well-versed in Financial Improvement and Audit Readiness (FIAR) guidelines and understand how HR system architectures must be designed to ensure strict FM audit compliance. A Bachelor’s or Master’s degree in Human Resources, Finance, Accounting, or Management Information Systems is highly desirable, supplemented by a DoD FM Certification (Level 2 or 3) or a Certified Defense Financial Manager (CDFM) credential. The candidate must be proficient in translating complex HR and financial policies into Agile software development requirements (Epics, Features, User Stories) for IT system lifecycles. Hands-on experience with enterprise-level Defense HR or Financial systems is critical.

Key Skills and Abilities:

1. Expert technical knowledge of, and skill in applying, advanced Space Force personnel principles, concepts, methods, and practices; engineering concepts; and Space Force personnel management information systems concepts and methods and their interrelationships.
2. Expert knowledge of the theories, principles, practices, and techniques of personnel systems administration and overall knowledge of the objectives, principles, and procedures of HR management. 3. Sound understanding of personnel data systems including available software, equipment configurations and products under development and existing personnel systems.
3. Ability to apply computer system and Human Resource knowledge to situations requiring cause and effect analysis.
4. Ability to communicate effectively, both orally and in writing. Must also be able to work and maintain effective relationships with others.
5. High degree of analytical ability to effectively analyze changes in legislation and policies and determine the impact on existing personnel functions, processes, and actions.