Lead Industrial-Organizational Psychologist - DoD​/DCSA | VA with Security Clearance

Position Title:

Industrial-Organizational Psychologist – Strategic Workforce Planning and Analytics Lead

Company:
Strategic Technology Institute, Inc. (STi)

Location:

Quantico, VA (Primarily on-site at DCSA Headquarters; limited telework may be authorized)

Anticipated

Start Date:

30 September 2026

Clearance:
Active Secret clearance required at time of proposal submission EMPLOYMENT NOTE -

• Full-time position 90contingent upon contract award and final staffing approval. STi is actively identifying highly qualified, cleared candidates for proposal staffing and rapid post-award onboarding.
• Period of Performance: 30 September 2026 – 30 March 2031, inclusive of option periods. Dates are subject to adjustment based on task-order award. POSITION OVERVIEW -

STi is seeking an Industrial-Organizational Psychologist to serve as the Strategic Workforce Planning and Analytics Lead supporting the Defense Counterintelligence and Security Agency (DCSA) Human Capital Management Office (HCMO) under the Modernization and Transformation Support Services effort. This key position will lead strategic workforce planning, workforce analytics, organizational assessments, competency management, employee-survey analysis, and development of workforce data products that support DCSA’s evolving mission.

The position will work with organizational leaders and human capital stakeholders to translate workforce data into actionable planning and workforce-shaping recommendations. The ideal candidate combines expert knowledge of industrial-organizational psychology with strategic workforce planning, people analytics, executive facilitation, change management, and Federal human capital experience.

Responsibilities Include

• Lead strategic workforce planning activities, including development of annual workforce-planning documentation, workforce and succession-management plans, and supporting methodologies.
• Plan and facilitate workforce-planning meetings with organizational leaders, chiefs of staff, and human capital stakeholders.
• Conduct workforce competency and gap assessments and support maintenance of the agency’s competency library.
• Lead analysis of workforce needs, capability gaps, staffing trends, succession risks, and workforce-shaping opportunities.
• Develop analytic reports in response to human capital information requests, leadership inquiries, and oversight data calls.
• Design methods to query, extract, mine, analyze, and visualize information from human capital data sources.
• Trace reporting requirements to human capital business processes and document data relationships to improve fidelity and consistency.
• Develop workforce dashboards and visualizations illustrating trends, insights, gaps, and forecasting models for a centralized People Analytics portal.
• Support the development, analysis, and reporting of the Federal Employee Viewpoint Survey, Exit Survey, New Hire Survey, and other employee surveys.
• Review survey questions, instructions, methodologies, analyses, and final products and recommend improvements before publication.
• Develop workforce-shaping communications, informational briefings, decision papers, reports, job aids, and executive-ready recommendations.
• Benchmark workforce and human capital practices across DoD, Intelligence Community, Federal, and industry organizations.
• Serve as a forward-leaning change agent supporting HCMO transition, transformation, and process-modernization initiatives.

U.S. Citizenship required. Active Secret clearance required at time of proposal submission and must be maintained throughout contract performance.

• Bachelor’s degree or higher in industrial-organizational psychology, organizational psychology, behavioral science, human capital, organizational development, data analytics, statistics, or a related discipline
• Expert knowledge of industrial-organizational psychology principles and best practices
• Demonstrated experience leading strategic workforce planning, workforce shaping, succession planning, competency modeling, or workforce gap assessments
• Experience designing and producing human capital analytics, workforce reports, dashboards, data…