{"id":3959824,"url":"https://alion.io/job/amentum-talent-acquisition-workforce-programs-specialist","title":"Talent Acquisition & Workforce Programs Specialist","company":{"id":14861,"name":"Amentum","domain":"amentum.com","url":"https://alion.io/company/amentum","size_band":"5000+","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"B","score":82,"open_postings":445,"ghost_share":0,"stale_share":0.939,"repost_share":0,"time_to_fill_p50_days":18,"computed_at":"2026-11-09T06:03:00Z"}},"role":"HR","role_family":"HR","seniority":"middle","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Hampton, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":null,"experience_years_min":3,"visa_sponsorship":false,"relocation_package":false,"has_equity":true,"technologies":[{"name":"Microsoft Office","optional":false},{"name":"Microsoft Project","optional":false},{"name":"Outlook","optional":false}],"status":"live","first_seen_at":"2026-11-05T00:00:00Z","employer_posted_date":"2026-11-05","last_verified_at":"2026-11-09T10:54:14Z","board_verified":true,"closed_at":null,"days_open":4,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":4},"description":"The Talent Acquisition & Workforce Programs Specialist is responsible for supporting talent acquisition, workforce planning, employee development initiatives, and strategic talent programs across the organization. This role serves as a key partner to management by attracting, engaging, and retaining talent while supporting workforce initiatives that enhance employee experience, organizational effectiveness, and business performance.\nThe position provides end-to-end recruitment support for assigned openings while also leading internship programs, talent pipeline development, employee career mobility initiatives, workforce analytics, and strategic HR projects. The successful candidate will balance recruiting responsibilities with broader talent management and workforce development efforts to ensure the organization maintains a highly qualified and engaged workforce.\nThe successful candidate will join the Human Resources (HR) team to support the Center Maintenance, Operations, and Engineering Contract (CMOE) located at NASA Langley Research Center. This position reports directly to the HR Manager.\nNASA enforces REAL ID requirements for all visitors and badge holders. Please visit www.dhs.gov/real-id to view a list of compliant documents.\nAll safety policies and procedures must be followed.\nResponsibilities\nTalent Acquisition & Workforce Planning\nDevelop and execute recruiting strategies to attract qualified candidates for professional, technical, administrative, union, and SCA-covered positions.\nResearch and recommend innovative sourcing methods to identify active and passive candidate talent pools.\nUtilize job boards, social media, networking groups, community partnerships, and recruiting technologies to source and engage candidates.\nSource, screen, and evaluate candidates for open positions, ensuring alignment with business requirements and organizational culture.\nConduct phone screens, interviews, and candidate assessments.\nPartner with hiring managers to understand staffing requirements, workforce challenges, and future hiring needs.\nBuild and maintain talent pipelines for critical and hard-to-fill positions.\nLead recruiting efforts for aged requisitions, high-volume hiring initiatives, and specialized workforce projects.\nAttend and coordinate participation in career fairs, recruiting events, workforce development initiatives, and community outreach activities.\nSupport workforce forecasting and succession planning activities by identifying talent trends and future staffing requirements.\nTalent Programs & Employee Development\nAdminister and coordinate the annual internship, co-op, and early career development programs.\nSupport employee career mobility, self-promotion opportunities, and internal talent movement initiatives.\nAssist with onboarding and employee integration activities to improve retention and engagement.\nCoordinate talent development programs, leadership development initiatives, and employee training opportunities.\nParticipate in employee engagement, retention, recognition, and workforce wellness initiatives.\nSupport organizational efforts related to succession planning and workforce capability development.\nPartner with leaders to identify workforce development needs and recommend appropriate solutions.\nHR Operations & Compliance\nMaintain recruiting, workforce, and talent management documentation within ATS, HRIS, and other systems.\nEnsure compliance with applicable employment laws and regulations, including Title VII, ADA, FLSA, SCA, affirmative action requirements, and federal, state, and local employment regulations.\nProvide guidance to managers and employees regarding recruiting processes, talent programs, and workforce policies.\nPrepare and analyze workforce metrics including recruiting effectiveness, time-to-fill, retention trends, turnover analysis, and talent pipeline activity.\nGenerate reports and dashboards for HR leadership, senior management, government contracts, and client requirements.\nSupport ISO documentation management, audits, and process improvement initiatives.\nCoordinate recruiting activities with corporate Talent Acquisition and Human Resources teams.\nLead bi-weekly staffing and workforce planning meetings with business leaders.\nParticipate in HR and Talent Acquisition projects, training sessions, and continuous improvement initiatives.\nPerform other related duties as assigned.\nQualifications\nRequired:\nU.S. Citizenship required.\nBachelor's degree in Human Resources, Business Administration, Organizational Development, or related field from an accredited college or university.\nMinimum 3-5 years of progressive experience in talent acquisition, human resources, workforce planning, employee development, or related talent management functions. Additional relevant education may be substituted for progressive experience.\nExperience supporting recruitment activities from sourcing through onboarding.\nStrong working knowledge of employment laws and regulations.\nAdvanced proficiency in Microsoft Office Suite, including Excel, Word, PowerPoint, and Forms.\nStrong analytical, organizational, communication, and relationship-building skills.\nAbility to manage multiple priorities in a fast-paced environment.\nPreferred:\nExperience with Workday, ATS, HRIS, and reporting systems.\nExperience in government contracting, aerospace, defense, or technical recruiting environments.\nExperience supporting unionized workforces and Service Contract Act (SCA) positions.\nExperience administering internship, early career, employee development, or workforce planning programs.\nSHRM-CP, SHRM-SCP, PHR, or equivalent HR certification preferred.\nEssential Functions\nWork Environment:\nOffice environment. (95%)\nMay be exposed to areas of high noise levels, hazardous propellants, explosives, chemicals, and industrial facilities. (\nTravel between offices and various facilities is required. (\nPhysical Requirements:\nAppropriate PPE and training will be provided for all conditions.\nEquipment and Machines:\nStandard office equipment (PC, telephone, fax, copier, etc.) (100%)\nSoftware-Microsoft Office Suite (Word, Excel, Outlook) and Microsoft Project (100%)\nSafety and Personal Protective Equipment (10%)\nAttendance:\nRegular attendance mandatory (100%)\nOvertime/work outside normal schedule required (\nTravel required (\nOther Essential Functions:\nU.S. Citizenship required. \nValid Real ID compliant identification - www.dhs.gov/real-id\nA valid driver’s license is required.\n Must be able to obtain and maintain a security clearance.\nMust be able to work in a team atmosphere.\nMust put forward professional behavior that enhances productivity and promotes teamwork and cooperation.\nGrooming and dress must be appropriate for the position and must not impose a safety/risk hazard to the employee or others.\nThe work environment requires the ability to cooperate and work with individuals at all levels of the company and the client organization.\nEmployees will exercise diligence when developing a Safe Plan of Action (SPA) for each task performed. Your SPA is a Company provided tool to be used for the prevention of incidents, accidents, and injuries; as such, it is the most important tool that you are required to use.\nCompensation Details:\n$65,000.00The compensation range or hourly rate listed for this position is provided as a good-faith estimate of what the company intends to offer for this role at the time this posting was issued. Actual compensation may vary based on factors such as job responsibilities, education, experience, skills, internal equity, market data, applicable collective bargaining agreements, and relevant laws.\nBenefits Overview:\nOur health and welfare benefits are designed to support you and your priorities. Offerings include:\nHealth, dental, and vision insurance\n\nPaid time off and holidays\n\nRetirement benefits (including 401(k) matching)\n\nEducational reimbursement\n\nParental leave\n\nEmployee stock purchase plan\n\nTax-saving options\n\nDisability and life insurance\n\nPet insurance\n\nNote: Benefits may vary based on employment type, location, and applicable agreements. Positions governed by a Collective Bargaining Agreement (CBA), the McNamara-O'Hara Service Contract Act (SCA), or other employment contracts may include different provisions/benefits.\nOriginal Posting:\n11/05/2026 - Until FilledAmentum anticipates this job requisition will remain open for at least three days, with a closing date no earlier than three days after the original posting. This timeline may change based on business needs.\nAmentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, sex, sexual orientation, pregnancy (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, ancestry, United States military or veteran status, color, religion, creed, marital or domestic partner status, medical condition, genetic information, national origin, citizenship status, low-income status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. 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