EQUAL EMPLOYMENT OPPORTUNITY SPECIALIST

Naval Intelligence Activity; Maryland; On-site; USD 85,000 - 105,000; Full time

Job summary

NAVAL INTELLIGENCE ACTIVITY in the Chief Human Capital Office seeks an Equal Employment Opportunity Specialist to lead the federal-sector discrimination case workflow and provide expert guidance to leadership. The role requires at least one year of specialized experience at GS-12 or equivalent, strong skills in reporting, data tracking, and drafting legally defensible decisions, with MD-110 familiarity.

The position offers a challenging environment with opportunities to ensure compliance and

Qualifications

• One year of specialized experience equivalent to GG/GS-12 performing duties in EEO compliance.
• Expert technical advice on complex EEO frameworks, systemic barriers, and dispute resolution.
• Managing the federal sector discrimination complaints process under MD-110.
• Inputting data, tracking processing timelines, and maintaining compliance metrics across databases.

Responsibilities

• Review informal counseling reports, evaluating claims, and drafting Accept/Dismiss letters and FADs.
• Provide expert technical advice to leadership, managers, and counsel on EEO frameworks and dispute resolution.
• Manage the MD-110 federal discrimination complaints process end-to-end.
• Input data, track timelines, and maintain metrics across multiple databases.

Skills

EEO compliance

Data tracking

Legal communications

Job description

You will serve as an Equal Employment Opportunity Specialist in the Chief Human Capital Office of NAVAL INTELLIGENCE ACTIVITY.

Your resume must demonstrate one year of specialized experience equivalent to the next lower grade level (GG/GS-12) or pay band in the federal service, or equivalent experience in the private or public sector performing duties that include the following:

• Reviewing informal counseling reports, evaluating claims, and drafting legally defensible Accept/Dismiss letters and Final Agency Decisions (FADs);
• Providing expert technical advice to executive leadership, hiring managers, and legal counsel on complex EEO compliance frameworks, systemic barriers, and workplace dispute resolutions;
• Managing the end-to-end statutory federal sector discrimination complaints process under the EEOC Management Directive 110 (MD-110);
• Inputting data, tracking processing timelines, and maintaining compliance reporting metrics utilizing multiple databases.

Additional qualification information can be found from the following Office of Personnel Management website: https://www.opm.gov/policy-data-oversight/classification-qualifications/general-schedule-qualification-standards/#url=List-by-Occupational-Series

Additional qualification information can be found from the following DON DCIPS policy website: https://www.secnav.navy.mil/doni/Naval%20Intelligence%20Activity/Chapter%205%20-%20Employment%20and%20Placement.pdf