Defense Human Resources Activity (DHRA): A Guide for New Government Contractors

Understanding DHRA

What is DHRA?

The Defense Human Resources Activity (DHRA) is a Department of Defense (DoD) entity responsible for delivering innovative and effective human resources solutions to support military personnel, civilian employees, and their families. DHRA oversees programs and services related to recruitment, training, benefits, personnel policy, and workforce development across the DoD.

Key Areas of Focus:

  • Personnel and Readiness Programs: Managing policies related to recruitment, education, training, and career development.
  • Defense Enrollment Eligibility Reporting System (DEERS): Maintaining personnel records and verifying benefits eligibility.
  • Common Access Card (CAC) Program: Overseeing secure identification credentials for military and civilian personnel.
  • Employer Support of the Guard and Reserve (ESGR): Providing resources and advocacy for reservists and their civilian employers.
  • Defense Civilian Personnel Advisory Service (DCPAS): Managing civilian human resources policies and workforce planning.
  • Sexual Assault Prevention and Response (SAPR) Program: Leading DoD-wide initiatives to combat sexual harassment and assault.
  • Defense Language and National Security Education Office (DLNSEO): Supporting language training and cultural education for military personnel.
  • Wounded Warrior and Transition Assistance Programs: Providing career support and rehabilitation services for injured service members.

Mission and Goals

DHRA’s mission is to enhance DoD workforce readiness and operational effectiveness by managing personnel policies, benefits programs, and human resource services. The agency’s goals include:

  • Optimizing Military and Civilian Workforce Management: Developing policies to improve talent acquisition, career development, and workforce retention.
  • Ensuring Secure and Efficient Personnel Systems: Managing DEERS, CAC, and other critical HR databases.
  • Enhancing Military Readiness and Support Programs: Strengthening language training, transition assistance, and family support programs.
  • Promoting Equal Opportunity and Inclusion: Supporting initiatives like SAPR and workforce diversity programs.

DHRA Organization

DHRA operates through multiple sub-agencies and offices, each responsible for specific human resource functions. Key components include:

  • Defense Manpower Data Center (DMDC): Manages personnel records, benefits verification, and identity management.
  • Defense Civilian Personnel Advisory Service (DCPAS): Oversees civilian HR policies, workforce analytics, and hiring strategies.
  • Employer Support of the Guard and Reserve (ESGR): Ensures employment protections for reserve and National Guard members.
  • Defense Language and National Security Education Office (DLNSEO): Supports foreign language training and cultural education.
  • Sexual Assault Prevention and Response Office (SAPRO): Leads DoD’s response to sexual harassment and assault cases.

DHRA collaborates with the Office of the Under Secretary of Defense for Personnel and Readiness (OUSD P&R) to align HR policies with broader DoD strategies.

Advancing Your Career as a Contractor with DHRA

Helpful Tips for HR, IT, and Training Contractors:

  • Understand DHRA’s Mission and Priorities: Align your services with DHRA’s focus on workforce optimization, training, and personnel readiness.
  • Stay Compliant with DoD Regulations: Ensure adherence to Federal Acquisition Regulations (FAR), Defense Federal Acquisition Regulation Supplement (DFARS), and cybersecurity frameworks like RMF and FedRAMP.
  • Master DHRA Systems and Technologies: Familiarize yourself with DEERS, CAC systems, HR analytics platforms, and military personnel management software.
  • Cybersecurity and Data Protection: Contractors working on HR databases should prioritize data security, encryption, and compliance with DoD identity management protocols.
  • Effective Communication and Collaboration: Work closely with HR officials, military personnel, and IT teams to develop solutions that improve workforce management.
  • Continuous Learning and Professional Development: Stay updated on emerging HR technologies, workforce analytics, and policy changes impacting DHRA.
  • Networking and Market Research: Engage in DoD industry days, federal HR conferences, and workforce development forums to identify contracting opportunities.
  • Focus on User-Centered HR Solutions: Whether in software development, training, or HR policy consulting, contractors should prioritize efficiency, accessibility, and compliance.
  • Maintain Accurate Documentation: Ensure meticulous records of contracts, compliance audits, and system integrations for accountability and contract renewals.

Helpful Links: