Army · 79V
Your Retention and Transition NCO experience maps to civilian jobs like Human Resources Specialists—and well beyond. Explore the specific roles below, see what each pays and requires, and build from there.
These are the civilian jobs the U.S. Department of Labor maps to 79V, plus the roles most closely related to them—ordered from the closest match. Think of them as a floor, not a ceiling: see what each role involves and pays, start where your Retention and Transition NCO experience already fits, and build toward the rest.
$67,650/yr mediantypical $43k–$122k~896K U.S. jobs
★ Bright Outlook — Rapid growth; many openings
Typical entry: Bachelor’s degree typically expected
Recruit, screen, interview, or place individuals within an organization.
Why it fits: A direct Department of Labor match—your Retention and Transition NCO work maps straight onto the business & financial operations side of this role.
$47,710/yr mediantypical $34k–$64k~101K U.S. jobs
Typical entry: Associate degree, apprenticeship, or vocational training
Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and date of and reason for…
Why it fits: Closely related to your Retention and Transition NCO occupations on the administration & operations support side—a natural next step.
$136,350/yr median~201K U.S. jobs
★ Bright Outlook — Rapid growth
Typical entry: Bachelor’s degree typically expected
Plan, direct, or coordinate human resources activities and staff of an organization.
Why it fits: Closely related to your Retention and Transition NCO occupations on the management & project leadership side—a natural next step.
$50,270/yr mediantypical $37k–$68k~150K U.S. jobs
Typical entry: Associate degree, apprenticeship, or vocational training
Determine eligibility of persons applying to receive assistance from government programs and agency resources, such as welfare, unemployment benefits, social security, and public housing.
Why it fits: Closely related to your Retention and Transition NCO occupations on the administration & operations support side—a natural next step.
$74,530/yr mediantypical $46k–$127k~100K U.S. jobs
★ Bright Outlook — Rapid growth
Typical entry: Bachelor’s degree typically expected
Conduct programs of compensation and benefits and job analysis for employer.
Why it fits: Closely related to your Retention and Transition NCO occupations on the business & financial operations side—a natural next step.
$63,450/yr mediantypical $41k–$100k~1.5M U.S. jobs
★ Bright Outlook — many openings
Typical entry: Associate degree, apprenticeship, or vocational training
Directly supervise and coordinate the activities of clerical and administrative support workers.
Why it fits: Closely related to your Retention and Transition NCO occupations on the administration & operations support side—a natural next step.
$125,040/yr mediantypical $73k–$220k~42K U.S. jobs
★ Bright Outlook — Rapid growth
Typical entry: Bachelor’s degree typically expected
Plan, direct, or coordinate the training and development activities and staff of an organization.
Why it fits: Closely related to your Retention and Transition NCO occupations on the management & project leadership side—a natural next step.
Source: O*NET / DMDC Military Crosswalk and O*NET related-occupations data, August 2024. Pay is BLS OEWS (May 2023).
Use the level that reflects what you actually did—not rank alone. Two people with the same code and very different experience should not submit the same résumé.
Lead with hands-on tasks, tools, equipment, qualifications, safety discipline, and the conditions in which you performed. Do not inflate supervisory scope.
Add team leadership, training, inspections, work allocation, quality control, readiness, and the people or assets you directly supervised.
Emphasize multi-team operations, schedules, resource forecasting, safety systems, policy enforcement, advising leaders, and organization-level results.
A translated title isn't enough. These four moves turn Retention and Transition NCO experience into evidence a civilian hiring manager can act on.
List the systems, vehicles, equipment, and tools you personally operated as Retention and Transition NCO—plus qualifications, certifications, and the recurring high-stakes tasks you owned.
Soldiers led, dollar value of equipment you were accountable for, workload, readiness rates, and safety or quality outcomes. Scope beats adjectives.
For any target role, name the license, degree, or software it requires and start now—your GI Bill and credentialing assistance can cover most of it.
Recruiters rarely search “79V.” Search job boards by the equipment, skills, and outcomes above as much as by “Retention and Transition NCO.”
You don't have to make this jump alone. These programs exist specifically to move service members into civilian careers—most are free, and several pay you while you train.
Train or intern with a civilian employer during your last ~180 days on active duty—at full military pay.
Earn a paycheck while you train for a trade or technical role; USMAP can credit the military training you already have.
Corporate fellowships and hiring events that place transitioning service members and military spouses.
Free career training and nationally recognized certifications for service members, veterans, and spouses.
VA-funded high-tech training (IT, cyber, data, software) that does not touch your GI Bill entitlement.
Free local career centers plus certification and state-by-state license finders for any field.
How to use this: Treat these as targets, not limits. Your exact duties depend on your assignments, so lead with what you actually did—and remember that regulated careers require their own license, certification, or degree.