Why dod 8570 certification matters more than you think for chief human resources officers

Understanding dod 8570 certification from a chief human resources officer perspective

The real meaning of DoD 8570 for HR leaders

For a chief human resources officer working with defense, government, or defense contractor organizations, DoD 8570 is not just a technical rule. It is a workforce architecture that defines who is allowed to touch which systems, at what level of security, and under which certification requirements. The directive shapes job design, talent pipelines, pay structures, and even succession planning for security leadership roles.

DoD 8570 (and its successor framework DoD 8140) sets mandatory requirements for information assurance and cybersecurity roles across the Department of Defense and related entities. It maps specific certifications to specific job categories and levels. That means your ability to staff critical systems security and network defense functions depends directly on how well you understand this framework.

From a CHRO perspective, the key shift is this : cybersecurity capability is no longer just an IT concern. It is a regulated talent requirement that affects the entire workforce strategy, from recruiting and training to compliance and risk management.

How the DoD 8570 structure actually works

The directive organizes cybersecurity and information assurance roles into categories and levels. The most common for HR teams are :

• IAT (Information Assurance Technical) – hands on technical roles working on the computing environment, systems, and network infrastructure.
• IAM (Information Assurance Management) – management and oversight roles responsible for security leadership, policy, and risk decisions.

Each category is then split into levels (I, II, III). For example :

• IAT Level I – entry level technical security roles, often focused on basic systems security tasks.
• IAT Level II – mid level technical roles, typically responsible for more complex system and network defense functions.
• IAT Level III – senior technical experts who secure enterprise systems and enclave environments.
• IAM Level I – first line security management, often supervising small teams or specific systems.
• IAM Level II – mid level security leadership, responsible for broader system or network domains.
• IAM Level III – senior leaders accountable for enterprise wide cybersecurity and defense posture.

Each level has defined certification requirements. If a role is classified as IAT Level II, for example, the person in that role must hold one of the approved certifications for that level. This is not optional. It is a compliance obligation under the DoD directive.

Which certifications matter under DoD 8570

DoD 8570 recognizes a set of industry certifications that qualify someone to perform specific security functions. For HR leaders, the most visible names include :

• CompTIA Security+ – widely used for IAT Level I and Level II roles, often a baseline for entry into the cybersecurity workforce.
• CISSP and CISSP Associate (from ISC) – common for IAM Level II and Level III, and some IAT Level III positions, signaling advanced systems security and security leadership capability.
• GIAC certifications (for example, GIAC Security Administrator, GIAC Certified Incident Handler) – used across several IAT and IAM levels for specialized systems and network defense skills.
• CCNA Security – often mapped to technical roles focused on network security and computing environment protection.

These certifications are not interchangeable from a compliance standpoint. A GIAC certified professional may qualify for one level, while a CISSP or ISC certified professional may be required for another. The directive specifies which certifications align with which IAT level or IAM level, and at which level III responsibilities begin to apply.

For HR, this means job descriptions, requisitions, and promotion criteria must explicitly reference the correct certification requirements. A generic “security professional” profile is not enough when the role is tied to a specific IAT or IAM level under the DoD directive.

Why DoD 8570 is a talent and capability framework, not just a rule

When you look beyond the technical language, DoD 8570 is effectively a structured capability model for the cybersecurity workforce. It defines :

• Which roles are responsible for which systems and enclave environments.
• What level of training and certification is required to operate in each computing environment.
• How technical and management tracks (IAT vs IAM) progress from entry level to level III leadership.

This has direct implications for how you design career paths and internal mobility. An employee might start in an IAT Level I role with CompTIA Security+, move to IAT Level II with a GIAC security certification, and later transition into IAM Level I or Level II with CISSP or a related ISC certified credential. The directive gives you a ready made scaffold for structured development, which becomes important when you start building internal learning paths and succession plans around certified systems and security leadership roles.

It also influences how you think about pay equity and market competitiveness. Certified professionals with IAT Level III or IAM Level III qualifications are in short supply and high demand. Understanding the certification ladder helps you benchmark compensation and retention strategies more accurately.

The HR lens on certification, training, and workforce planning

Because DoD 8570 is so tightly linked to certification, it can be tempting to treat it as a box ticking exercise. From a CHRO standpoint, that is risky. The real value comes when you integrate certification, training, and workforce planning into a coherent strategy.

Some practical questions HR leaders need to answer :

• Which roles in our organization are formally mapped to IAT or IAM levels, and are those mappings current with the latest DoD directive updates ?
• How many of our current employees in those roles are already certified, and at which level ?
• Where are our gaps in certified professionals, especially in critical systems security or network defense functions ?
• What is our plan to fund and schedule training so employees can obtain and maintain required certifications without disrupting operations ?

This is where HR’s experience with professional development and credential management becomes a strategic asset. The same discipline used to manage leadership development or project management certifications can be applied here, but with higher stakes because noncompliance can affect contracts, audits, and mission readiness.

If you are new to building certification based talent strategies, it can help to look at how other professional credentials are integrated into HR career frameworks. For example, understanding how to choose between different project management certifications for HR leaders, as discussed in this guide on selecting the right certification path for a CHRO career, can offer a useful parallel when you start mapping cybersecurity certifications to roles.

Why CHROs cannot delegate DoD 8570 understanding to IT alone

It is common for organizations to assume that IT or security teams will “handle” DoD 8570. In practice, they can interpret the technical requirements, but they cannot redesign job families, adjust workforce planning, or negotiate with external partners on talent supply. That is HR’s domain.

When HR leaders understand the structure of IAT and IAM levels, the role of certifications like CISSP, GIAC, and CompTIA Security+, and the way these map to systems and enclave environments, they can :

• Align job architecture with the directive so every security function has a clear level and certification path.
• Anticipate talent shortages in certified systems and network roles before they become compliance issues.
• Design training and development programs that move employees from uncertified to certified status in a planned way.
• Support security leadership in building a resilient cybersecurity workforce that meets both operational and regulatory demands.

In other words, understanding DoD 8570 is not about turning HR into security experts. It is about enabling HR to be an informed partner in building and sustaining a compliant, capable cybersecurity workforce that can protect critical systems and support the organization’s defense mission.

How dod 8570 certification reshapes talent strategy and workforce planning

Translating DoD 8570 into workforce strategy

From a chief human resources officer perspective, DoD 8570 is not just a technical framework. It is a set of clear, enforceable certification requirements that directly shape how you design your talent strategy, workforce planning, and long term capability building in cybersecurity and defense related roles.

The directive defines which certifications are required for specific information assurance functions and security responsibilities. That means every role tied to information systems, networks, and enclave environments comes with a predefined skills and certification roadmap. For HR leaders, this turns what is often a vague “cybersecurity profile” into a structured, auditable set of expectations.

According to the U.S. Department of Defense, DoD 8570 (and its successor DoD 8140) establishes baseline qualifications for personnel who perform information assurance functions on DoD information systems and computing environments. This includes IAT (Information Assurance Technical) and IAM (Information Assurance Management) levels, as well as other categories of security professionals who support systems security and defense missions.

Aligning roles with IAT and IAM levels

One of the most practical impacts of DoD 8570 on talent strategy is the way it organizes roles into IAT and IAM levels. Each level has specific certification requirements and is tied to the sensitivity and complexity of the systems and networks being supported.

• IAT level I, II, III focus on technical roles that implement and maintain security in the computing environment and enclave environment.
• IAM level I, II, III focus on management and security leadership roles that oversee systems security, policy, and risk.

For each level IAT or level IAM, the directive lists acceptable certifications. These include options such as CompTIA Security, CCNA Security, GIAC Security certifications, and advanced credentials like CISSP or CISSP Associate. GIAC Certified and ISC Certified professionals are mapped to specific levels depending on the depth and scope of their expertise.

For workforce planning, this gives you a ready made structure:

• Define job families and career paths around IAT and IAM levels.
• Standardize job descriptions using the same language as the DoD directive.
• Align pay bands and progression with certification milestones and level advancement.

This alignment reduces ambiguity for both hiring managers and candidates. It also supports consistent evaluation of internal mobility, succession planning, and readiness for higher responsibility roles in cybersecurity and defense functions.

Using certification requirements to shape talent pipelines

Because DoD 8570 spells out which certifications are acceptable at each level, it naturally becomes a blueprint for your talent pipeline. Instead of generic “IT security” profiles, you can plan for specific clusters of certified professionals across the organization.

Common certifications that appear in DoD 8570 aligned roles include :

• Entry and intermediate level : CompTIA Security, CCNA Security, and other baseline security certifications that support IAT level I and II roles.
• Advanced technical and leadership level : CISSP, CISSP Associate, GIAC Security certifications, and other advanced credentials that support IAT level III and IAM level II or level III roles.

From a workforce planning standpoint, this allows you to :

• Forecast demand for specific certifications by function, system, and location.
• Design targeted recruitment campaigns for certified systems and network security professionals.
• Build internal training and development programs that move employees from lower to higher levels over time.

It also helps you identify where your current workforce is over concentrated or under represented. For example, you may have enough IAT level I certified professionals but a shortage of IAM level III leaders who can manage complex systems security across multiple enclave environments.

Integrating DoD 8570 into workforce analytics

To make DoD 8570 truly strategic, CHROs need to embed it into workforce analytics and planning dashboards. This means treating certification status as a core data point, not an afterthought in the HR system.

Key analytics that support better decisions include :

• Coverage by level : Percentage of roles at each IAT level and IAM level that are filled by fully certified professionals.
• Certification gaps : Number of employees in positions that require a specific certification who are not yet certified, and the time to close those gaps.
• Risk concentration : Critical systems or networks that depend on a small number of certified professionals, creating single points of failure.
• Pipeline health : Internal candidates in training who are on track to meet certification requirements for higher level roles.

When these metrics are integrated into regular workforce reviews, DoD 8570 becomes a living part of talent strategy. It informs hiring plans, budget allocations for training, and even decisions about which systems or functions can be expanded or modernized without increasing risk.

Linking training, development, and retention to DoD 8570

DoD 8570 certification requirements also give CHROs a clear foundation for structured learning paths. Instead of ad hoc training, you can design progressive programs that move employees from baseline security knowledge to advanced security leadership.

Typical pathways might look like :

• Early career professionals starting with CompTIA Security or similar entry level certifications to qualify for IAT level I roles.
• Mid career professionals advancing to CCNA Security, GIAC Security, or other specialized certifications to support IAT level II or III responsibilities.
• Future leaders pursuing CISSP, CISSP Associate, or other ISC Certified credentials to qualify for IAM level II or level III positions.

These structured paths are not only about compliance. They are powerful retention tools. Employees see a clear route to becoming certified professionals, with visible milestones and recognition at each level. When combined with tuition support, exam fee reimbursement, and protected time for study, this can significantly improve engagement and reduce turnover in critical cybersecurity roles.

For HR leaders who want to deepen their understanding of how certification based pathways can support broader HR strategy, resources on building certification driven development programs for HR and technical talent can offer useful parallels.

Embedding DoD 8570 into organizational design

Finally, DoD 8570 influences how you design the overall structure of your cybersecurity and defense related workforce. Because the directive is tied to specific systems, networks, and computing environments, it pushes organizations to think in terms of capability clusters rather than isolated roles.

From an organizational design perspective, this can mean :

• Creating dedicated security professional communities of practice around IAT and IAM levels.
• Aligning reporting lines so that certified systems and network experts are grouped in ways that match the risk profile of the systems they protect.
• Ensuring that every critical system and enclave environment has an appropriate mix of IAT and IAM certified professionals, including level III leaders where required.

When the CHRO works closely with security leadership and technology teams, DoD 8570 becomes a shared language. It connects HR, cybersecurity, and operations around a common understanding of what “qualified” means, how to build that capability, and how to sustain it over time.

In practice, this is where workforce planning moves beyond headcount and job titles. It becomes a strategic exercise in aligning people, certifications, and systems security requirements so that the organization can meet its defense and cybersecurity obligations with confidence.

Compliance, risk, and the hidden liabilities in dod 8570 certification

Why dod 8570 noncompliance is a real business risk for HR

From a chief human resources officer perspective, dod 8570 is not just a technical framework. It is a binding dod directive that defines who is allowed to perform specific cybersecurity functions across information assurance technical (iat) and information assurance management (iam) roles. When your workforce does not meet the required certification level, you are not only facing a skills gap. You are also exposed to compliance failures that can directly affect contracts, audits, and mission readiness.

Dod 8570 ties specific roles to specific certification requirements. For example, an iat level ii role in a computing environment or network operations team must be filled by certified professionals who hold an approved security certification such as comptia security, ccna security, or a giac security credential. Similarly, an iam level iii role in systems security leadership may require a cissp, cissp associate, or another isc certified security professional credential. If the person in the seat does not hold the right certification, the organization is technically out of compliance, even if they are highly experienced.

This is where hidden liabilities emerge. A contract may state that all iat level and iam level positions in a given enclave environment or system must be staffed with certified systems security professionals. If audits reveal that some of these positions are filled by staff who are not yet certified, or whose certifications have lapsed, the organization can face findings, penalties, or even loss of work. For a chief human resources officer, this turns what looks like a staffing issue into a direct business risk.

How certification gaps quietly undermine contracts and readiness

On paper, your headcount may look healthy. You might have enough people in every key cybersecurity and defense role. But dod 8570 compliance is about more than numbers. It is about whether each role is mapped to the right iat level or iam level, and whether the person in that role holds an approved certification at the required level.

Consider a few common scenarios that create hidden liabilities :

• Misaligned roles and certifications : A professional is hired into an iat level iii role in systems security but only holds an entry level certification. They may be on a training plan, but until they become fully certified, the role is technically noncompliant.
• Lapsed or expired certifications : A giac certified or isc certified security professional forgets to renew. On the organizational chart, the position looks compliant. In an audit, it is not.
• Unclear mapping of functions : A role description mixes system administration, network operations, and security leadership functions without clearly assigning an iat or iam level. This makes it difficult to prove that dod 8570 requirements are met.
• Contract growth without certification planning : New work is awarded that expands the enclave environment or computing environment, but the workforce plan does not include enough certified professionals at the right levels.

Each of these situations can remain invisible until a dod review, an internal audit, or a customer assessment. By then, remediation is urgent and disruptive. The chief human resources officer is often asked to fix the issue quickly, but the root cause is usually a lack of early integration between workforce planning, job design, and dod 8570 certification requirements.

To reduce this risk, HR leaders benefit from treating dod 8570 as a structural element of job architecture. That means building role profiles that clearly state the required iat level or iam level, the accepted certifications such as giac, cissp, cissp associate, comptia security, ccna security, and other approved certifications, and the expected timeline for new hires to become fully certified. This approach also supports a more strategic view of the path to becoming a chief human resources officer who is credible on cybersecurity and defense topics.

Audit trails, documentation, and the HR data challenge

Compliance with dod 8570 is not only about having certified professionals in the right roles. It is also about being able to prove it. That is where HR systems and data practices become critical. Many organizations track certifications in fragmented ways : spreadsheets, emails, or separate training databases that do not sync with the core HR system.

For a chief human resources officer, this creates several risks :

• Incomplete visibility : HR cannot easily see which employees meet which certification requirements for each iat level or iam level, or which certifications are close to expiration.
• Slow response to audits : When a dod or internal audit requests evidence that all level iat and level iam positions are filled by certified professionals, HR teams scramble to assemble data from multiple sources.
• Inaccurate workforce planning : Without reliable data on who is giac certified, who holds cissp or comptia security, and who is in training, it is difficult to forecast future gaps in systems security or network security roles.

Strengthening the HR data foundation is therefore a core part of risk management. This often includes :

• Configuring HR and talent systems to store certification details, including certification type, level, issuing body, and expiration date.
• Linking each role to its required iat level or iam level and approved certifications, so that compliance status can be reported in real time.
• Integrating learning and development platforms so that training progress toward certifications like giac security, cissp, or ccna security is visible to HR and line leaders.

When this data is reliable, the chief human resources officer can move from reactive compliance to proactive risk management. Instead of discovering gaps during an audit, HR can identify at risk roles months in advance and work with managers to schedule training, exams, or internal moves.

Shared accountability between HR, security leadership, and operations

Dod 8570 compliance sits at the intersection of HR, cybersecurity, and operations. Security leadership defines the technical and systems security needs. Operations leaders understand mission requirements and contract obligations. HR owns the workforce strategy, job design, and talent pipeline. If any of these groups work in isolation, hidden liabilities grow.

For example, security leadership may update the required certification level for certain iat or iam roles based on new threats or updated dod directive guidance. If HR is not part of that conversation, job descriptions and recruiting profiles may remain outdated. New hires might be brought in with the wrong certification profile, or without a clear path to become fully certified systems or network security professionals.

On the other side, HR may design training programs to help employees move from iat level i to iat level ii or level iii, or from iam level i to higher levels, but without close coordination with security leadership, the chosen certifications may not align with current system and enclave environment needs. For instance, investing heavily in one certification path when the organization actually needs more giac certified or isc certified professionals can leave critical gaps unaddressed.

Shared accountability means establishing regular forums where HR, security, and operations review :

• Current and projected dod 8570 certification requirements by function and level.
• Workforce data on certified professionals, including giac, cissp, comptia security, ccna security, and other approved certifications.
• Upcoming contract bids or renewals that may change the required mix of iat and iam roles across systems and computing environments.
• Risks related to expiring certifications, understaffed level iii roles, or new systems that require specialized training.

When this collaboration is in place, the chief human resources officer can position HR as a central player in managing dod 8570 risk. Instead of being brought in late to fill urgent gaps, HR helps design a workforce strategy that anticipates certification needs, supports continuous training, and protects the organization from the hidden liabilities that come with noncompliance.

Practical challenges in recruiting and retaining dod 8570 certified professionals

Why the talent market for DoD 8570 roles is so tight

The moment a role is tied to DoD 8570 certification requirements, the talent pool shrinks. You are no longer hiring a generic security professional. You are competing for people who hold specific certifications at a defined IAT level or IAM level, and who can operate in a defense context.

DoD 8570 (now aligned with DoD Directive 8140) sets mandatory baselines for information assurance and cybersecurity roles across the Department of Defense. That means roles mapped to IAT level I, II, or III, IAM level I, II, or III, and related functions in systems security, network defense, and enclave environment operations must be filled by certified professionals.

In practice, this creates several bottlenecks :

• High demand, low supply for certifications like CompTIA Security, CCNA Security, CISSP, CISS associate, and GIAC Security credentials.
• Geographic constraints where defense and computing environment roles are concentrated around specific bases and contractors.
• Clearance requirements that further reduce the available workforce, especially for systems security and network defense functions.

For a chief human resources officer, this is not just a recruiting challenge. It is a structural constraint on how fast the organization can scale its cybersecurity and defense capabilities.

Decoding the alphabet soup of certifications for talent acquisition

From a distance, the DoD 8570 certification matrix looks like an alphabet soup : IAT, IAM, CISSP, GIAC, and more. For HR and talent acquisition teams, the risk is treating all security certifications as interchangeable. They are not.

Some of the most common certifications tied to DoD 8570 roles include :

• Baseline security certifications : CompTIA Security and CCNA Security are often mapped to IAT level I or II roles in system and network support.
• Advanced security leadership certifications : CISSP, CISS associate, and certain GIAC Security tracks are typically associated with IAT level III or IAM level II and III positions.
• Role specific certifications : GIAC Certified tracks (for example in incident handling or intrusion analysis) are often preferred for enclave environment and computing environment defense functions.

Each of these certifications signals a different depth of knowledge in systems, network, and systems security. Misalignment between job descriptions, level requirements, and the actual certification requirements can lead to :

• Underqualified hires who meet the title but not the DoD directive criteria.
• Overqualified hires whose advanced certifications are wasted in entry level IAT roles.
• Extended time to fill because requisitions are written in ways that do not match how certified professionals describe themselves.

HR teams that invest time in understanding the IAT level and IAM level mapping, and how each certification fits into the DoD 8570 framework, will simply recruit faster and more accurately.

Compensation, career paths, and the retention squeeze

Once you have a DoD 8570 certified workforce in place, the retention challenge begins. Certified systems and security professionals are acutely aware of their market value. They know that a GIAC Certified incident responder or an ISC Certified CISSP with level III experience can move between defense contractors, federal agencies, and private sector employers with relative ease.

Several dynamics drive attrition in these roles :

• Certification driven pay expectations : Professionals who invest in GIAC Security, CISSP, or advanced IAM level certifications expect a premium over baseline security roles.
• Rapid external poaching : Organizations that are behind on their DoD 8570 compliance will aggressively target already certified professionals to close gaps quickly.
• Limited visible progression : If a security professional does not see a clear path from IAT level II to IAT level III, or from technical roles into security leadership, they will look elsewhere.

Retention therefore hinges on more than salary. It requires a transparent structure that links certification achievements to role progression, responsibility, and recognition. Without that, the organization becomes a training ground for competitors.

Designing roles and structures that keep certified professionals engaged

One of the less visible challenges is role design. Many job descriptions for DoD 8570 aligned positions are written from a systems or network perspective, but they do not reflect the full scope of cybersecurity and defense responsibilities that certified professionals expect.

To improve retention, HR leaders can work with security leadership to :

• Clarify core functions : Distinguish between system administration, network operations, and systems security roles, even when they share similar certification requirements.
• Align levels with responsibilities : Ensure that level IAT and level IAM roles are not overloaded with level III expectations without the corresponding authority or compensation.
• Build dual career paths : Offer both technical depth tracks (for example, enclave environment and computing environment specialists) and management tracks (security leadership and governance roles).

When certified professionals see that their IAT or IAM level is recognized in the organizational structure, and that their certifications open doors to broader functions, they are more likely to stay and grow internally.

Training, recertification, and the hidden cost of turnover

DoD 8570 certification is not a one time event. Most certifications require ongoing training, continuing education credits, and periodic renewal. For the organization, this means a recurring investment in training budgets, exam fees, and time away from daily operations.

When turnover is high, that investment is effectively transferred to the next employer. The organization pays for CompTIA Security or CCNA Security training, supports a professional through a CISSP or GIAC Certified track, and then loses that person just as they reach full productivity.

To reduce this leakage, HR and security leadership can :

• Link training support to reasonable retention agreements, while staying within legal and ethical boundaries.
• Offer structured learning paths that move professionals from baseline certifications to advanced IAT level III or IAM level III roles over time.
• Track certification renewal cycles so that workforce planning accounts for upcoming recertification windows and potential attrition risks.

Viewed through a financial lens, the cost of losing a fully certified systems security professional is significantly higher than the cost of replacing a non certified role. That reality should influence how aggressively the organization invests in retention.

Building a realistic workforce strategy in a constrained market

Finally, recruiting and retaining DoD 8570 certified professionals requires a realistic workforce strategy. The market for IAT and IAM talent, especially at level III, is not going to loosen dramatically in the near term, according to ongoing analyses from the U.S. Government Accountability Office and reports from the Department of Defense on cyber workforce shortages.

For a chief human resources officer, this means :

• Accepting that some roles will take longer to fill and planning project timelines accordingly.
• Developing internal pipelines where promising employees are supported to become certified professionals over time.
• Partnering closely with security leadership to prioritize which certification requirements are mission critical and which can be met through phased development.

By treating DoD 8570 aligned roles as a strategic workforce segment, rather than just another category of technical hires, HR can reduce risk, stabilize critical systems, and support the organization’s broader cybersecurity and defense objectives.

Building internal capability and learning paths around dod 8570 certification

From isolated courses to an integrated DoD 8570 learning ecosystem

For a chief human resources officer, the real shift with DoD 8570 is moving from ad hoc security training to a structured learning ecosystem that aligns with the directive’s certification requirements. Instead of simply reimbursing employees for a random cybersecurity course, you are curating a pathway that connects job roles, IAT and IAM levels, and specific certifications such as CompTIA Security+, GIAC, CISSP, and CCNA Security.

Start by mapping your workforce against the DoD 8570 categories and levels :

• IAT (Information Assurance Technical) – typically hands on roles working on systems, networks, and computing environment configurations.
• IAM (Information Assurance Management) – roles with security leadership, governance, and risk responsibilities across systems security and enclave environment operations.

Each role should be tied to a required IAT level or IAM level (I, II, or level III) and then to one or more acceptable certifications. This is where HR, security leadership, and line managers need to work together so that the learning paths reflect real functions and not just generic job titles.

Designing role based learning paths for IAT and IAM tracks

Once the mapping is clear, you can design learning paths that are realistic for your organization’s defense and cybersecurity posture. A typical structure for IAT and IAM tracks might look like this :

• Entry level IAT (level IAT I) – foundational security awareness, basic network and system concepts, followed by preparation for certifications such as CompTIA Security+ or equivalent.
• Intermediate IAT (level IAT II) – deeper systems security, enclave environment configuration, and incident response, with training aligned to certifications like CCNA Security or GIAC Security Essentials.
• Advanced IAT (level IAT III) – complex systems integration, advanced network defense, and secure computing environment design, often aligned with higher level certifications and specialized GIAC certified tracks.
• Entry level IAM (level IAM I) – governance basics, policy implementation, and oversight of certified systems and networks, often starting with CompTIA Security+ or similar.
• Intermediate IAM (level IAM II) – risk management, audit readiness, and coordination across multiple systems and functions, with candidates moving toward CISSP Associate or equivalent.
• Senior IAM (level IAM III) – strategic security leadership, enterprise wide defense planning, and oversight of multiple enclave environments, where full CISSP or comparable certifications are typically expected.

These paths should not be static. As the DoD directive and cybersecurity standards evolve, your HR team will need a regular review cycle with security leaders to update the accepted certifications, training content, and level expectations.

Balancing vendor neutral and specialized certifications

DoD 8570 allows a range of certifications, and the mix you promote will shape your internal capability. Vendor neutral options such as CompTIA Security+ and CISSP (or CISSP Associate) build broad systems security understanding, while more specialized certifications such as GIAC Security or CCNA Security deepen expertise in specific technologies or functions.

From a workforce planning perspective, a balanced portfolio is usually more resilient :

• Vendor neutral certifications – useful for mobility across systems, networks, and different defense programs, and they often satisfy multiple certification requirements across IAT and IAM levels.
• Vendor specific certifications – critical when your organization relies heavily on a particular system or network platform and needs certified professionals who can configure and defend that environment in depth.

HR should work with security leadership to define which certifications are “core” for the organization and which are “specialist” add ons. This helps avoid over investing in narrow credentials that do not translate across roles or future systems.

Structuring funding, time, and support for certified professionals

Building internal capability around DoD 8570 is not only about choosing the right certifications. It is also about how you support people to actually become and remain certified professionals. The most effective CHRO led programs usually combine :

• Funded training and exam vouchers – clear policies for which certifications are funded at each level, including GIAC, CISSP, CCNA Security, and other approved options.
• Protected study time – agreed blocks of time for employees to prepare for exams, especially at higher IAM level and IAT level roles where the content is demanding.
• Internal study groups and mentoring – pairing less experienced staff with more seasoned security professionals who already hold the required certifications.
• Recertification planning – tracking continuing education requirements for ISC certified and GIAC certified staff so that credentials do not lapse unexpectedly.

When these elements are formalized in policy and communicated clearly, you reduce the risk that critical roles fall out of compliance with the DoD directive because someone’s certification expired or training was delayed.

Using internal academies and rotational programs to close gaps

Many organizations discover that the external market for DoD 8570 certified professionals is tight, especially at higher IAT and IAM levels. In that context, building internal academies and rotational programs becomes a strategic response rather than a nice to have.

An internal academy model can include :

• Structured curricula mapped to specific IAT and IAM levels, including foundational security, systems security, network defense, and enclave environment management.
• Hands on labs in a controlled computing environment where employees can practice configurations and incident response without risking production systems.
• Rotations across functions so that participants experience both technical and management perspectives on cybersecurity and defense operations.

Rotational assignments are particularly valuable for future IAM level II and level III leaders. They allow emerging managers to understand how policy decisions affect system administrators, network engineers, and other certified systems staff, which in turn improves the quality of security leadership and decision making.

Embedding DoD 8570 into performance, succession, and career paths

To make these learning paths stick, DoD 8570 requirements need to be embedded into your core HR processes. That means linking certification requirements directly to performance expectations, promotion criteria, and succession planning.

Some practical levers include :

• Role profiles that explicitly state the required IAT or IAM level and the acceptable certifications for that role.
• Career ladders where progression from one level to the next is tied to both experience and attainment of specific certifications, such as moving from Security+ to CISSP Associate and then to full CISSP for senior IAM roles.
• Succession plans that identify potential successors for key security leadership positions and track their progress toward the necessary certification requirements.

When employees see a clear link between becoming certified and their future opportunities, they are more likely to commit to demanding training and exams. At the same time, HR gains better visibility into where the organization is exposed if a key certified professional leaves.

Data, dashboards, and continuous improvement of learning paths

Finally, building internal capability around DoD 8570 is an ongoing process. A chief human resources officer will need reliable data to monitor where the organization stands against the directive’s expectations and where the learning paths are not delivering.

Useful metrics and dashboards often track :

• Number and percentage of roles filled by appropriately certified professionals at each IAT and IAM level.
• Time to certification for new hires and internal candidates.
• Certification renewal rates and upcoming expirations across the workforce.
• Training completion rates for key courses aligned to GIAC, CISSP, CompTIA Security+, and other approved certifications.

By reviewing these data regularly with security leadership and operational leaders, HR can refine the learning paths, adjust funding, and anticipate where new systems or defense requirements will demand additional training. Over time, this disciplined approach turns DoD 8570 from a compliance burden into a structured engine for building resilient cybersecurity capability inside the organization.

Positioning the chief human resources officer as a strategic partner in cyber readiness

From compliance overseer to cyber readiness architect

For a chief human resources officer in a defense or federal contractor context, dod 8570 is no longer a niche compliance topic. It is a lens through which you can shape the entire cybersecurity workforce strategy. When you understand how each iat level, iam level, and related certification requirements map to real security functions, you move from signing off on headcount to architecting a resilient cyber defense capability.

The dod directive that underpins 8570 (and its successor 8140) defines clear requirements for certified professionals across information assurance technical (iat) and information assurance management (iam) roles. That structure gives you a framework to align job architecture, workforce planning, and leadership development with concrete cybersecurity outcomes, not just generic “IT” skills.

Translating technical requirements into HR strategy

Most HR leaders are not security engineers, and they do not need to be. What they do need is the ability to translate dod 8570 certification requirements into practical talent levers. That means understanding how certifications like comptia security, ccna security, cissp, cissp associate, and giac security credentials fit into the broader systems security landscape.

• Role design – Map each role to the correct iat level or iam level, and specify which certifications (for example, comptia security for entry level iat level I, or cissp and giac certified options for level iii roles) are acceptable. This ensures every position has a clear security professional profile.
• Job families and career paths – Build job families around iat and iam tracks so that a security analyst in a computing environment can see a path toward systems security leadership in an enclave environment or enterprise network function.
• Compensation and incentives – Tie pay bands and incentives to certification level and scarcity. A level iii iam role with cissp or isc certified credentials and proven security leadership should be priced differently from an entry level iat role.

By doing this, the chief human resources officer turns a dense set of dod requirements into a coherent workforce design that business and security leaders can actually execute.

Owning the cybersecurity workforce narrative with the C-suite

Cybersecurity is often framed as a technology or risk issue, but it is fundamentally a workforce issue. Systems, networks, and tools are only as strong as the certified professionals who configure and monitor them. A chief human resources officer who can explain how dod 8570 certification pathways support mission readiness will have a much stronger voice in executive discussions.

In practice, that means being able to answer questions such as :

• What percentage of our cyber workforce currently meets dod 8570 certification requirements by role and level ?
• Where are our biggest gaps in iat level II and level iii talent across system, network, and enclave environment functions ?
• How long does it typically take for an internal candidate to move from a comptia security baseline to a cissp or giac security credential that qualifies them for higher level iam responsibilities ?

When you can quantify these elements, you are not just reporting on HR metrics. You are providing a cyber readiness dashboard that connects workforce data to defense and security outcomes.

Partnering with CISOs and CIOs on capability building

Security leaders know the technical side of dod 8570, but they often struggle with the human systems needed to scale certified systems and certified professionals. This is where the chief human resources officer becomes a strategic partner rather than a support function.

• Joint workforce planning – Co create a multi year plan that forecasts demand for iat and iam roles by level, system type, and network or enclave environment. Align this with project roadmaps and defense contracts that specify dod 8570 compliance.
• Integrated training strategy – Work with security leadership to select training providers and learning formats that prepare staff for certifications like cissp, giac, ccna security, and comptia security while fitting operational constraints.
• Succession and leadership pipelines – Identify high potential security professionals and design pathways that move them from hands on systems security roles into security leadership positions that require iam level II or level iii credentials.

This kind of partnership turns the HR function into a force multiplier for cybersecurity, ensuring that certification is embedded in the lifecycle of every relevant role, from hiring to promotion.

Embedding dod 8570 into core HR processes

To truly act as a strategic partner in cyber readiness, the chief human resources officer must ensure that dod 8570 is not treated as an afterthought. It should be woven into the core HR systems and processes that govern the workforce.

By institutionalizing these practices, the CHRO ensures that dod 8570 compliance is not dependent on individual managers but is supported by the entire HR infrastructure.

Using data to demonstrate impact and reduce risk

Cyber readiness is measurable. A chief human resources officer who can bring data driven insights to the table will be seen as a core part of the security leadership team. This involves building dashboards and reports that track certification coverage, training progress, and risk exposure.

• Coverage metrics – Track how many roles that require a specific iat level or iam level are currently filled by certified professionals, and where there are gaps.
• Time to certification – Measure how long it takes for new hires or internal movers to become fully certified for their role, especially in critical systems and network security positions.
• Risk indicators – Identify areas where uncertified staff are temporarily covering functions that should be performed by certified systems security professionals, and quantify the associated compliance and operational risk.

These insights allow the CHRO to prioritize investments in training, adjust hiring strategies, and support security leaders in making informed decisions about where to allocate limited resources.

Elevating the CHRO role in defense and cybersecurity ecosystems

In organizations that operate under dod directive requirements, the chief human resources officer has a unique opportunity to shape not only internal practices but also the broader talent ecosystem. By engaging with industry groups, training providers, and certification bodies, HR leaders can influence how future security professionals are prepared for iat and iam roles.

For example, partnering with providers that specialize in isc certified and giac security programs can help ensure a steady pipeline of candidates ready for level iat and level iam roles. Supporting initiatives that encourage early career professionals to pursue comptia security or cissp associate credentials can also expand the long term talent pool.

When the CHRO takes this outward facing stance, they are no longer just managing today’s workforce. They are actively shaping the future supply of certified professionals who will secure critical systems, networks, and enclave environments across the defense sector.

Sources :
Defense Information Systems Agency – DoD Approved 8570 Baseline Certifications
DoD Cyber Workforce – DoD 8140 Information
Defense Acquisition University – Cybersecurity and Workforce Resources