Program Manager (Journeyman) CROWS

The Program Manager, Journeyman position will assist with manpower planning, tracking, and reporting of hiring and personnel management activities related to CROWS manpower authorizations. This position requires the person to work with multiple Center Personnel Directorates and Functional leads to track and report on execution of manpower processes to the CROWS staff.

Responsibilities include:

• This position will be a key member of a high-impact, fast-paced, high visibility team that has been tasked with managing manpower authorizations
• Support and record the planning of manpower allocations across all participating Centers.
• Build manpower planning briefings for the CROWS teams' working groups, and other appropriate forums.
• Track and provide summary reporting/briefings of Center's progress in hiring and onboarding new personnel
• Work directly with the Hanscom CROWS staff as required
• Provide CROWS liaison functions to key personnel agencies (e.g. AFPC, Center CROWS reps, personnel offices and functional leads.)
• Collaborate with Team Leads and POCs to prepare for periodic meetings.
• The Contractor shall assist with DoD and AF program/project analysis including the planning and organizing of program/project activities, as required.
• The Contractor shall assist with technical work related to program management to include planning, organizing, and presenting assessments of program/project management concepts, analyses, studies, and procedures.
• The Contractor shall assist in analyzing, planning, and organizing program/project activities and perform in a professional work environment related to program activities.
• Other duties as assigned

Qualifications/Technical Experience Requirements:

• Must be a US Citizen
• Active Secret Clearance.
• BA/BS Degree, ten years of experience in respective technical/professional discipline being performed, three of which must be in the DoD.
• OR, 15 years of directly related experience with proper certifications as described in the Functionally Aligned Job Descriptions, five of which must be in the DoD.
• Prior experience working AFLCMC or AFMC personnel actions
• Experience with manpower authorization transfers from other locations
• Experience with civilian manpower systems (e.g. General Schedule (GS), Acq Demo)
• Experience with military assignments and PCAs for transfer of military personnel
• Candidate must possess the ability to work well as part of a team or with minimal supervision.
• Candidate must possess strong computer skills and must be proficient in the use of Microsoft Office Applications (Outlook, Word, Excel and especially PowerPoint) and other standard (customer-specified) applications.
• The Contractor shall have excellent verbal and written communication skills.
• Senior executive briefing experience (desired)
• Additional Key skills required:
  • Conflict resolution
  • Problem Solving
  • Critical and Creative Thinking
  • Multi-Tasking

All positions at Applied Research Solutions are subject to background investigations. Employment is contingent upon successful completion of a background investigation including criminal history and identity check.

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals based on disability, and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.

This contractor and subcontractor shall abide by the requirements of 41 CFR 60-300.5(a). This regulation prohibits discrimination against qualified protected veterans, and requires affirmative action by covered contractors and subcontractors to employ and advance in employment qualified protected veterans.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)