Responsibilities
- Direct the strategic direction, execution, and expansion of a portfolio of workforce development initiatives for the Department of War.
- Create workforce development strategies that align with customer mission requirements, workforce challenges, modernization priorities, and emerging skill needs.
- Set program goals, operating models, implementation roadmaps, performance measures, and continuous-improvement processes.
- Ensure programs are delivered on schedule, within budget, and meet contract requirements, customer expectations, and organizational quality standards.
- Identify risks, dependencies, resource constraints, and implementation barriers; develop and execute mitigation strategies.
- Lead cross-functional teams supporting program design, operations, data analysis, communications, stakeholder engagement, and customer delivery.
- Evaluate proposals from subcontractors or partners against performance work statement requirements and established criteria.
- Serve as the primary senior-level point of contact for Department of War customers and other government stakeholders.
- Build trusted relationships with government program managers, contracting personnel, human-capital leaders, workforce planners, training organizations, and mission stakeholders.
- Facilitate customer meetings, working groups, executive briefings, governance sessions, and program reviews.
- Translate complex customer requirements into practical and scalable workforce development solutions.
- Prepare and deliver clear, concise briefings, status reports, decision documents, and recommendations for government and organizational leadership.
- Support development of customer-facing deliverables, including workforce strategies, implementation plans, program charters, operating procedures, and performance reports.
- Direct the design and implementation of workforce development programs, which may include career pathway and competency-model development, upskilling and reskilling initiatives, leadership development, apprenticeship, internship, fellowship, and work-based learning programs, credentialing and certification pathways, talent pipeline development, recruitment and retention initiatives, transition support for military members, veterans, and civilian personnel, and partnerships with academic institutions, industry, community organizations, and workforce intermediaries.
- Ensure program approaches are accessible, customer-centered, measurable, and responsive to changing mission and labor-market needs.
- Drive adoption of effective practices in adult learning, talent development, competency-based education, workforce analytics, and program evaluation.
- Oversee creation and maintenance of program materials, standard operating procedures, training content, communications, and participant support resources.
- Define meaningful key performance indicators and outcome measures for workforce programs.
- Oversee collection, analysis, and communication of workforce and program data, including participation, completion, credential attainment, placement, retention, skills progression, customer satisfaction, and return on investment.
- Use quantitative and qualitative insights to inform program improvements, executive decision-making, and customer recommendations.
- Establish data-governance and quality-assurance practices appropriate to contractual, organizational, and government requirements.
- Develop dashboards, scorecards, and executive-ready reporting products that communicate program health, risks, achievements, and opportunities.
- Partner with growth, capture, and proposal teams to identify workforce development opportunities across Department of War organizations and related government customers.
- Contribute subject-matter expertise to proposals, oral presentations, solution development, technical writing, and pricing or staffing approaches, as appropriate.
- Maintain awareness of federal workforce policy, defense workforce priorities, labor-market trends, education and credentialing developments, and emerging technologies affecting future skills.
Benefits
- Competitive salary and benefits package
- Exceptional career growth
- Cutting edge technology
- Educational opportunities
- Recognition for quality work
Compensation
Competitive salary and benefits package
Work Arrangement
Remote (Worldwide) — Telecommute (Remote Position)
Other
- Minimum Clearance Required: N/A
- Clearance Level Must Be Able to Obtain: Secret
- Employee Background Check Required
- Telecommute (Remote Position)
- Willingness and ability to travel periodically to customer sites, meetings, and program locations.
