Program Manager II - Employee Management

Join the HJF Team!

HJF is seeking a Program Manager II (Employee Management) to manage program staff assignments at USU. Incumbent will represent HJF and frequently interact with federal clients. Incumbent should be an independent thinker, capable of adhering to/and enforcing administrative policies. Position reports to the MoA Senior Program Manager. This is the second of four levels within the Program Manager series. It is characterized by having autonomy over some complex matters and exercising judgment within defined procedures and policies and demonstrating intermediate client relationship skills.

Position supports a Memorandum of Agreement (MoA) under which HJF provides personnel support to USU's administrative and infrastructure departments for the purpose of enhancing the activities of the University in education, research, and technological applications of knowledge. This position provides operational oversight to various HJF personnel assigned to departments that provides scientific, technical and programmatic support services to USU.

This position will be in support of Uniformed Services University (USU) Operations Portfolio located at Corporate Headquarters and at USU in Bethesda, MD.

The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF's support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.

Responsibilities

• Manages and administratively supervises HJF personnel supporting various departments. Works closely with federal clients, who
  determine the technical scope of work for HJF personnel, to provide day-to-day operational guidance to all program staff. Directs,
  coordinates, and conducts personnel actions and furnishes guidance and assistance as needed.
• Oversees staff work schedules,identifies and resolves employee conflicts, and conducts performance evaluations.
• Disseminates policy guidance and implements procedures and protocols to enhance efficiency and effective use of University
  resources.
• Provides leadership, supervision and mentorship to assigned personnel.
• Assures uniform interpretation of MoA-applicable policies and procedures are understood by staff assignments and federal clients.
• Develops, maintains, and refines SOPs to increase efficiency, productivity, and make overall improvements to personnel
  management. Establishes and manages program plans from inception to deployment, applying project management methodology
  and best practice standards.
• Initiates and monitors program actions including budgets, purchasing, and hiring activities. Works with program stakeholders toensure detailed business and technical requirements are defined to ensure success in program. Works closely with federal clients to
  determine position requirements that support various department objectives; assists with all phases of the hiring process to include
  opening positions, screening resumes to identify qualified candidates, facilitating interviews, and overseeing new hire onboarding/orientation to the program.
• Develops and maintains standard operating procedures, maintains and disseminates policies and obtains feedback for continual
  process improvement. Monitors award for compliance with regulations and adherence to timelines and reporting requirements. Ensures compliance with terms and conditions of the award. Maintains archive of documents required to support pre/post award management.
• Interacts with program stakeholders by facilitating information flow as a liaison between direct reports, federal clients, and HJF corporate personnel and leadership to effectively administer the MoA.
• Coordinates the decision-making process between all stakeholders.
• Demonstrates diplomacy when interacting with all internal and external stakeholder.
• May perform other duties and responsibilities as assigned or directed by the supervisor. This may include attendance of and participation in required training for role.

Supervisory Responsibilities

• Direct Supervisor: Direct authority to make decisions on the following: employee hiring, disciplinary action, starting salaries and merit increases; conduct employee performance evaluations and directs work activities.

Education and Experience

• Bachelor's degree required; Master's degree preferred. Business Administration or Life Sciences field of study preferred.
• Minimum of 6-8 years experience required.

Required Knowledge, Skills and Abilities

• Personnel management experience, including the administration of performance evaluations and disciplinary actions.
• Knowledge of organization objectives, as well as the nature of the government-contractor relationship.
• Highly motivated with great attention to detail and strong communication skills.
• Well developed organizational and managementskills.
• High level of customer service skills required with a focus on relationship management.
• Ability to regularly exercise professional judgment and discretion, including when communicating with employees, management and government/military customers.
• Experience working in complex environments with strong analytical and problem-solving skills
• On-site presence in the DMV area required.
• Ability to obtain and maintain a T1/Public Trust background check.

Licenses and Certifications

• Project Management Professional (PMP) preferred.

Physical Capabilities

• Ability to stand or sit at a computer for prolonged periods.

Work Environment

• This position will take place primarily in a office setting.

Compensation

• The annual salary range for this position is $73,000-$110,000. This is not, however, a guarantee of compensation or salary. Final salary will be determined based on market analysis, experience, and education.

Benefits

• HJF offers a comprehensive suite of benefits focused on your health and well-being, from medical, dental, and vision coverage to health savings and some unique wellness perks and more.

Some HJF employees are required to be fully vaccinated against COVID-19. Proof of vaccination or an approved religious or medical accommodation will be required.

Employment with HJF is contingent upon successful completion of a background check, which may include, but is not limited to, contacting your professional references, verification of previous employment, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable.

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.

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)

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.