Program Manager, Journeyman

Torch Technologies Thank you for your interest in employment with Torch Technologies. We are a 100% employee-owned, Certified Great Place To Work and named Best Places to Work in Huntsville/Madison County, headquartered in Huntsville, AL. Our team provides superior research, development, and engineering services to the Federal Government and Department of War. As one of the nations top 100 defense companies, the services we provide directly support the men and women who serve our country. Our corporate mission sums up the pride our employee-owners take in the work we do: Lighting the Pathway of Freedom. And, as a Certified Evergreen ESOP, we have made the commitment to grow and sustain our company for the next 100 years! Come grow with us! Torch Technologies has an exciting opportunity for a Program Manager, Journeyman providing support to the Air Force Life Cycle Management Center/PEO Digital Directorate (AFLCMC/HB) at Hanscom AFB. The Air Force Program Execution Office for PEO Digital (AFPEO/HB) has the collective Air Force Materiel Command (AFMC) mission responsibility to manage and execute the modernization, development, testing, production, fielding, and sustainment of the PEO Digital portfolio, which includes over 130 programs for the United States Air Force (USAF) and foreign allies. AFLCMC/PEO Digital Directorate is headquartered at Hanscom Air Force Base, MA with geographically separated operating units CONUS and OCONUS. As a Program Manager, Journeyman your duties will include the following, but are not limited to: Provide program-level acquisition support to the Program Manager (PM) and Integrated Product Team (IPT) Leads to ensure disciplined execution, acquisition battle rhythm, and delivery of warfighter capability Advise program leadership on overall program health and options to maintain cost, schedule, and performance objectives Interpret, coordinate, and execute acquisition project assignments; identify and resolve issues with significant impact to acquisition and sustainment efforts Compare program direction and plans for alignment and consistency across stakeholders Monitor and assess program integration plans and interface control between systems Assist with planning, evaluating, and implementing acquisition strategies, including traditional, Middle Tier of Acquisition (MTA), and Urgent Capability pathways Provide non-technical acquisition expertise and guidance in accordance with DoW and Air Force acquisition policies, directives, and instructions Identify and resolve policy disconnects; provide policy interpretation and recommendations to program leadership Track acquisition reform initiatives and recommend updates to programs impacted by policy changes Provide program management inputs to RFPs, including system requirements, SOWs, SRDs, CDRLs, and evaluation criteria Assist with development of source selection strategies and provide administrative and evaluation support Review and track prime contractor deliverables, schedules, and contractual performance Assist with drafting contractual correspondence related to program management issues Develop, prepare, and review acquisition reports and statutory documentation in support of milestone decisions and program oversight Support preparation of senior-level briefings, graphics, schedules, and program status updates Maintain recurring program documentation such as MARs, APBs, DAES inputs, SARs, and supplemental acquisition reports Utilize DoD-mandated and specialized systems to support reporting, documentation, and execution Develop, maintain, and execute program risk management plans; facilitate risk identification, analysis, handling, and monitoring Support risk management boards and working groups; document outcomes and action items Analyze contractor and subcontractor risk management processes Coordinate with program scheduling personnel and correlate EVM cost performance data with Integrated Master Schedule (IMS) CDRLs Provide direct support for preparation and submission of funding documents, including purchase requests, MIPRs, and obligation/spend plans Support cost and schedule reduction initiatives across acquisition and development efforts Evaluate funding realism and cost impacts in support of acquisition strategies and execution decisions Provide expert acquisition and program management guidance to division chiefs and program/project managers Advise PMs on best-practice program management principles to improve processes, increase efficiency, and achieve cost avoidance Support life-cycle logistics considerations and operational supportability planning Job Requirements: U.S. Citizenship Bachelor's degree from an accredited educational program and at least 7 years of experience in the respective professional discipline being performed, 5 of which must be in the DoW Functional knowledge of principles, policies and practices of systems acquisition and program management, as defined in DoDI 5000.02 and 5000.75, as well as knowledge of roles and relationships within the DoW and the Air Force Possess knowledge of qualitative and quantitative techniques for gathering, analyzing, and measuring the effectiveness, efficiency and productivity of acquisition programs Possesses the ability to effectively communicate orally and in writing, providing quality acquisition and program documentation including but not limited to briefings, documents and plans Must have and maintain an active Secret security clearance. Preferred Qualifications: Master's degree in a professional engineering discipline from an ABET-accredited educational program along with at least 5 years of experience in the respective technical/professional discipline being performed, 3 of which must be in the DoW. Schedule: 40 Hrs/week Work Location: Hanscom AFB Travel: 0-10% Relocation Assistance Available: No Position Contingent Upon Award of Contract: Yes Salary Range: $115,000-$130,000 The salary range information is a general guideline only. Several factors can influence the salary for a position including but not limited to, Federal Government contract labor categories and contract wage rates, geographic location, business considerations, scope and responsibilities of the position, local or other applicable market conditions, and internal equity. Other factors include the candidates qualifications such as relevant prior work experience, specific skills and competencies, education/training, and certifications. #LI-AH1 Benefits: Torch Technologies is proud to offer a stable and professional work environment, a competitive salary, and an excellent, comprehensive benefit package including: ESOP participation, 401(k) match and safe-harbor contribution, medical, dental, vision, life insurance, short-term disability, long-term disability, flexible spending accounts, Health Saving Accounts and Health Reimbursement Accounts, EAP, education assistance, paid time off, and holidays. Applying to Torch Technologies: Only those candidates invited for an interview will be contacted. Employment at Torch Technologies is contingent upon the successful completion of a comprehensive background check. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, genetic information, citizenship, ancestry, marital status, protected veteran status, disability status or any other status protected by federal, state, or local law. Torch Technologies, Inc. participates in E-Verify. If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access Careers Link as a result of your disability. You can request reasonable accommodations by sending an email to HR@torchtechnologies.com. Thank you for your interest in Torch Technologies. Torch Technologies is dedicated to providing superior research, development, and engineering services to the Department of Defense. As defense contractors, the services we provide directly support the men and women who serve our country. From the CEO's desk... When Bill Roark and Don Holder founded Torch in 2002, they knew that employees were the company's greatest asset. They believed that offering employees a stake in the outcome, by making them all owners, was critical to building a successful organization. I share that feeling. Bill and Don's original intent was fully achieved in 2011 when Torch converted to a 100 percent S-Corp ESOP. Since that time, the company has grown over ten-fold and gained national recognition for the success we have demonstrated as an employee-owned company. Today, Torch continues to respect the individual contributions of our employee-owners and to share the rewards of our success. In addition, we continue to foster an environment of employee recognition, respect, development, and comradery while striving to achieve a healthy work-life balance. We recognize that core to our company is a culture of trust with our employees, customers, business partners, and community. Our management team is committed to continue to earn that trust. This past year, Torch proudly announced that we were Certified Evergreen. A timely achievement for Torch employee-owners as they will celebrate Torchs 20th anniversary this October, becoming Certified Evergreen signifies that while Torch employee-owners can look back on Torchs past with pride, Torch is also looking forward. Becoming Certified Evergreen means that Torch has committed to finding ways to make 100 percent employee ownership sustainable so that Torch will remain a private company forever. Going forward, Torch will continue to evolve to address market and technology changes in order to become a major provider of cost-effective technical services and solutions to the Warfighter. We are making significant investments into facilities, equipment, business systems, and research to enable us to provide innovations and timely business services to our clients. We feel that always looking to improve our service is key to sustaining customer trust in the future. Likewise, we believe that continuing to share ownership is one of the ways we maintain employee trust and an unparalleled commitment to succeed. Combined, these timeless principles form the basis of the Torch culture. A culture that we are committed to continue and strive to pass on to the next generation of employee-owners as an Evergreen Company.