WSISS VI Executive Program Manager

Description

JOB SUMMARY

The Executive Program Manager serves as the prime contractor's single point of accountability for an upcoming NAVAIR contract. The position directs all contract performance - cost, schedule, technical, quality, and workforce - across a multi-site program supporting NAWCWD aircraft Integrated Product Teams (IPTs) and related Program Support Offices at China Lake, Det Eglin, and Edwards AFB. The PM owns the customer relationship with the Contracting Officer, Contracting Officer's Representative, and Technical Points of Contact; leads task order capture, execution, and closeout; and directs the PMO functions (Contracts/Subcontracts, Finance, Security, HR/Workforce) that enable technical performance. This role is Indirect Key Personnel - burdened through overhead or G&A per the offeror's approved cost structure, not directly billable to task orders.

ROLES AND RESPONSIBILITIES

• •Contract & Customer Management
• •Serve as the prime contractor's single authoritative representative to the Contracting Officer, COR, and Program Office across all aircraft IPTs supported under the contract.
• •Direct task order capture, negotiation, execution, surveillance response, and closeout across the full IDIQ portfolio.
• •Own contract compliance with FAR, DFARS, agency supplements, and task-order-level Contract Data Requirements Lists (CDRLs) including the Contract Phase-Out Plan (CDRL A00C), OPSEC Plan (CDRL A00B), and all task-order-specified deliverables.
• •Lead monthly program reviews with the Government, weekly internal program reviews, and immediate-notification protocols for performance issues, security incidents, and staffing shortfalls.
• •Cost, Schedule & Performance
• •Direct program-level cost control across all task orders; maintain monthly Estimate at Completion (EAC) discipline; manage fee structure and performance incentives.
• •Own the Cost Control element of the CPARS rating - monitored per Attachment 1 Surveillance Activity Checklist - including proposed direct labor rate adherence.
• •Direct the program's response to any Most Probable Cost adjustments, DCAA incurred-cost audits, and cost realism surveillance activities.
• •Approve all task order proposals, subcontractor cost proposals, and cost-volume narratives before submission to the Government.
• •Workforce Management
• •Direct the hiring, retention, and transition strategy documented in the Workforce Acquisition & Retention Strategy, with particular accountability for the five workforce stability metrics: 12-month retention by job family, vacancy rate, time-to-fill, clearance sponsorship success rate, and local hire percentage.
• •Lead the Transition Coordination Protocol for employees moving from contractor to NAWCWD government civilian positions - managing this transition as a value-added outcome for the customer, not a retention failure.
• •Chair the Program Workforce Council; direct the Workforce Coordinator and HR lead on compensation competitiveness, retention risk, and hiring pipeline health.
• •Subcontractor & Teammate Management
• •Direct all teaming partner and subcontractor relationships including workshare allocation, pricing discipline, performance measurement, and flow-down compliance for OPSEC, Cybersecurity, clearance management, and FAR/DFARS provisions.
• •Chair quarterly teammate performance reviews; hold teammate PMs accountable for workforce and quality metrics at parity with prime performance.
• •Program Governance, Risk & Quality
• •Own the program risk register across the documented risk categories (mass incumbent rejection, NAVAIR pipeline exceeding plan, clearance ramp delays, compensation adequacy, subcontractor integration, facility readiness); approve mitigation plans and escalation triggers.
• •Direct the Quality Assurance Surveillance Plan (QASP) response; ensure the program exceeds the CPARS performance rating floor across all evaluated elements.
• •Ensure compliance with the Cybersecurity Strategy, Security Plan, Risk Management Framework for DoD IT (DoDI 8510.01), OPSEC Plan, and DoD 8140.01 Cyberspace Workforce Management requirements.

WHY WORK FOR GMRE?

GMRE is a small veteran-owned company who cares about our employees. We offer health, dental, and vision insurance, 401(k), vacation, Paid Time Off (PTO), or Paid Sick Leave (PSL) based on state laws, paid holidays, and life insurance to all permanent full-time employees. GMRE’s mission is to provide high-quality engineering and technical services to help our customers grow and succeed. (Relocation assistance may be available)

GMRE is an equal opportunity employer. GMRE is committed to making employment decisions based on valid requirements, without regard to age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation or any other applicable status protected by state or local laws.

This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice.

Requirements

REQUIRED SKILLS/ABILITIES

Meeting the SOW minimum qualifies a candidate for the role. However, the candidates who will be competitive against incumbent alternatives have most or all of the following:

• •Preferred Qualifications
• •Program Manager or equivalent principal leadership role on a CPFF IDIQ services contract at or above $100M total contract value.
• •Direct NAWCWD, NAVAIR, or aircraft IPT program experience - F/A-18, EA-18G, AV-8B, AH-1, F-35, Unmanned Systems, or successor platforms.
• •DAWIA Level III Program Management certification (or DoD DAU equivalent), Project Management Professional (PMP), or Program Management Professional (PgMP) credential.
• •Demonstrated experience leading multi-site program performance with simultaneous operations across two or more geographic areas.
• •Documented performance on a program subject to Associate Contractor Agreements (ACAs), proprietary data access agreements with OEMs, and Foreign Military Sales (FMS) releasability.
• •Record of CPARS Exceptional or Very Good ratings across Management and Cost Control elements on prior programs.
• •Active TS/SCI clearance; prior SAP access.
• •Navy Acquisition experience at or above the Milestone Decision Authority, PEO, or SYSCOM Program Office level.
• •Knowledge, Skills & Abilities
• •Command of FAR Part 15 source selection mechanics, FAR Part 16 task-order procedures, FAR 52.222-46 compensation plan requirements, and DCAA cost accounting standards.
• •Fluency with RDT&E and sustainment funding line-item structures, color-of-money discipline, and CPFF cost-control practice.
• •Ability to translate workforce labor-market data into compensation, retention, and hiring decisions defensible to DCAA, Program Office, and SSA audiences.
• •Executive communication skills - written, oral, and presentation - at the Contracting Officer, Program Manager, PEO, and Flag Officer levels.
• •Ability to operate under CPFF cost-control discipline while delivering the technical outcomes required by aircraft IPTs on mission-critical platforms.

EDUCATION AND EXPERIENCE: Minimum Qualifications

Education

• •MS or MA degree in Business, Management, or a Relevant Technical Discipline.
• •Allowable Substitution: a BS or BA degree and an additional four (4) years of experience may be substituted for an MS or MA degree.

Experience

At least twelve (12) years of professional experience in Defense acquisition, three (3) years of which must have been in support of Navy Acquisition management; and a minimum of three (3) years supervisory experience.

SECURITY CLEARANCE AND OTHER REQUIREMENTS

• •Active DoD Secret clearance required at hire; Top Secret/SCI required within 90 days of start.
• •SAP access eligibility per task order - the contract supports program areas where the highest cleara