Massachusetts Jobs

Description

At ARS, we believe in prioritizing our employees. We offer a dynamic culture where you are challenged to meet your career goals while maintaining a healthy work/life balance. Our competitive benefits package, awards and recognition program, and personalized attention from senior management keep our employees motivated and engaged.

Role Overview:

We are seeking a highly skilled Acquisitions Strategy Lead to join our dynamic team. The ideal candidate will have an extensive background in systems acquisition, program management, and leadership within the DoD and Air Force environments.

Key Responsibilities:

• Strategic Leadership: Provide expert guidance on principles, policies, and practices of systems acquisition and program management, per DoDI 5000.02.

• Analytical Excellence: Employ qualitative and quantitative techniques to analyze and measure acquisition program effectiveness, efficiency, and productivity.

• Program Assessment: Support program managers by assessing schedule and cost baselines, recommending solutions, and exploring alternative courses of action.

• Lifecycle Management: Plan, research, analyze, and evaluate system acquisition from development through deployment, formulating plans to meet cost, schedule, and performance goals.

• Reporting & Reviews: Develop acquisition reports (e.g., DAES, MAR), support program management reviews, senior-level meetings, and IMP/IMS reviews.

• Communication: Prepare and present various briefings/schedules of program status and tasks to senior management.

• Team Leadership: Oversee and mentor junior and mid-level personnel, ensuring high performance and professional growth.

• Division Processes: Establish efficient review, coordination, and approval processes for division tasks and documentation.

• Data Integration: Synthesize data from multiple sources to create coherent products supporting senior leadership decisions.

• Customer Interaction: Represent ARS in day-to-day customer interactions, addressing feedback and performance issues promptly.

*Will perform other duties as assigned.

Lead Responsibilities:

• Provide leadership and support to the team, ensuring employee well-being and managing performance.

• Conduct annual performance reviews and assist new hires in acclimating to the team and processes.

• Ensure accurate and timely submission of timesheets and manage related administrative tasks.

• Compile and present Monthly Status Reports (MSR) to government stakeholders.

• Oversee contract execution tasks and manage program/project finances.

• Identify new opportunities and collaborate with the ARS Proposal team to meet emerging customer requirements.

Qualifications:

• Experience: Extensive interaction with PEO Staff, Air Force, and/or DoD Headquarters Staff. Experience in acquisition reporting (e.g., DAES, MAR, SAR, GAO audits) is essential

• Education: Advanced Degree

• Security Clearance: Active Top Secret Security Clearance

• Citizenship: Must be a US citizen

Additional Information:

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.

The contractor and subcontractor shall abide by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of 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)