Deputy PMChange Management Lead

Koniag IT Systems LLC a Koniag Government Services company is seeking a Deputy PM/Change Management Lead with a TS/SCI security clearance to support KITS and our government customer at Langley Air Force Base VA. We offer competitive compensation and an extraordinary benefits package including health dental and vision insurance 401K with company matching flexible spending accounts paid holidays three weeks paid time off and Job Functions:Deputy Program Management Functions (30% of Role):Program Management Backup and Continuity:Serve as the primary alternate to the Contractor Program Manager (CPM) assuming full PM responsibilities during absences leave or surge periodsMaintain comprehensive awareness of all program activities milestones risks and stakeholder relationships to ensure seamless continuityRepresent the contractor in government meetings governance forums and stakeholder engagements when CPM is unavailableCo-sign critical deliverables and decisions requiring PM authorityStrategic Coordination:Lead coordination with ACC Wings for training schedules facility access and on-site support visitsManage Mobile Training Team (MTT) deploymentlogistics travel planning and resource allocation across 32 installationsCoordinate with Wing Points of Contact (POCs) to align adoption activities with operational tempo and mission prioritiesFacilitate cross-functional dependencies between training technical and support teams Surge Capacity Management:Identifyand respond to surge requirements (e.g. major exercises leadership transitions compressed timelines)Mobilizeadditionalresources and adjust priorities to meet critical mission windowsEnsure no degradation of service during high-demand periods Risk and Issue Management:Monitor program risks and issues from a holistic perspectiveidentifyingorganizational and cultural barriers to successEscalate issues requiring CPM COR or CO involvement with recommended courses of actionParticipate in bi-weekly Risk Review Board meetings providing change management perspective on risk mitigation Government Relationship Management:Build andmaintaintrusted relationships with Wing Commanders Deputy Commanders and Group Commanders across ACCServe as primary liaison for wing-level coordination and issue resolutionRepresent contractor interests in ACC governance bodies (Data/AI Councils Change Control Boards) as directedCHANGE MANAGEMENT LEADERSHIP (70% of Role) Enterprise Adoption Framework Architecture:Design and document the comprehensive change management strategy for ACC-wide AI/RPA adoption aligned withProsciADKARmethodologyand Air Force cultureDevelop the adoption framework that defines:Stakeholder engagement models (leadership users champions)Communication strategies and channelsTraining and enablement approachesResistance management and mitigation tacticsSuccess metrics and feedback loopsSustainment and continuous improvement processesCreate standardized playbooks toolkits and templates that MTT Change Management Specialists execute at wing levelEnsure framework is adaptable to diverse wing cultures mission sets and operational environments Strategic Campaign Development:Design and lead enterprise-wide adoption campaigns that build awareness generate excitement and drive engagement with AI/RPA capabilitiesDevelop campaign themes messaging and visual identity in collaboration with Engagement & KM SpecialistCreate multi-channel campaign strategies (newsletters posters videos leadership talking points success stories)Establish campaign metrics and track effectiveness across wings User Forum and Community Building:Design andfacilitatemonthly ACC-wide user forums (virtual and in-person) where users share experiences ask questions and learn from peersCreate agenda frameworks discussion guides and facilitation toolkits for forumsEstablish and nurture a community of practice for AI/RPA users across ACCDevelop recognition programs for power users innovators and champions Roadshow Planning and Execution:Plan and lead executive roadshows to Wing Commander staffs presenting AI/RPA vision capabilities and adoption strategyDevelop compelling briefings that resonate with operational leaders emphasizing mission impact and ROIFacilitate interactive workshops where leadership explores use cases relevant to their missionBuild executive sponsorship and secure leadership commitment to adoption initiativesSolution-a-thon (Hackathon) Leadership:Design andfacilitatequarterly solution-a-thons where cross-functional teamsidentifyoperational challenges and prototype AI/RPA solutionsDevelop event frameworks including:Problem statement definition and prioritizationTeam formation and facilitationTechnical mentorship and supportPitch and demo formatsWinner selection criteria and recognitionCoordinatelogistics participant recruitment and government SME involvementTrack solution-a-thon outcomes and transition promising prototypes to development pipeline Resistance Management:Identifypockets of resistance across ACC (individuals units or functional communities)Conduct root cause analysis to understand resistance drivers (fear misunderstanding cultural factors workload concerns)Develop tailored interventions to address resistance:One-on-one engagement with skeptical leadersTargeted education addressing misconceptionsEarly involvement in solution designSuccess story sharing from similar roles/unitsMonitor sentiment and adjust strategies based on feedbackStakeholder Engagement Strategy:Develop and execute stakeholder engagement plans for key audiences:Wing Commanders and Senior Leaders:Executive briefings ROI discussions strategic alignmentGroup Commanders and Squadron Commanders:Operational integration resource allocation priority settingFunctional Leads (A2 A3 A4 A5 A6):Use case identification solution validation sustainment planningEnd Users (Airmen and Civilians):Training support community building feedback collectionChampions and Early Adopters:Recognition empowerment peer advocacyTailor messaging communication channels and engagement frequency to each audienceFeedback Loop and Continuous Improvement:Establish mechanisms to collect analyze and act on user feedback across all touchpointsDesign and implement surveys focus groups and listening sessionsAnalyze adoption metrics support tickets and usage patterns toidentifyimprovement opportunitiesTranslate feedback into actionable recommendations for training platform enhancements or process changesClose the loop with users by communicating how their feedback drove improvementsCultural Transformation:Position AI/RPA adoption as cultural evolution not just technology deploymentAddress cultural barriers Foster a culture of experimentation learning and continuous improvementCelebrate failures as learning opportunities in solution-a-thons and innovation activities Change Management Metrics and Reporting:Define and track change management KPIs:Stakeholder engagement levels (leadership users champions)Campaign reach and effectivenessUser forum participation and satisfactionResistance levels by wing/directorateAdoption velocity (time from training to active use)Cultural sentiment (surveys feedback themes)Provide monthly change management updates in Program Management ReviewsContribute adoption and engagement sections to Quarterly Performance BriefsTEAM LEADERSHIP AND COORDINATION: Supervision of MTT Change Management Specialists:Provide strategic direction and oversight to two MTT Change Management Specialists who execute wing-level adoption activitiesDevelop clear roles responsibilities and performance expectationsConduct weekly coordination calls to align activities share lessons learned and address challengesReview and approve wing-specific adoption plans developed by MTT specialistsProvide coaching mentorship and professional developmentEnsure consistency in approach while allowing flexibility for wing-specific contexts Collaboration with Engagement & KM Specialist:Partner with Engagement & KM Specialist to translate strategic adoption campaigns into tactical communication products (newsletters articles videos graphics)Provide creative direction and messaging guidanceReview and approve all external-facing communications for alignment with adoption strategyLeverage Engagement & KM Specialists content creation capabilities to scale impact without increasing Deputy PM workloadCross-Functional Coordination:Coordinate closely with Training Lead to ensure training content and delivery methods support adoption objectivesPartner with Solutions Engineering Lead toidentifyandshowcasehigh-impact use cases and success storiesCollaborate with User SupportLeadto ensure support processes reinforce positive user experiencesWork with Technical Leads to communicate platform updates and new capabilities in user-friendly termsDELIVERABLES AND ARTIFACTS Strategic Documents:Change Management Strategy and Framework(delivered Month 1 updated quarterly)Stakeholder Engagement Plan(delivered Month 1 updated monthly)Campaign Plans(one per quarter with execution timelines and metrics)Solution-a-thon Playbook(delivered Month 2 refined after each event)User Forum Facilitation Guide(delivered Month 2)Resistance Management Playbook(delivered Month 3)Recurring Deliverables:Monthly Change Management Report(adoption metrics campaign effectiveness resistance trends recommendations)Quarterly Adoption Assessment(deep-dive analysis of adoption progress barriers and strategic adjustments)User Forum Summary(after each forum: attendance themes actions feedback)Solution-a-thon After-Action Report(after each event: participation solutions developed outcomes lessons learned)Wing Roadshow Briefings(customized for each wing with post-engagement summaries) Supporting Materials:Adoption campaign collateral (posters flyers digital graphics talking points)Executive briefing decks for Wing CommandersUser forum agendas and facilitation materialsSolution-a-thon event materials (problem statements judging rubrics participant guides)Resistance management case studies and intervention plans PERFORMANCE METRICS Success in this role will be measured by: Adoption Metrics:Monthly Active User (MAU) Rate:85% of trained users actively using AI/RPA platformsAdoption Velocity:Time from training to first active use 7 days averageUser Satisfaction:Overall satisfaction rating 4.5/5.0Resistance Incidents:Documented resistance cases declining quarter-over-quarter Engagement Metrics:User Forum Participation:50 participants per monthly forum 4.0/5.0 satisfactionSolution-a-thon Participation:25 participants per event 30% of solutions progress to prototypeCampaign Reach:80% of target audience exposed to adoption campaignsChampion Network:50 certified AI/RPA champions across ACC by end of base year Stakeholder Metrics:Executive Engagement:90% of Wing Commanders briefed and engaged by end of Q2Leadership Satisfaction:4.5/5.0 satisfaction rating from Wing/Group CommandersWing Coordination:100% of wings visited on-site at least once per year Program Management Metrics:Continuity:Zero mission impact during CPM absencesCoordination Efficiency:Wing training schedules coordinated 30 days in advance with 95% on-time executionIssue Resolution:Wing-level issues resolved within 5 business days average Deliverable Quality:Timeliness:100% of deliverablessubmittedon or before due dateAcceptance:95% of deliverables accepted on first submissionUsability:MTT specialists and stakeholders rate frameworks/playbooks 4.0/5.0 for clarity and usefulness WORKING CONDITIONS Location and Environment:Primary Work Location:Joint Base Langley-Eustis (JBLE) VirginiaOn-Site Requirement:Physical presence at JBLErequiredduring normal duty hours (0800-1700 EST Monday-Friday)Workspace:Government-provided office space in secure facility; access to NIPRNet SIPRNet and collaboration toolsClassified Work:Regular access to classified environments (SIPRNet AFSCI)requiredfor coordination and stakeholder engagement Travel Requirements:Frequency:Noneat this time; however subject to change Schedule and Availability: Core Hours:0800-1700 EST Monday-Friday Flexibility:Occasional early morning or evening meetings to accommodate wing schedules across time zones Surge Periods:Increased hours during major milestones events or exercises (with advance notice) On-Call:Notrequired but responsiveness to urgent issues expected (email/phone within 4 hours during duty hours)Minimum Qualifications Certifications and Platform Credentials:REQUIRED QUALIFICATIONS EducationBachelors degreein Organizational Development Business Administration Communications Psychology or related fieldrequiredMasters degreein Organizational Change Management Industrial-Organizational Psychology or related fieldstrongly preferredExperienceMinimum 6 yearsof organizational change management experience in Department of Defense (DoD) or federal government environmentsrequiredMinimum 3 yearsin leadership or senior consultant role managing enterprise-scale change initiativesrequiredProventrack recordof leading successful technology adoption programs across geographically distributed organizationsExperience working with military or civilian personnel in operational environmentsDemonstrated success in building stakeholder relationships at executive and operational levelsExperience facilitating large-group workshops forums and collaborative events (100 participants)Certifications (Required)ProsciADKAR Certification(or equivalent change management certification such asProsciChange Management Certification CCMP or CMC)requiredCompTIA Security(or equivalent DoD 8570 IAT Level II certification)requiredActive /CurrentTS/SCI clearancerequired Technical SkillsADDIE Methodology:Expert-levelproficiencyin Analysis Design Development Implementation and Evaluation instructional design frameworkVirtual Instructor-Led Training (VILT):Extensive experience designing and delivering engaging virtual training and facilitation using platforms such as MS Teams Zoom Adobe ConnectStakeholder Facilitation:Advanced skills infacilitatingdiverse stakeholder groups managing conflict building consensus and driving decisionsData Analysis:Ability to analyze adoption metrics survey data and usage patterns to inform strategyProject Management:Proficiencywith project management tools (MS Project Jira Asana) and methodologies (Agile Waterfall)Communication Tools:Expert in MS Office Suite (PowerPoint Word Excel) collaboration platforms (SharePoint Teams) and survey tools (Qualtrics SurveyMonkey) Knowledge AreasDoD/Air Force Culture:Deep understanding of military organizational structure decision-making processes and cultural normsChange Management Frameworks:ExpertiseinProsciADKAR Kotters 8-Step Process or similar methodologiesAdult Learning Principles:Knowledge of how adults learn andretaininformation in professional settingsAI/RPA Fundamentals:Understanding of AI RPA and automation technologies sufficient to communicate value and use cases to non-technical audiencesSecurity and Compliance:Familiarity with DoD data handling OPSEC CUI and classification requirements Personal AttributesStrategic Thinker:Ability to see the big pictureanticipatechallenges and design comprehensive solutionsInfluencer:Skilled at persuading and motivating stakeholders at all levels without direct authorityResilient:Comfortable with ambiguity setbacks and resistance;maintainspositive attitude and forward momentumCollaborative:Works effectively across organizational boundaries building trust and partnershipsAdaptable:Quickly adjusts strategies and approaches based on feedback and changing circumstancesMission-Focused:Deeply committed to supporting ACCs operational mission and Airmen successExcellent Communicator:Clear concise and compelling in written verbal and visual communicationEmpathetic Listener:Genuinelyseeksto understand user concerns fears and needsResults-Oriented:Driven to achieve measurable outcomes anddemonstrateROIOur Equal Employment Opportunity PolicyThe company is an equal opportunity employer. The company shall not discriminate against any employee or applicant because of race color religion creed ethnicity sex sexual orientation gender or gender identity (except where gender is a bona fide occupational qualification) national origin or ancestry age disability citizenship military/veteran status marital status genetic information or any other characteristic protected by applicable federal state or local law. We are committed to equal employment opportunity in all decisions related to employment promotion wages benefits and all other privileges terms and conditions of company is dedicated to seeking all qualified applicants. If you require an accommodation to navigate or apply for a position on our website please get in touch with Heaven Wood via e-mail by calling to request Government Services (KGS) is an Alaska Native Owned corporation supporting the values and traditions of our native communities through an agile employee and corporate culture that delivers Enterprise Solutions Professional Services and Operational Management to Federal Government Agencies. As a wholly owned subsidiary of Koniag we apply our proven commercial solutions to a deep knowledge of Defense and Civilian missions to provide forward leaning technical professional and operational solutions. KGS enables successful mission outcomes for our customers through solution-oriented business partnerships and a commitment to exceptional service delivery. We ensure long-term success with a continuous improvement approach while balancing the collective interests of our customers employees and native communities. For more information please Opportunity Employer/Veterans/ Preference in accordance with Public Law 88-352