IT Project Manager I - Diagnostics and Countermeasures Branch

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HJF is seeking a IT Project Manager I to support theDiagnostics and Countermeasures Branch (DCB)located at the Walter Reed Army Institute of Research (WRAIR)in Silver Spring, MD. HJF provides scientific, technical, and programmatic support services to DCB. This is the first of three levelsfor the Project Manager series.

The incumbent coordinates multiple and varied projects and initiatives associated with the scientific applications. Under the direction of the DCB IT Manager and DCB leadership, schedules meetings and resources; tracks project timelines, priorities, milestones, and risks; provides updates to leadership on a regular basis. This position also tracks the licenses and costs for the DCB scientific applications, ensures that they are updated and maintained, and helps develop strategic objectives for DCB IT Systems.

  1. Provides project management for the implementation, upgrade, maintenance, and configuration of scientific software used in the Diagnostics and Countermeasures Branch (DCB), utilizing project management tools including Smartsheet to maintain project plans, Gantt charts, timelines, milestones, and risks and for DCB IT Systems projects. (50%)
  2. Works with supervisor and DCB leadership to prioritize projects and develop strategic plans for scientific applications. (10%)
  3. Schedules project meetings and coordinates utilization of resources including developers, outside vendors, end users, and IT staff to ensure timely execution of projects. Attends regular meetings to update staff and leadership on issues and of the status of projects and initiatives. (10%)
  4. Works closely with the DCB Project Management Office to manage and initiate new projects that require IT support and resources. (10%)
  5. Develops and writes documents as needed including: SOPs; Training; Requirements; Workflows, Validation and progress status reports. (10%)
  6. Responsible for monitoring of data integrity, risk analysis and evaluation of performance, and compliance with DCB policies and procedures, as well as required local, state and federal regulations. (10%)
  7. 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.

Required Knowledge, Skills and Abilities:Project Management experience, ideally with IT systems. Knowledge of maintenance and administration of software applications, proficient with Windows based computers and MS Office, knowledge of office and laboratory automation; ability to work completely independently and as part of a team; ability to use sound judgment in solving problems; ability to coordinate many complex systems and programs simultaneously; excellent organizational skills; excellent written and oral communication and interpersonal skills.

Minimum Education:Bachelor's degree required for this position.

Minimum Experience/ Training Requirements:Minimum of 0-2 years of experience required for this position.

Required Licenses, Certification or Registration:PMP, CompTIA Project+, or CAPM is preferred.

Work Environment:This position takes place in a typical office setting. This position is currently a hybrid work environment (telework and on-site); there may be flexibility on the telework arrangement.

Background/Security: Eligibility to obtain and maintain a Tier I investigation/Public Trust and a Common Access Card (CAC).

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, addresses, education, and credentials, a criminal background check, drug screening, and a department of motor vehicle (DMV) check.

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)

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