Deputy PM/Change 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 more.

Essential 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 periods
• Maintain comprehensive awareness of all program activities, milestones, risks, and stakeholder relationships to ensure seamless continuity
• Represent the contractor in government meetings, governance forums, and stakeholder engagements when CPM is unavailable
• Co-sign critical deliverables and decisions requiring PM authority
Strategic Coordination:
• Lead coordination with ACC Wings for training schedules, facility access, and on-site support visits
• Manage Mobile Training Team (MTT) deployment logistics, travel planning, and resource allocation across 32+ installations
• Coordinate with Wing Points of Contact (POCs) to align adoption activities with operational tempo and mission priorities
• Facilitate cross-functional dependencies between training, technical, and support teams
Surge Capacity Management:
• Identify and respond to surge requirements (e.g., major exercises, leadership transitions, compressed timelines)
• Mobilize additional resources and adjust priorities to meet critical mission windows
• Ensure no degradation of service during high-demand periods
Risk and Issue Management:
• Monitor program risks and issues from a holistic perspective, identifying organizational and cultural barriers to success
• Escalate issues requiring CPM, COR, or CO involvement with recommended courses of action
• Participate in bi-weekly Risk Review Board meetings, providing change management perspective on risk mitigation
Government Relationship Management:
• Build and maintain trusted relationships with Wing Commanders, Deputy Commanders, and Group Commanders across ACC
• Serve as primary liaison for wing-level coordination and issue resolution
• Represent contractor interests in ACC governance bodies (Data/AI Councils, Change Control Boards) as directed

CHANGE MANAGEMENT LEADERSHIP (70% of Role)
Enterprise Adoption Framework Architecture:
• Design and document the comprehensive change management strategy for ACC-wide AI/RPA adoption, aligned with Prosci ADKAR methodology and Air Force culture
• Develop the adoption framework that defines:
• Stakeholder engagement models (leadership, users, champions)
• Communication strategies and channels
• Training and enablement approaches
• Resistance management and mitigation tactics
• Success metrics and feedback loops
• Sustainment and continuous improvement processes
• Create standardized playbooks, toolkits, and templates that MTT Change Management Specialists execute at wing level
• Ensure 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 capabilities
• Develop campaign themes, messaging, and visual identity in collaboration with Engagement & KM Specialist
• Create 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 and facilitate monthly ACC-wide user forums (virtual and in-person) where users share experiences, ask questions, and learn from peers
• Create agenda frameworks, discussion guides, and facilitation toolkits for forums
• Establish and nurture a community of practice for AI/RPA users across ACC
• Develop 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 strategy
• Develop compelling briefings that resonate with operational leaders, emphasizing mission impact and ROI
• Facilitate interactive workshops where leadership explores use cases relevant to their mission
• Build executive sponsorship and secure leadership commitment to adoption initiatives
Solution-a-thon (Hackathon) Leadership:
• Design and facilitate quarterly solution-a-thons where cross-functional teams identify operational challenges and prototype AI/RPA solutions
• Develop event frameworks including:
• Problem statement definition and prioritization
• Team formation and facilitation
• Technical mentorship and support
• Pitch and demo formats
• Winner selection criteria and recognition
• Coordinate logistics, participant recruitment, and government SME involvement
• Track solution-a-thon outcomes and transition promising prototypes to development pipeline
Resistance Management:
• Identify pockets 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 leaders
• Targeted education addressing misconceptions
• Early involvement in solution design
• Success story sharing from similar roles/units
• Monitor sentiment and adjust strategies based on feedback
Stakeholder Engagement Strategy:
Develop and execute stakeholder engagement plans for key audiences:
Wing Commanders and Senior Leaders:
•  Executive briefings, ROI discussions, strategic alignment
Group Commanders and Squadron Commanders:
•  Operational integration, resource allocation, priority setting
Functional Leads (A2, A3, A4, A5, A6):
• Use case identification, solution validation, sustainment planning
End Users (Airmen and Civilians):
•  Training, support, community building, feedback collection
Champions and Early Adopters:
•  Recognition, empowerment, peer advocacy
• Tailor messaging, communication channels, and engagement frequency to each audience
Feedback Loop and Continuous Improvement:
• Establish mechanisms to collect, analyze, and act on user feedback across all touchpoints
• Design and implement surveys, focus groups, and listening sessions
• Analyze adoption metrics, support tickets, and usage patterns to identify improvement opportunities
• Translate feedback into actionable recommendations for training, platform enhancements, or process changes
• Close the loop with users by communicating how their feedback drove improvements
Cultural Transformation:
• Position AI/RPA adoption as cultural evolution, not just technology deployment
• Address cultural barriers
• Foster a culture of experimentation, learning, and continuous improvement
• Celebrate 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 effectiveness
• User forum participation and satisfaction
• Resistance levels by wing/directorate
• Adoption velocity (time from training to active use)
• Cultural sentiment (surveys, feedback themes)
• Provide monthly change management updates in Program Management Reviews
• Contribute adoption and engagement sections to Quarterly Performance Briefs

TEAM 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 activities
• Develop clear roles, responsibilities, and performance expectations
• Conduct weekly coordination calls to align activities, share lessons learned, and address challenges
• Review and approve wing-specific adoption plans developed by MTT specialists
• Provide coaching, mentorship, and professional development
• Ensure 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 guidance
• Review and approve all external-facing communications for alignment with adoption strategy
• Leverage Engagement & KM Specialist's content creation capabilities to scale impact without increasing Deputy PM workload
Cross-Functional Coordination:
• Coordinate closely with Training Lead to ensure training content and delivery methods support adoption objectives
• Partner with Solutions Engineering Lead to identify and showcase high-impact use cases and success stories
• Collaborate with User Support Lead to ensure support processes reinforce positive user experiences
• Work with Technical Leads to communicate platform updates and new capabilities in user-friendly terms

DELIVERABLES 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 Commanders
• User forum agendas and facilitation materials
• Solution-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 platforms
• Adoption Velocity: Time from training to first active use ≤7 days average
• User Satisfaction: Overall satisfaction rating ≥4.5/5.0
• Resistance Incidents: Documented resistance cases declining quarter-over-quarter
Engagement Metrics:
• User Forum Participation: ≥50 participants per monthly forum, ≥4.0/5.0 satisfaction
• Solution-a-thon Participation: ≥25 participants per event, ≥30% of solutions progress to prototype
• Campaign Reach: ≥80% of target audience exposed to adoption campaigns
• Champion 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 Q2
• Leadership Satisfaction: ≥4.5/5.0 satisfaction rating from Wing/Group Commanders
• Wing Coordination: 100% of wings visited on-site at least once per year
Program Management Metrics:
• Continuity: Zero mission impact during CPM absences
• Coordination Efficiency: Wing training schedules coordinated ≥30 days in advance with ≥95% on-time execution
• Issue Resolution: Wing-level issues resolved within 5 business days average
Deliverable Quality:
• Timeliness: 100% of deliverables submitted on or before due date
• Acceptance: ≥95% of deliverables accepted on first submission
• Usability: 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), Virginia
• On-Site Requirement: Physical presence at JBLE required during normal duty hours (0800-1700 EST, Monday-Friday)
• Workspace: Government-provided office space in secure facility; access to NIPRNet, SIPRNet, and collaboration tools
• Classified Work: Regular access to classified environments (SIPRNet, AFSCI) required for coordination and stakeholder engagement
Travel Requirements:
• Frequency: None at 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:
• Not required, but responsiveness to urgent issues expected (email/phone within 4 hours during duty hours)

Minimum Qualifications, Certifications, and Platform Credentials:
REQUIRED QUALIFICATIONS
Education
• Bachelor's degree in Organizational Development, Business Administration, Communications, Psychology, or related field required
• Master's degree in Organizational Change Management, Industrial-Organizational Psychology, or related field strongly preferred
Experience
• Minimum 6+ years of organizational change management experience in Department of Defense (DoD) or federal government environments required
• Minimum 3 years in leadership or senior consultant role managing enterprise-scale change initiatives required
• Proven track record of leading successful technology adoption programs across geographically distributed organizations
• Experience working with military or civilian personnel in operational environments
• Demonstrated success in building stakeholder relationships at executive and operational levels
• Experience facilitating large-group workshops, forums, and collaborative events (100+ participants)
Certifications (Required)
• Prosci ADKAR Certification (or equivalent change management certification such as Prosci Change Management Certification, CCMP, or CMC) required
• CompTIA Security+ (or equivalent DoD 8570 IAT Level II certification) required
• Active /Current TS/SCI clearance required
Technical Skills
• ADDIE Methodology: Expert-level proficiency in Analysis, Design, Development, Implementation, and Evaluation instructional design framework
• Virtual Instructor-Led Training (VILT): Extensive experience designing and delivering engaging virtual training and facilitation using platforms such as MS Teams, Zoom, Adobe Connect
• Stakeholder Facilitation: Advanced skills in facilitating diverse stakeholder groups, managing conflict, building consensus, and driving decisions
• Data Analysis: Ability to analyze adoption metrics, survey data, and usage patterns to inform strategy
• Project Management: Proficiency with 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 Areas
• DoD/Air Force Culture: Deep understanding of military organizational structure, decision-making processes, and cultural norms
• Change Management Frameworks: Expertise in Prosci ADKAR, Kotter's 8-Step Process, or similar methodologies
• Adult Learning Principles: Knowledge of how adults learn and retain information in professional settings
• AI/RPA Fundamentals: Understanding of AI, RPA, and automation technologies sufficient to communicate value and use cases to non-technical audiences
• Security and Compliance: Familiarity with DoD data handling, OPSEC, CUI, and classification requirements
Personal Attributes
• Strategic Thinker: Ability to see the big picture, anticipate challenges, and design comprehensive solutions
• Influencer: Skilled at persuading and motivating stakeholders at all levels without direct authority
• Resilient: Comfortable with ambiguity, setbacks, and resistance; maintains positive attitude and forward momentum
• Collaborative: Works effectively across organizational boundaries, building trust and partnerships
• Adaptable: Quickly adjusts strategies and approaches based on feedback and changing circumstances
• Mission-Focused: Deeply committed to supporting ACC's operational mission and Airmen success
• Excellent Communicator: Clear, concise, and compelling in written, verbal, and visual communication
• Empathetic Listener: Genuinely seeks to understand user concerns, fears, and needs
• Results-Oriented: Driven to achieve measurable outcomes and demonstrate ROI

Our Equal Employment Opportunity Policy
The 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 employment.

The 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 at accommodations@koniag-gs.com or by calling 703-488-9377 to request accommodations.

Koniag 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 visit www.koniag-gs.com.

Equal Opportunity Employer/Veterans/Disabled. Shareholder Preference in accordance with Public Law 88-352