Program Manager IV - CHSR

Job Description

Join the HJF Team!

HJF is seeking a Program Manager IV to oversee a collection of related/integrated projects that together support a long-term research initiative. This position strategically guides one or more project managers and related technical staff to ensure they are all working effectively toward the program’s stated objectives. Typically oversees a highly complex scope of work.

This position will be in support of the Center for Health Services Research (CHSR) under the Department of Preventative Medicine & Biostatistics (PMB) at the Uniformed Services University of the Health Sciences (USU). CHSR advances health outcomes, access, quality, readiness, and value through health services research, implementation science, outcomes and health economics studies, pragmatic trials, and data-driven program evaluation. The Center’s portfolio includes multi-site studies, federal grants and contracts, and collaborations across the Military Health System and partner networks.

The Henry M. Jackson Foundation for the Advancement of Military Medicine (HJF) is a nonprofit organization dedicated to advancing military medicine. We serve military, medical, academic and government clients by administering, managing and supporting preeminent scientific programs that benefit members of the armed forces and civilians alike. Since its founding in 1983, HJF has served as a vital link between the military medical community and its federal and private partners. HJF's support and administrative capabilities allow military medical researchers and clinicians to maintain their scientific focus and accomplish their research goals.

Responsibilities

• Serve as the primary operational liaison with Principal Investigators, program sponsors, collaborators, and HJF leadership.
• Translate Center strategy into a portfolio roadmap, setting clear OKRs, milestones, and deliverables across projects.
• Identify interdependencies and orchestrate resources to deliver integrated results on time and on budget.
• Establish and enforce Center-wide standards (charters, RAID logs, change control, governance cadence, decision logs, communications plans).
• Implement an operational dashboard that surfaces schedule, scope, risk, financials, staffing, and impact metrics at Center/Program/Project levels.
• Create and maintain SOPs for planning, execution, quality control, and close-out, ensuring consistency across all projects.
• CHSR staff; set goals, assign work, mentor, and hold teams accountable for performance.
• Manage the full employee lifecycle: hiring, onboarding, performance reviews, merit increases, corrective action, and professional development.
• Build a high-ownership culture—proactively resolve performance gaps and skill deficits; mentor emerging leaders.
• Own portfolio financials: multi-year budget planning, monthly/quarterly forecasting, burn-rate management, variance analysis, and corrective action.
• Partner with PI(s) and finance/contracts on grant/contract proposals, budgets, justifications, subawards, and procurement.
• Support pipeline development, capture planning, and proposal creation (schedules, resourcing, budgets, management plans).
• Ensure compliance with Uniform Guidance (2 CFR 200) and sponsor requirements (e.g., NIH, DoW), and adhere to HJF financial policies and internal controls.
• Support the Principal Investigator with governance cadences (steering committees, sponsor updates, internal reviews).
• Drive proactive communication plans tailored to audiences (Director, PIs, sponsors, operational teams).
• Represent CHSR in cross-functional forums.
  
  

Supervisory Responsibilities

• Direct Supervisor: Direct authority over hiring decisions, performance management (including corrective action), staffing assignments, and merit increases.
• Leads a research support team; may provide matrix leadership to additional technical staff.
• Accountable for team utilization and development plans.
  
  

Qualifications

Education and Experience

• Bachelor's degree required; Master’s degree preferred. Business Administration or Life Sciences field of study preferred.
• More than 10 years of experience required.
  
  

Required Knowledge, Skills And Abilities

• Proven people leadership: 10 years directly managing staff, with a track record of formal performance management and elevating team outcomes.
• Advanced financial acumen: multi-award portfolio budgeting ($2-$10M annualized), forecasting, variance analysis, and sponsor reporting without reliance on peers.
• Portfolio/PMO proficiency: building governance frameworks, dashboards, SOPs, and standardized project controls across multiple concurrent efforts.
• Regulatory/compliance fluency: working knowledge of IRB processes, human subjects protections, data sharing agreements, and Uniform Guidance (2 CFR 200).
• Tools: Expert in Microsoft 365 (Excel advanced modeling, PowerPoint, Teams, SharePoint); Google Suite, experience with grants/contract systems (e.g., Grants.gov, eBRAP, NIH ASSIST/eRA Commons, RPPR) is a plus.
• Exceptional written and verbal communication; executive presence and the ability to create concise, decision-oriented briefings.
• Strong problem solving, systems thinking, and change leadership.
• Ability to obtain and maintain a T1/Public Trust Background Check.
  
  

Licenses and Certifications

• Project Management Professional (PMP) is a plus.
  
  

Work Environment

• This position will take place primarily in a office setting.
• Hybrid capabilities with in person engagement required as needed.
  
  

Compensation

• The annual salary range for this position is $105,800-$160,000. Actual salary will be determined based on experience, education, etc.
  
  

Benefits

• HJF offers a comprehensive suite of benefits focused on your health and well-being, from medical, dental, and vision coverage to health savings and retirement plans, and more.
  
  

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, education and credentials, a criminal background check, and a department of motor vehicle (DMV) check if applicable. 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)

Any qualifications to be considered as equivalents, in lieu of stated minimums, require the prior approval of the Chief Human Resources Officer.