Deputy Director, Clinical Project Management

Join the HJF Team!

HJF is seeking a Deputy Director, Clinical Project Management to drive successful completion of key deliverables and stated objectives for a single project or multiple non-integrated projects by coordinating and monitoring the status of work performed by technical staff.

This position will be in support of Global
- Military HIV Research Program (MHRP) and Viral Disease Program (VDP).

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.

• Manage operational elements of one or more individual projects. Document project scope and plan, confirming objectives, technologies, schedules, milestones and deadlines, funding, and available resources with key stakeholders. Produce and distribute project status reports and documents.
• Communicate and collaborate with others, including but not limited to project team members, management and other key stakeholders about project requirements and objectives. Document and evaluate existing processes, procedures and guidelines making recommendations for enhancements and improvements as appropriate. Obtain approval for out-of-scope modifications.
• Monitor project costs incurred. Prepare and maintain project budget and related reports.
• Support the Director in managing a team of Clinical Project Managers across multiple therapeutic areas.
• Act as deputy leader, stepping in for the Director when needed to ensure continuity of operations.
• Provide coaching, mentorship, and career development guidance to team members.
• Partner with the Director to develop and execute departmental strategies and process improvement.
• Lead initiatives to optimize processes, tools, and systems for clinical project management, including the use of Smartsheet.
• Contribute to resource planning and allocation across programs.
• 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.

• Bachelor's Degree;
  Master's Degree preferred.
• Minimum of 9-10 years experience required.

• Ability to communicate clearly, work well with others, identify and resolve problems, and deliver results as a team.
• Demonstrated ability to plan, schedule, and coordinate activities to meet deadlines.
• Working knowledge of a variety of software including but not limited to Microsoft Office, proposal/project tracking, and data analysis software.
• PMP certification desirable.

• This position will take place primarily in an office setting.

• The annual salary range for this position is $88,600-$140,000. Actual salary will be determined based on experience, education, etc.

• 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.

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.