Deputy Program Management: 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 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 • 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 weekly Program Status 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 ACC A3 Directorate and wing-level coordination and issue resolution • Represent contractor interests in ACC governance bodies (Data/AI Councils, Change Control Boards) as directed by the CPM Change Management Leadership: 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 are executable at ACC A3 Directorate and wing level • Ensure framework is adaptable to diverse ACC A3 Directorate and 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 (digital newsletters, posters, videos, leadership talking points, success stories) • Establish campaign metrics and track effectiveness across the ACC A3 Directorate and 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 ACC A3 Directorate and 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: ACC A3 Directorate and Wing Commanders and Senior Leaders: • Executive briefings, ROI discussions, strategic alignment Group Commanders and Squadron Commanders: • Operational integration, resource allocation, priority setting Functional Leads (A1, 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/ACC A3 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: 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 Architect Lead to identify and showcase high-impact use cases and success stories • Collaborate with Technical Lead to ensure support processes reinforce positive user experiences • Work with Technical Leads to communicate platform updates and new capabilities in user-friendly terms 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 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: • Virtual Instructor-Led Training (VILT): 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, Confluence) 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 organization