Program Manager III - CPDR

Join the HJF Team!

HJF is seeking a Program Manager III to provide strategic and operational leadership in support of the Center for Prostate and Disease Research (CPDR) of the Uniformed Services University (USU) located in Bethesda, MD. This role serves as a key operational partner to Center leadership, working closely with the Senior Program Manager (PM IV), investigators, university leadership, sponsors, and administrative stakeholders to ensure effective execution of the Center's research, personnel, and administrative objectives.

The Program Manager III will oversee critical administrative and research support functions, with a primary focus on personnel coordination, organizational operations, and research administration activities spanning the full award lifecycle. The incumbent will help align pre-award and post-award activities, facilitate communication across stakeholders, support workforce planning and staff development efforts, and drive operational excellence throughout the Center.

This position requires a highly collaborative leader capable of balancing strategic priorities with day-to-day operational execution while supporting a diverse portfolio of federally funded research programs.

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.

• Serve as a principal operational resource to the Senior Program Manager (PM IV) in executing Center priorities, initiatives, and long-term strategic objectives.
• Track strategic initiatives, deliverables, decisions, and operational priorities, ensuring appropriate follow-through and accountability.
• Develop, monitor, and improve administrative processes, workflows, standard operating procedures, and performance measures.
• Identify operational challenges and recommend practical solutions to improve efficiency, communication, and service delivery.
• Support workforce planning, onboarding, staff engagement, employee development, succession planning, and organizational effectiveness initiatives.
• Facilitate communication between Center leadership and staff to promote consistent information sharing and alignment of expectations.
• Coordinate personnel actions in partnership with Human Resources, including recruitment support, position management, organizational planning, and staff transitions.
• Assist supervisors and leadership with workforce initiatives, performance management processes, staff development planning, and employee recognition efforts.
• Help foster a positive, collaborative, and mission-focused work environment.
• Provide strategic oversight and coordination of pre-award and post-award activities across the Center.
• Support proposal development, budget planning, application submission, award negotiation, and agreement execution.
• Monitor award administration activities, including financial management, sponsor reporting, modifications, compliance obligations, and award closeout.
• Coordinate with HJF, USU, and external sponsors to support timely resolution of administrative, financial, and regulatory issues.
• Identify risks related to funding, staffing, compliance, and project execution and develop mitigation strategies.
• Serve as a liaison among investigators, program staff, HJF departments, university leadership, sponsors, and external partners.
• Establish and maintain effective working relationships on matters of mutual interest.
• Prepare reports, presentations, executive summaries, decision materials, and leadership briefings.
• Track and communicate program progress, outcomes, challenges, risks, and opportunities.

Supervisory Responsibilities

• Direct Supervisor: May supervise program coordinators, administrative personnel, research support staff, or other designated personnel. Supervisory authority may include work assignment and prioritization, staff development and mentorship, performance management activities, hiring recommendations, and participation in compensation and promotion recommendations.

Education and Experience

• Bachelor's degree required, Master's degree preferred. Degree in Business Administration, Public Administration, Healthcare Administration, Life Sciences, Research Administration, or a related field preferred.
• Minimum of 9 -10 years of progressively responsible experience in program management, research administration, grants management, healthcare administration, or a related field required.

Required Knowledge, Skills and Abilities

• Extensive knowledge of research administration principles, including pre-award and post-award management.
• Strong understanding of federal grants, cooperative agreements, contracts, budget processes, and compliance requirements.
• Experience supporting federally funded research programs strongly preferred.
• Experience in personnel management, organizational operations, or workforce coordination preferred.
• Knowledge of academic, military, and federally funded research environments preferred.
• Exceptional organizational and project management skills, with the ability to balance competing priorities and meet deadlines.
• Strong interpersonal and relationship-building skills, with the ability to collaborate with and influence stakeholders across organizational levels.
• Demonstrated ability to facilitate communication, handle sensitive personnel matters appropriately, and support organizational change initiatives.
• Strong analytical and problem-solving skills, including the ability to translate complex issues into actionable solutions.
• Excellent written and verbal communication skills.
• Proficiency with Microsoft Office and research administration, project management, financial management, proposal tracking, and data analysis systems.
• Ability to obtain a T1/Public Trust background check.

Physical Capabilities

• Ability to stand or sit at a computer for prolonged periods.

Licenses and Certifications

• Project Management Professional (PMP) preferred.

Work Environment

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

Compensation

• The annual salary range for this position is $93,100-$140,000. 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.