Operations Project Manager

FTI is seeking a highly capable Operations Project Manager to support mission-critical efforts on-site at Wright-Patterson AFB, directly aligned with Air Force Life Cycle Management Center (AFLCMC), Air Force Materiel Command (AFMC), and United States Special Operations Command (SOCOM) mission priorities.

This role is essential to maintaining continuity across operational decision-support activities spanning Air Force acquisition, sustainment, and joint/coalition operational planning environments. The selected candidate will operate at the intersection of AFLCMC program execution and SOCOM mission integration, ensuring analytical products and insights directly inform capability development, sustainment strategies, and operational decision-making.

The Project Manager will lead day-to-day execution, coordinate closely with government stakeholders across multiple organizations, and deliver high-quality analytical outputs, briefings, and mission support. Success in this role requires the ability to operate independently in a dynamic, high-visibility environment, rapidly align to evolving mission needs, and provide trusted, decision-ready insights to senior leaders.

Core Responsibilites:

Serve as the primary on-site FTI Project Manager supporting AFLCMC and SOCOM customers.
• Lead execution of logistics and product support team while integrating modeling & simulation and analytics efforts.
• Manage daily operations, tasking, and deliverables across the contract(s).
• Coordinate directly with government leads, PSMs, and senior stakeholders.
• Develop and deliver executive-level briefings.
• Oversee and contribute to:
  • Data analysis and visualization (e.g., Tableau dashboards)
  • Reporting pipelines and decision-support products
• Ensure alignment with contract scope, timelines, and performance expectations.
• Identify and drive technology insertion opportunities (AI, analytics tools).
• Mentor and coordinate across matrixed teams.

*In addition to the selected individual's daily program responsibilities they also have the following leadership responsibilities for the individuals assigned to them.

• Effective Leadership:
• Vision and Strategy: Clearly articulate the team's vision and strategy, ensuring alignment with the organization's goals.
• Decision-Making: Make informed and timely decisions, considering the impact on the team and the organization.
• Conflict Resolution: Address and resolve conflicts within the team promptly and fairly.
• Empowerment: Empower team members by delegating responsibilities and encouraging autonomy.
• Anticipate and Balance Needs: Anticipate and balance the needs of multiple stakeholders which may span across one or more customers, leaders, and organizations both internally and externally.
• Mitigate Risk: Identify, communicate, and mitigate risks to teamwork execution (personnel, technical, organizational). This includes ensuring tasks assigned align with individuals' skill sets to set them and the deliverables up for success.
• Build High Performing Teams: Build high performing teams that apply their diverse skills and perspectives to achieve customer goals.
• Employee Intimacy:
• Build Strong Relationships: Develop and maintain strong, trusting relationships with team members.
• Understand Individual Motivations: Take the time to understand each team member's motivations, strengths, and areas for improvement.
• Personal Engagement: Show genuine interest in team members' well-being, both professionally and personally.
• Celebrate Successes: Recognize and celebrate individual and team achievements regularly.
• Coaching Through Change:
• Lead by Example: Demonstrate adaptability and a positive attitude toward change, setting a tone for the team.
• Provide Resources and Training: Offer necessary resources and training to help team members adapt to new processes, technologies, or organizational changes.
• Support Emotional Well-being: Recognize and address the emotional impact of change on team members, offering support and understanding while promoting the business decision.
• Communicate Vision: Clearly communicate and champion the reasons for change, the benefits, and how it aligns with the organization's goals.
• Intentional Mentoring:
• Identify Development Opportunities: Proactively identify and provide opportunities for team members' professional and personal growth.
• Set Mentoring Goals: Establish specific mentoring goals and create a plan to achieve them.
• Regular Mentoring Sessions: Schedule and conduct regular mentoring sessions to guide, support, and develop team members.
• Model Desired Behaviors: Demonstrate the behaviors and skills you want to cultivate in your team.
• Managing, Tracking, and Measuring Performance for Accountability:
• Set SMART Goals and Clear Expectations: Establish Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals for team members. Define clear, measurable goals for the team, ensuring each member understands their individual responsibilities and how these goals align with and impact company objectives.
• Performance Check-ins and Reviews: Conduct regular one-on-one meetings to assess progress, provide feedback, coaching and address any issues. Use these opportunities to set action plans for proactive improvement and development. Performance evaluation responsibility for direct reports during mid and end of fiscal year.
• Performance Metrics: Utilize key performance indicators (KPIs) and other metrics to objectively measure and track performance.
• Transparent Communication: Maintain open lines of communication, holding yourself and your team accountable for actions and results. Ensure that expectations and feedback are clearly communicated.
• Continuous Improvement: Foster a culture of continuous improvement by identifying areas for development, providing necessary support and training, and encouraging proactive growth and learning.
• Approving Time Sheets:
• Timely Approval: Ensure timely and accurate approval of time sheets to comply with company policies and payroll deadlines.
• Accuracy Verification: Verify the accuracy of reported hours, addressing discrepancies promptly.
• Compliance: Ensure that time sheet submissions comply with labor laws and company policies.
• Feedback on Patterns: Provide feedback on attendance patterns and discuss any issues related to time management with team members.

• Must be a U.S. Citizen and possess an active DoD Secret clearance (minimum).
• Advanced Degree (Master of Arts (MA)/Master of Science (MS)) and 12 years' directly related experience, 5 years of which must be in the DoD (minimum), OR;
  • BA/BS degree and 15 years' directly related experience, 5 of which must be in the DoD (minimum).
• DoD / Air Force Program Experience;
  • Prior experience supporting DoD, preferably Air Force or AFMC.
  • Professional experience operating in a government-led environment with senior stakeholders.
• Proven experience as a Project or Program Manager in an on-site customer environment.
• Ability to manage daily operations, tasking, and deliverables independently.
• Demonstrated ability to build and deliver senior-level briefings (O-6/GS-15/SES).
• Strong written communication skills (reports, summaries, weekly updates).
• Experience with Operational analysis / logistics / sustainment.
• Extensive Acquisition Management experience.
• Working knowledge in Air Force Aircraft maintenance.

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