Total 47 programme director job vacancies in Information Technology category in Washington, District of Columbia

Overview:We are seeking an experienced Programme Manager to lead a high-stakes Data & Analytics programme focused on High Frequency and Low Latency trading technologies within a prominent banking institution. This role involves overseeing a small team and driving the modernisation of the technological landscape while ensuring effective data flow and trading capabilities.

Key Responsibilities:

• Lead and manage the Data & Analytics High Frequency Tech program from inception to implementation, ensuring alignment with business objectives and technical requirements.
• Oversee a small team, providing guidance and fostering a collaborative environment that promotes innovation and efficiency.
• Leverage your expertise in high-frequency/real-time data estate experience to optimise data flow and management.
• Collaborate closely with stakeholders, to develop and execute strategic plans that modernise the technology infrastructure.
• Utilise your background in trading technology to identify opportunities for improvement and integration within the existing framework.
• Develop and maintain action plans for project deliverables, ensuring timelines are met and resources are efficiently utilised.
• Provide regular updates and reporting on program status, risks, and issues for senior management and stakeholders.
• Facilitate communication between technical and non-technical teams to ensure successful project outcomes.

Required Qualifications:

• Significant experience in managing high-frequency and low-latency data programs, particularly within a banking or financial services environment.
• Strong background in trading technology, with hands-on experience in managing trading data and understanding data workflows.
• Proven ability to lead teams, implement action plans, and drive modernisation efforts in a technology-driven environment.
• Familiarity with data analytics tools and methodologies to support program goals.
• Excellent organisational and communication skills, with a proactive approach to problem-solving and decision-making.

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The individual selected for this position will perform the following:

Serves as an expert consultant on controls related activities in support of projects and programs with national impact and as an authoritative source of information for decisions and guidance concerning changes in operations relating to continuous improvements to developing projects on time, within scope and with appropriate use of fiscal resources.

Applies principles of construction project and program controls and oversight to resolve novel or obscure problems and develop new approaches that guide other professional staff and construction personnel.

Manage and oversee the delivery of high-quality projects while encouraging an environment and culture of innovation.

Ensures the integration of contract development and management priorities, change management, scope management, time/schedule management, cost management, quality management, risk management and communication management.

Oversees applicable project controls to include planning, scheduling, modeling workflow, managing fiscal rates, cross-resourcing to optimize overall assets and securing alternate means for accomplishing work when assets are limited.

Performs reporting, analysis, and programming; Prepares, justifies, and administers the program budget; Oversees procurement and contracting to achieve desired results.

Establishes strategic objectives, requirements and objectives for projects ranging in size, budget, and difficulty.

Oversees program execution, including development and review of project status, progress, and metrics.

Provides management guidance and direction, advice, and decisions; Sets conditions and plans resources to meet agency goals and ensures projects are delivered safely on schedule, within budget and scope.

Provides management oversight and direction of Contracting Officer’s Representatives for development of Statements of Work (SOW) and oversees bidder selection committees.

Conducts periodic program review and analysis briefings to compare progress with objectives and established milestones.

Takes the lead to assess the reliability and effectiveness of Project Management Information Systems (PMIS).

Provides professional leadership and administrative direction for a team responsible for schedule analysis and optimization, project financial health, constructability analysis and other project control related functions.

Establishes guidelines and performance expectations for employees; Establishes performance goals, develops individual development plans, and ensures a mutual understanding of the performance standards.

Provides for employee skills enrichment and development through identification of opportunities for coaching, mentoring, and training and strives to achieve a standard level of work and collegiality across the team.

Provides leadership to ensure support for equal employment opportunity (EEO) goals and requirements. 

Performs other related duties as assigned.

As a Program Manager (ESD Director) at the GS-0340-15, some of your typical work assignments may include:

• Providing expert knowledge of program management, support function policy and strategy concepts, best practices, processes, tools, and methodologies.
• Coordinating strategic planning for ODR&R, supporting the development of the Office's vision, coordinating performance management, and ensuring successful achievement of ODR&R's goals.
• Developing and implementing strategies or alternative procedures and identifying new technologies to improve the effectiveness of work methods and procedures, utilization of manpower, use of equipment, organizational structure, distribution of work assignment, and addressing a fluctuating workload by obtaining feedback from a variety of sources.
• Keeping the Deputy Associate Administrator (DAA) informed of progress and potentially controversial matters.

• This is a Permanent appointment in the Competitive service with a full-time work schedule.
• If required to travel to a disaster site, you may encounter hazardous working and/or living conditions, for example, no water or electricity and/or minimal lodging facilities.
• By applying for this position with SBA's Executive Support Division, you can enjoy challenging but satisfying work and join a highly motivated and diverse team that helps families and businesses rebuild their lives after a disaster.
• Additional selections may be made from this announcement if identical vacancies occur within 180 days from the closing date.
• This is not a bargaining unit position.

As a Program Manager (ESD Director) at the GS-0340-15, some of your typical work assignments may include:

• Providing expert knowledge of program management, support function policy and strategy concepts, best practices, processes, tools, and methodologies.
• Coordinating strategic planning for ODR&R, supporting the development of the Office's vision, coordinating performance management, and ensuring successful achievement of ODR&R's goals.
• Developing and implementing strategies or alternative procedures and identifying new technologies to improve the effectiveness of work methods and procedures, utilization of manpower, use of equipment, organizational structure, distribution of work assignment, and addressing a fluctuating workload by obtaining feedback from a variety of sources.
• Keeping the Deputy Associate Administrator (DAA) informed of progress and potentially controversial matters.

• This is a Permanent appointment in the Competitive service with a full-time work schedule.
• If required to travel to a disaster site, you may encounter hazardous working and/or living conditions, for example, no water or electricity and/or minimal lodging facilities.
• By applying for this position with SBA's Executive Support Division, you can enjoy challenging but satisfying work and join a highly motivated and diverse team that helps families and businesses rebuild their lives after a disaster.
• Additional selections may be made from this announcement if identical vacancies occur within 180 days from the closing date.
• This is not a bargaining unit position.

• Provides executive leadership and direction in the formulation, development, and execution of assigned OSHA-related program functions that are carried out by subordinate employees working under the supervision of Office Directors in the following offices: Office of Management Operations, Office of Training and Education, Office of Financial Management, Office of Technology Assistance, and the Office of Audit.
• Develops goals and objectives that integrate organization, resource management and financial management objectives. Establishes, revises, or reviews OSHA policies, procedures, mission objectives, and organization design for the staff, as necessary to eliminate work problems or barriers to mission accomplishment, promote team building, implement quality improvements, or in response to concerns with regulatory compliance and/or customer requirements.
• Participates in establishing, revising, and updating agency policy and plans for the accomplishment of OSHA administrative programs, and providing advice concerning the implications of major administrative program decisions and recommendations which affect the needs and priorities of national and field components and of participating state-plan states.
• Provides advice on the assigned administrative and management programs and overall agency concerns related to proposed legislation, major changes in OSHA program policies, long-term planning, major reorganizations, significant reprogramming requirements and similar matters, all of which affect DAP responsibilities.
• Maintains working relationships with entities outside OSHA, such as administrative officers in other DOL subagencies and other federal agencies, academic, State plan and consultation partners through grants oversight and management, and stakeholders and interested members of the general public to promote the agency's programs and available services.

As a Director of Communications and Digital Strategy, you will perform the following duties:

• Lead, develops, implements, and oversees integrated polices, programs, and objectives for communication and digital content strategy and new media activities.
• Coordinates and participates in briefings, meetings and conference calls between Principals and Congressional representatives, committees and staff.
• Develops a long-term operational plan to ensure the digital content/media and website publishing vision is realized.
• Integrates the latest digital engagement trends, products, platforms, and strategies into overall mission activities.

As a Director of Communications and Digital Strategy, you will perform the following duties:

• Leads, develops, implements, and oversees integrated polices, programs, and objectives for communication and digital content strategy and new media activities.
• Coordinates and participates in briefings, meetings and conference calls between Principals and Congressional representatives, committees and staff.
• Develops a long-term operational plan to ensure the digital content/media and website publishing vision is realized.
• Integrates the latest digital engagement trends, products, platforms, and strategies into overall mission activities.

This position is in the Office of the Assistant Attorney General (AAG) for the Antitrust Division of the Department of Justice in Washington, D.C. The incumbent serves as Director of Litigation reporting directly to a Deputy Assistant Attorney General. The incumbent provides executive leadership over, and exercises assigned authority for, the planning, direction, timely execution, and evaluation of ATR's Litigation Program. The incumbent also oversees and manages civil and criminal litigation strategies and tactics across the Division's cases.

Major duties and responsibilities include, but are not limited to:

• Responsible for executive oversight and management of all matters concerning possible violations of antitrust law of major economic significance. Recommends and provides advice regarding investigative plans for civil and criminal matters that should be pursued.
• Oversees and manages civil and criminal trial and/or hearing strategies with legal staffs and, if necessary, must be prepared to take over any civil or criminal litigation matters in the courtroom and to independently handle arguments of major issues or negotiations with defense counsel. Utilizes extensive expertise to provide subject matter training and guidance to Division managers, attorneys, paralegals, and other staff on civil and criminal litigation principles and procedures.
• Leads oversight of strategic planning for the implementation of short- and long-term goals and objectives, while independently assessing the feasibility, balance, and support for these objectives. Identifies potential problems and devises various contingency plans to address the problems. Develops organizational plans to provide an operation capable of meeting changing requirements and recommends reorganization as the need becomes evident. Oversees execution of the strategic plan and ensures progress toward identified goals, objectives, and targets.
• Serves as advisor on both civil and criminal litigation to the DAAG, Litigation, Assistant Attorney General (AAG), Principal Deputy Assistant Attorney General (PDAAG), DAAGs, and Chiefs, Assistant Chiefs, and staff in the Division's litigating sections and offices.
• In partnership with the civil and criminal enforcement programs, reviews the preparation of memoranda outlining the factual and legal issues involved in civil and criminal matters and the collection of evidence; oversees the selection and examination of witnesses, the preparation of briefs, motions, and other required legal documents for civil and criminal matters; and allocates the litigative resources that will be required for assigned civil and criminal matters and how they are to be utilized.
• Exercises personnel management responsibilities, which includes technically and administratively supervising and evaluating the work of the Litigation Program through subordinate supervisors, including any deputy directors, Senior Litigation Counsel, and other subordinate staff and making recommendations for promotion, employment and separation.

This position will allow you to use your expertise in managing and overseeing various programs which have an agency-wide and government-wide impact. This position starts at a salary of $163,964.00 (GS-15, Step 1) to $191,900.00 (GS-15, Step 10).

GS Salary: Visit this link to view the locality pay tables by geographic area. If you do not see your geographic area listed, select the "Rest of United States" pay table. Some positions fall under a special pay rate depending on the series, grade level and location of the position.Please visit this link to view special pay rate charts.

Typical work Duties include:

• Focusing on retirement processing, benefits advisory services, and other national level programs.
• Planning, organizing, coordinating, and controlling the implementation of agency-wide programs and programs affecting the employment and retention of agency employees.
• Directing program segments that performs a variety of diverse programs and/or services that are professional, technical, and/or administrative in nature.
• Directing the Retirement and Benefits Branch, Workers' Compensation Branch, and Medical and Fitness Branch through subordinate supervisors.
• Coordinating services for employee benefits to include retirement benefits, workers' compensation benefits for employees injured while on duty, medical case management, and managing the CBP's Drug Free Workplace Program.

As the Director, Office of Human Resources (Chief Human Capital Officer),you will:

• Serve as the resident expert and chief advisor on all aspects of the FMC's human resources (HR) program, including strategic workforce planning, staffing/recruitment and classification, benefits and entitlements, personnel security, employee relations, training and development, organizational management, performance management, executive resources, and employee engagement.
• Oversee the administration of HR programs in line with human capital goals and activities.
• Evaluate HR programs and systems, conduct, direct, and determine human capital initiatives, workforce planning, and organizational development as a result of program reviews.
• Coordinate the Federal Employee Viewpoint Survey (FEVS) including: coordinating with agency leadership on communication plans; performing trend analysis on FEVS results: establishing recommendations for agency leaders on initiatives to improve or maintain employee engagement.
• Manage a staff of HR Specialists, effectively motivating and coaching employees; establishing office processes/procedures and monitoring operations; developing and communicating employee performance plans and expectations; recognizing employee accomplishments; and working with staff to identify training and development needs.
• Analyze proposed changes in regulations, assess the impact on HR program requirements, and advise managers on the most effective management of human capital. Work closely with and provide advice to agency senior leadership and managers on a variety of HR matters.
• Serve as the OPM liaison (coordinating with the FMC's Chief of Staff) on all matters related to Presidential transitions including Presidential, noncareer SES, and Schedule C appointments.

As a Director of Communication and Outreach, AD-0301-00 (Senior Manager), you will be responsible for:

• Driving the overall vision, strategy, and execution of FSA’s communication and outreach plan.
• As a recognized expert, providing leadership in the evaluation, assessment and improvement of programs and management systems by applying a wide range of qualitative and quantitative techniques.
• Providing program oversight and guidance that addresses modern communication practices and management approaches, drawing heavily upon best practices from the private sector and other Federal agencies.
• Planning, developing, directing, and managing the communication and outreach strategy and team to meet FSA strategic goals.
• Recommending the appropriate customer centric solutions to support the policies and directives issued by the Department of Education, Federal Student Aid (FSA), and the Intermediate of Chief Operations Office.

• Provides direction and oversight for the development and implementation of EEO Complaints Programs to assure the application and interpretation of Title VII of the Civil Rights Act of 1964, as amended; the Civil Rights Act of 1991, as amended; the Age Discrimination in Employment Act of 1967, as amended; the Rehabilitation Act; the Equal Pay Act of 1963; the EEO regulations at 29 C.F.R. Part 1614; MSPB regulations; U.S. OPM and FDIC personnel rules and regulations; and all other applicable EEO and related laws and regulations. Stays abreast of changing legislation and federal regulations regarding EEO in federal employment. Refers misconduct discovered during the EEO process to the Office of Professional Conduct for review and/or referral to other government entities.
• Provides direction in the fulfillment of EEO programs. Recommends, reviews, and approves of changes to the equal opportunity complaint process and training programs. Drafts routine and situational correspondence for broad communication or for highly sensitive cases requiring executive-level action. Conducts presentations to share knowledge of EEO programs and best practices. Advises and consults with executives on EEO matters. Advises the Director, OEEO, and serves as their proxy to the FDIC Board of Directors on EEO activities, sensitive cases with significant impact, and conducts routine and ad hoc reporting of FDIC EEO metrics.
• Drafts and makes recommendations on broad strategic plans, internal controls, and implementation strategies for FDIC-wide EEO Complaint endeavors. Conducts and/or leads in-depth evaluation of EEO Complaint programs and processes; oversees collaborative efforts to compose or edit EEO policies and practices and reviews work to ensure compliance with EEO laws and regulations.
• Coordinates with internal stakeholders on EEO efforts where executive decision-making or support is needed. Reviews, approves and/or recommends changes to policies and programs in coordination with the Director, to ensure the efficiency of EEO Complaint programs. Shares in the supervision of subordinate management and staff to convey expectations for EEO program performance and establishes metrics and other reporting for executive and/or general consumption. Collaborates with other offices in shared endeavors supporting FDIC personnel who bring a complaint or are the subject of a complaint to understand FDIC policies, procedures, and practices related to complaints.
• Justifies and tracks the office budget and execution of funds for the year. Composes budget requests and provides support and justification for program changes. Reviews and approves recommendations for contracted work and reviews contractor performance for the EEO Alternative Dispute Resolution (ADR) process to include informal and formal mediation efforts. Confirms that the terms of resolution agreements are within the scope of law and written with clarity and specificity. Negotiates for resources to conduct EEO Complaint programs, train EEO Counselors and Specialists, and maintain contracts for the FDIC.
• Develops and directs the retention and categorization of records related to EEO complaints for internal metrics.
• Establishes and maintains continuing liaison with counterparts in other organizational elements of the FDIC, officials of other regulatory agencies, and representatives of various financial institutions and private industry. Represents the FDIC on high level working groups and develops and delivers presentations on behalf of the FDIC on topics related to EEO. Responds to inquiries and develops reports; responds to and may brief congressional staff and other senior officials on EEO topics and issues.
• Exercises supervisory personnel management authority directly or indirectly through subordinate managers to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and evaluating work performance and providing feedback. Identifies training and developmental needs for staff and provides regular recognition of staff. Works in collaboration with the appropriate Human Resources and Legal staff to administer disciplinary action. Hears and resolves grievances or other disputes as appropriate. Approves/disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities.
• Develops Equal Employment Opportunity (EEO), Diversity, Equity, Inclusion, and Accessibility (DEIA), employee development, employee performance, and other personnel plans, processes, programs, and metrics in compliance with Corporate policy, legal requirements, and the mission of the Division; leads efforts to mature the organization and management of work within area of responsibility; leads diverse groups of employees to: direct work, review outcomes/effectiveness, develop and assess subordinate managers, and promote inclusion.

• Provides direction and oversight for the development and implementation of EEO Complaints Programs to assure the application and interpretation of Title VII of the Civil Rights Act of 1964, as amended; the Civil Rights Act of 1991, as amended; the Age Discrimination in Employment Act of 1967, as amended; the Rehabilitation Act; the Equal Pay Act of 1963; the EEO regulations at 29 C.F.R. Part 1614; MSPB regulations; U.S. OPM and FDIC personnel rules and regulations; and all other applicable EEO and related laws and regulations. Stays abreast of changing legislation and federal regulations regarding EEO in federal employment. Refers misconduct discovered during the EEO process to the Office of Professional Conduct for review and/or referral to other government entities.
• Provides direction in the fulfillment of EEO programs. Recommends, reviews, and approves of changes to the equal opportunity complaint process and training programs. Drafts routine and situational correspondence for broad communication or for highly sensitive cases requiring executive-level action. Conducts presentations to share knowledge of EEO programs and best practices. Advises and consults with executives on EEO matters. Advises the Director, OEEO, and serves as their proxy to the FDIC Board of Directors on EEO activities, sensitive cases with significant impact, and conducts routine and ad hoc reporting of FDIC EEO metrics.
• Drafts and makes recommendations on broad strategic plans, internal controls, and implementation strategies for FDIC-wide EEO Complaint endeavors. Conducts and/or leads in-depth evaluation of EEO Complaint programs and processes; oversees collaborative efforts to compose or edit EEO policies and practices and reviews work to ensure compliance with EEO laws and regulations.
• Coordinates with internal stakeholders on EEO efforts where executive decision-making or support is needed. Reviews, approves and/or recommends changes to policies and programs in coordination with the Director, to ensure the efficiency of EEO Complaint programs. Shares in the supervision of subordinate management and staff to convey expectations for EEO program performance and establishes metrics and other reporting for executive and/or general consumption. Collaborates with other offices in shared endeavors supporting FDIC personnel who bring a complaint or are the subject of a complaint to understand FDIC policies, procedures, and practices related to complaints.
• Justifies and tracks the office budget and execution of funds for the year. Composes budget requests and provides support and justification for program changes. Reviews and approves recommendations for contracted work and reviews contractor performance for the EEO Alternative Dispute Resolution (ADR) process to include informal and formal mediation efforts. Confirms that the terms of resolution agreements are within the scope of law and written with clarity and specificity. Negotiates for resources to conduct EEO Complaint programs, train EEO Counselors and Specialists, and maintain contracts for the FDIC.
• Develops and directs the retention and categorization of records related to EEO complaints for internal metrics.
• Establishes and maintains continuing liaison with counterparts in other organizational elements of the FDIC, officials of other regulatory agencies, and representatives of various financial institutions and private industry. Represents the FDIC on high level working groups and develops and delivers presentations on behalf of the FDIC on topics related to EEO. Responds to inquiries and develops reports; responds to and may brief congressional staff and other senior officials on EEO topics and issues.
• Exercises supervisory personnel management authority directly or indirectly through subordinate managers to include: planning, assigning, and reviewing work products of subordinates; establishing guidelines and performance expectations; and evaluating work performance and providing feedback. Identifies training and developmental needs for staff and provides regular recognition of staff. Works in collaboration with the appropriate Human Resources and Legal staff to administer disciplinary action. Hears and resolves grievances or other disputes as appropriate. Approves/disapproves requests for leave, telework, travel, training, etc. Ensures that programs are administered effectively and in accordance with broadly stated objectives and priorities.
• Develops Equal Employment Opportunity (EEO), Diversity, Equity, Inclusion, and Accessibility (DEIA), employee development, employee performance, and other personnel plans, processes, programs, and metrics in compliance with Corporate policy, legal requirements, and the mission of the Division; leads efforts to mature the organization and management of work within area of responsibility; leads diverse groups of employees to: direct work, review outcomes/effectiveness, develop and assess subordinate managers, and promote inclusion.

The Deputy Chief Data officer is responsible to assist the CDO in overseeing the implementation of the Board's data strategy in the areas of data management, data governance, innovative data capabilities development, and legal and regulatory compliance in support of the Board's missions and strategy. The Deputy CDO is also responsible for leading the internal operations of the OCDO, facilitating data-driven decision-making, and ensuring that the data needs of the Board are met. The deputy CDO is expected to be abreast of latest industry trends and developments related to data, build close partnership with data practitioner communities in the Federal Reserve System and other federal financial regulatory agencies, and be willing to perform other duties and special projects as needed.

Responsibilities

• Reporting to the CDO, assists the CDO to oversee the Board's Data Program. In conjunction with the Board Data Council and the OCDO leadership team, is responsible for developing the strategic roadmap, priorities, and specific work activities of the OCDO.
• Provides technical leadership and strategic guidance to the OCDO teams on Board data strategy, data governance policies, enterprise-level data operations, and data capability development initiatives.
• Oversees a portfolio of data governance and information management initiatives. Supports initiatives to improve the business value of data, including the discoverability, accessibility, quality, and usability of enterprise data assets. Plays a significant role in the compliance with legal and regulatory requirements on data and information management.
• Oversees the activities to be compliant with all data-related legal and regulatory requirements, including but not limited to Paperwork Reduction Act (PRA), OPEN Government Data Act (OGDA), Financial Data Transparency Act (FDTA), etc.
• Leads OCDO efforts in conducting ongoing reviews of the existing Board data management technologies and systems. Provides advice and guidance to Board leadership in the design and development of data management technologies. Leads modernization and maturity efforts for OCDO data management technology.
• Represents the CDO at internal and external meetings with Federal government leaders and other partners on topics that benefit the Board's data program, oversees and facilitates workgroups established under the auspices of the Board Data Council, and works closely with the OCDO managers on data management improvements, program management, communications, and training.
• Develops effective communication plans and gains necessary user buy-in.
• Builds and manages a team of highly capable and effective data governance and information management professionals that contribute to the overall data management maturity of the Board.
• Coaches OCDO officers and managers in talent development, employee relation management, and in sustaining a diverse, equitable, and inclusive culture.
• May be assigned additional duties not listed.

As Principal Deputy Director, Office of Human Resources, you will:

• serve as full partner with the Director, OHR in exercising responsibility for the overall technical and administrative management of human capital and human resources programs and operations, including ethics and compliance.
• support Director, OHR and the organization in the "One CDC" initiative including strategic alignment and governance, operating model transformation, workforce planning and data analytics, automation and technology, process optimization, communications, and change management.
• assist in leading and advancing technology efforts and business process principles to improve human capital programs and operations that support a model human capital organization and strategic goals.
• design and maintain state-of-the-art HR programs and policies by working with internal and external customers and stakeholders to identify and keep abreast of emerging HR developments and best practices.
• direct the development and delivery of a comprehensive, integrated set of strategies, policies, programs, and systems to evaluate and manage HR resources consistent with short- and long-term modernization initiatives.
• serve as a principal advisor to the organizations' leadership on matters related to human resources management and human resources provided by the office.
• optimize use of organization's resources to achieve organization goals and objectives as well as the customer's needs.
• represent the office with a variety of internal and external organizations performing review and oversight of human resources activities.