Federal Workforce Manager and Staffing Lead

Mythics, LLC•,

About The Position

The Federal Workforce Planning & Staffing Lead serves as the strategic workforce planning and talent supply-chain leader for our growing Federal Consulting practice. This role is responsible for ensuring the organization maintains the talent pipelines, staffing readiness, and workforce strategies necessary to support business growth, proposal activities, program delivery, and revenue realization. Partnering closely with Federal leadership, program managers, delivery leaders, solution architects, the Resource Manager, and Talent Acquisition, this role forecasts workforce demand, aligns internal talent availability with business needs, develops talent pipelines, supports proposal and capture efforts, and drives hiring strategies to meet current and future staffing requirements. Operating as a business-embedded partner, the Federal Workforce Planning & Staffing Lead serves as the bridge between workforce planning, resource management, and Talent Acquisition to proactively address talent gaps, optimize staffing readiness and utilization, and support the successful delivery and growth of the Federal business.

Requirements

Bachelor's degree in Business Administration, Human Resources, Program Management, Organizational Development, or a related field, or an equivalent combination of education and experience.
10+ years of experience supporting Federal Government contractors, systems integrators, consulting organizations, or Federal-focused staffing organizations, with responsibility for workforce planning, staffing strategy, talent acquisition, and/or resource forecasting.
Demonstrated experience building talent pipelines and recruiting technology professionals, including Oracle, ERP, Cloud, Cybersecurity, Data, AI, Infrastructure, and cleared or clearable talent.
Experience managing the full talent lifecycle, including workforce planning, requisition creation, sourcing, candidate assessment, interview coordination, offer development, and staffing execution.
Experience partnering with executive leadership, program managers, delivery teams, Resource Managers, and other stakeholders to support workforce and business objectives.
Strong knowledge of Federal labor categories, staffing models, proposal and capture support, customer-driven staffing requirements, and workforce planning methodologies.
Ability to develop and execute workforce strategies by evaluating internal talent availability, external labor market conditions, staffing risks, and future workforce demands.
Strong analytical, communication, relationship-building, and stakeholder management skills, with the ability to influence and collaborate across leadership, delivery, operations, Resource Management, and Talent Acquisition functions.
Proficiency with applicant tracking systems (ATS), sourcing platforms, talent relationship management tools, workforce planning data, and recruiting metrics.
Ability to manage multiple priorities and deliver results in a fast-paced consulting environment.

Nice To Haves

Experience supporting Oracle Federal consulting practices.
Existing network of Oracle, Cloud, ERP, Data, AI, Cybersecurity, Infrastructure, and other Federal technology professionals.
Experience supporting Federal proposal staffing, capture efforts, and key personnel recruiting.
Familiarity with government security clearance processes, Federal compliance requirements, and certification-driven labor qualification standards.
Experience supporting high-growth consulting or professional services organizations.
Experience with workforce analytics, succession planning, talent intelligence, and long-range workforce planning.

Responsibilities

Partner with Federal leadership, program managers, delivery leaders, solution architects, and the Resource Manager to forecast workforce needs across existing programs and growth initiatives.
Develop and maintain rolling workforce plans aligned with business objectives, opportunity pipelines, and anticipated contract awards.
Identify future talent needs and staffing gaps before customer requirements emerge.
Align forecasted workforce demand with consultant availability, projected capacity, and anticipated redeployment opportunities.
Support succession planning and workforce continuity for critical Federal roles.
Build and maintain talent pipelines aligned with forecasted program, proposal, and growth demands.
Establish and manage talent communities for priority labor categories and recurring staffing needs.
Cultivate relationships with Oracle, Cloud, ERP, Cybersecurity, Data, AI, Infrastructure, and other Federal technology professionals.
Develop networks of cleared and clearable talent to support current and future staffing requirements.
Conduct targeted sourcing to build diverse candidate pools through the ATS, professional networks, employee referrals, social media, recruiting events, and external recruiting partners.
Maintain qualified backup candidates for critical program and key personnel positions.
Proactively identify replacement candidates to mitigate attrition risk and minimize delivery disruption.
Support proposal and capture efforts through workforce planning, talent identification, and pre-award staffing strategies.
Partner with Federal leadership to develop staffing approaches for strategic pursuits and contract opportunities.
Assess labor market availability and compensation competitiveness to validate staffing models.
Identify key personnel and critical labor categories ahead of contract awards.
Strengthen pursuit readiness by identifying and validating candidates for strategic opportunities before staffing needs become urgent.
Partner with Talent Acquisition and hiring managers to execute hiring strategies that support workforce plans and business objectives.
Create and manage requisitions, ensuring position requirements, labor category qualifications, approvals, and staffing priorities are clearly defined.
Collaborate with hiring managers to develop sourcing strategies, evaluate candidates, and manage the interview process.
Screen, assess, and present qualified candidates to hiring managers and delivery leaders.
Own offer development, negotiations, and hiring documentation through candidate acceptance.
Provide market intelligence regarding labor categories, clearances, certifications, compensation trends, and candidate availability.
Serve as the primary liaison between Federal leadership and Talent Acquisition, ensuring recruiting activities align with corporate processes and hiring best practices.
Monitor staffing metrics, fill rates, time-to-fill performance, and workforce readiness indicators.
Analyze compensation trends, labor market conditions, recruiting effectiveness, and competitor activity.
Support program greening efforts by identifying alternative staffing strategies, adjacent skill sets, and internal mobility opportunities.
Partner with the Resource Manager and Centers of Excellence to evaluate bench utilization, redeployment opportunities, and external hiring needs.
Collaborate with the Resource Manager to balance internal talent deployment, bench utilization, and external hiring strategies to meet program and business demands.
Recommend workforce strategies that improve staffing speed, utilization, and revenue realization.
Track certification requirements, renewal timelines, and labor qualification standards.
Support workforce readiness for Security+, CISSP, Oracle, and other contract-specific certifications.
Ensure compliance with labor category qualifications, clearance requirements, and contractual staffing obligations.
Coordinate workforce readiness activities related to security clearances, customer onboarding, and deployment requirements.