Workforce Strategy Leader

PVM Inc•Mooresville, AL

2d•Hybrid

About The Position

Workforce Strategy LeaderPVM | Hybrid — Huntsville, AL About PVM PVM operates at the intersection of Palantir's platform and the U.S. Government mission. We're a fast-growing professional services firm where cleared talent, deep technical fluency, and AI-native thinking come together to solve problems that matter. As we scale from a tight-knit team into a multi-hub organization, we're investing in the people infrastructure that will make our next chapter possible — and we're hiring the leader who will build it. The Role The Workforce Strategy Leader owns the people infrastructure that makes PVM's growth possible. This is not an HR function. It's a strategic capability that determines whether our growth ambitions are successful and sustainable. You'll lead PVM's evolution from a small, personality-driven company to a scalable, hub-based firm operating at the frontier of AI and Palantir adoption. You'll own three pillars: Workforce Transformation — Build and steward the Talent Engine: a replicable playbook for sourcing, hiring, and onboarding cleared, Palantir-fluent talent across W-2, partner-channel, and 1099 channels. Lead workforce planning rolling 90 days ahead of business demand, and embed LMA (Lead, Manage, Hold Accountable) discipline across every manager in the company. Culture Architecture — Design the systems that make PVM's culture replicable at scale. Operationalize our core values in hiring, onboarding, accountability, and management practices so that when Hub 3 opens, the culture doesn't depend on who's in the room. Organizational Sustainability — Own the accountability chart, role clarity, and change management as PVM scales into new hubs. Drive community engagement strategies that build local brand presence and durable talent pipelines. You'll directly lead People Experience and Talent Acquisition, reporting to the Integrator. What You'll Deliver in Year One A hub-ready Talent Engine playbook used to staff at least one new hub activation LMA training embedded across every manager, with People Analyzer running on cadence A culture architecture baseline with values operationalized across hiring and accountability A current, complete Accountability Chart with documented change management for major structural shifts A standardized onboarding experience every new hire receives, regardless of hub or function Measurable urgency — shorter hiring cycles, tighter onboarding, faster execution Who You Are You're energized by building organizations — not just filling roles. You carry urgency as a default setting, not a gear you shift into when pushed. You're naturally curious about new tools and approaches, and you use AI actively to scale what a small team can accomplish. You understand that talent strategy in the Palantir GovCon space requires a fundamentally different approach than traditional GovCon. You operate strategically and operationally without losing either lens. You get energy from watching a manager become more effective, a new hire integrate with confidence, and a culture stay true to its values at scale. You want to help build the best place to work in the Palantir GovCon space — and you're ready to make it real.

Requirements

Energized by building organizations — not just filling roles.
Carries urgency as a default setting.
Naturally curious about new tools and approaches.
Uses AI actively to scale what a small team can accomplish.
Understands that talent strategy in the Palantir GovCon space requires a fundamentally different approach than traditional GovCon.
Operates strategically and operationally without losing either lens.
Gets energy from watching a manager become more effective, a new hire integrate with confidence, and a culture stay true to its values at scale.
Wants to help build the best place to work in the Palantir GovCon space.

Responsibilities

Build and steward the Talent Engine: a replicable playbook for sourcing, hiring, and onboarding cleared, Palantir-fluent talent across W-2, partner-channel, and 1099 channels.
Lead workforce planning rolling 90 days ahead of business demand.
Embed LMA (Lead, Manage, Hold Accountable) discipline across every manager in the company.
Design the systems that make PVM's culture replicable at scale.
Operationalize core values in hiring, onboarding, accountability, and management practices.
Own the accountability chart, role clarity, and change management as PVM scales into new hubs.
Drive community engagement strategies that build local brand presence and durable talent pipelines.
Directly lead People Experience and Talent Acquisition.
Deliver a hub-ready Talent Engine playbook used to staff at least one new hub activation.
Ensure LMA training is embedded across every manager, with People Analyzer running on cadence.
Establish a culture architecture baseline with values operationalized across hiring and accountability.
Maintain a current, complete Accountability Chart with documented change management for major structural shifts.
Provide a standardized onboarding experience for every new hire, regardless of hub or function.
Achieve measurable urgency — shorter hiring cycles, tighter onboarding, faster execution.