Strategic Sealift Analyst - Arlington, United States - USfalcon, Inc.

USfalcon, Inc.

Verified Company

Arlington, United States

3 weeks ago

Posted by:

Mark Lane

beBee recruiter

Description

We have an exciting opportunity to join us in supporting one of our valued customers as a
Strategic Sealift Analyst to work out of Arlington VA.

Essential Duties:

Assist N4L3 leadership to draft decision briefs, strategic and tactical planning documents for senior leadership.
Collect, organize, analyze and interpret Strategic Sealift data to support N4L Initiatives.
Develop data driven models for various technical elements of Strategic Sealift fleet (e.g., capacity, age, size, etc.) to provide data driven products coming out of N4L
Coordinate data products with outside stakeholder organizations to ensure alignment of messaging and products across the Strategic Sealift enterprise.
Assist in the Planning, Programming, Budgeting, and Execution (PPBE) process and integrate N4L3 programs with other N4 programs.
Support planning and coordination meetings with N4L3 Action Officers (AOs) to compile and analyze program information, and assist in the validation of offsets (budget cuts).
Track tasker status.
Additional duties as assigned.

Required Qualifications:

Minimum of 3 years of professional work experience in a project management support role or military service.
Prior strategic sealift experience.

Preferred Qualifications:

Knowledge of the maritime industry and Maritime Administration's Ready Reserve Fleet (RRF) / Military Sealift Command.
Knowledge of fuel distribution and expeditionary logistics.
Prior Joint Capability and Integration Development System (JCIDS) and Planning, Programming, Budgeting, and Execution (PPBE) process experience.

Education/ Certification:

Bachelor's Degree in related field

Required Clearance:
Secret

Travel:25%

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 c)