Quality Manager

Responsibilities

Manages multiple new or existing organization process improvement initiatives based on company strategic plans. Manages program, project managers, and respective teams to implement organizational processes and best practices. Requires an expertise in managing software development, operations, help desk, and maintenance programs, quality assurance teams, and process improvement initiatives. Must be able to implement and maintain ISO 20000, ISO 27000, ISO 9001, CMMI-DEV, CMMI-SVC programs from ground up. Must be able to implement and maintain a Customer Satisfaction Program; regularly meets with customers and obtains feedback via face-to-face meetings and/or online customer satisfaction surveys. Performs SWOTs as appropriate. Manages the performance of project evaluations, gap analyses, audits, and action plans. Responsible for company process improvement initiatives; back office support (finance, HR, recruiting, etc.), services (ISO, ITIL, CMMI-SVC Level 3), and development projects (CMMI-DEV Level 3). Manages the development and/or modification of processes, procedures, templates, and other process artifacts for organizational process improvement efforts. Performs management functions such as: planning/scheduling, training and mentorship to personnel, ensuring proper resourcing, and status reporting to senior management for all process improvement, QA, and customer satisfaction activities. Qualifications

MUST HOLD AN ACTIVE SECRET CLEARANCE.

Requires BA/BS with 10 years of experience with at least 4 years of management level responsibility. Incumbent has specialized knowledge in at least one area of expertise and a general knowledge in 1-2 other areas.

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As a government contractor, Perspecta abides by the following provision
PAY TRANSPARENCY NONDISCRIMINATION PROVISION
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 60-1.35(c)