Program Manager - Program Operations

The user wants me to convert this job posting into clean semantic HTML following specific rules. Let me analyze the content and structure it appropriately. First, I need to identify the sections that have real, specific content: 1. About the company (SHR Consulting Group) - but this is more company background, not a role section 2. Position Summary - this is the role overview 3. Key Responsibilities - broken down into 5 sub-areas with percentages 4. Experience Requirements 5. Skill Requirements 6. Education & Training 7. Security Clearance 8. Working Conditions 9. Benefits 10. Salary Range (Pay) The rules say: - Use

for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule) - Use

• for lists - Use

  for prose - Don't repeat job title as heading - Don't put Job ID/requisition numbers as headings - Preserve ALL substantive information - Remove boilerplate (EEO, scam warnings, application instructions) - Only include sections with real content - No filler/placeholder text - Output ONLY HTML fragment Looking at the content, I should structure it as: 1. About the role (Position Summary) - prose 2. Responsibilities - with sub-sections for each responsibility area 3. Requirements (Experience Requirements) - list 4. Skills (Skill Requirements) - list 5. Qualifications (Education & Training) - list 6. Security Clearance - prose/list 7. Working Conditions (Schedule) - prose 8. Benefits - list 9. Pay (Salary Range) - prose The company background "About SHR Consulting Group" is not a role section, but it provides context. The rules say "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". So "About the role" would be the Position Summary. I need to be careful not to include the EEO statement at the end, the verification disclaimer, etc. Those are boilerplate. Let me structure the HTML:

  About the role

  SHR is seeking an experienced Program Manager – Program Operations as the primary leader and advocate for the employees we place on subcontracts, and the business owner of those subcontracts and our partner subcontracts. This is a people-first role: the person in it knows our onsite staff by name, is the first call when they need something, and keeps them engaged, supported, and growing. The role blends people leadership with contract management. It owns relationships with prime contractors, partner subcontractors, Contracting Officers (KOs), and Contracting Officer's Representatives (CORs). It negotiates subcontract terms and rates, keeps our team compliant with what we owe our partners, and actively grows our footprint on existing vehicles. The position will require frequent travel to customer sites and an active DoD clearance.

  Responsibilities

  Then for each responsibility area, I could use subheadings or just list them. The rules say use

  for section headings, but these are sub-responsibilities. I think I should use

  for the sub-categories? But the rules only mention

  for section headings. However, the example shows "Responsibilities" as a section heading. The sub-items could be

  or just strong text in list items. Since the rules don't specify

  , but semantic HTML would allow it. However, the instruction says "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other headings. But to be safe, I'll use

  for main sections and maybe

  for sub-sections, or just incorporate into list items. Looking at the content, each responsibility area has a percentage and multiple bullet points. I'll create a list for each area with a heading for the area. But the rules say "Use

  • for any list of duties/requirements/benefits". So I can have multiple
    lists under Responsibilities. I'll do:

    Responsibilities

    Personnel Management & Employee Engagement (approx. 25%)

    • ...

    Workforce Planning & Resource Management (approx. 15%)

    • ...
    etc. But the rules didn't mention

    . However, it's semantic HTML. I think it's acceptable. Alternatively, I could make the area name a in a

    then list. But

    is more semantic. I'll use

    for the sub-categories. Now for Experience Requirements: list items. Skill Requirements: list items. Education & Training: list items (Bachelor's degree, PMP preferred). Security Clearance: prose or list. Working Conditions: prose. Benefits: list. Pay: prose with salary range. Also note: the company background paragraph at the top - should I include it? The rules say "Do NOT repeat the job title as a heading (the page already shows it)". The company background is not a role section. But it's part of the posting. The rules say "Preserve ALL substantive information". The company description is substantive. But the example headings don't include "About the company". However, the user said "use

    for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". "About the role" is there, not "About the company". I think I should include the company description as part of "About the role" or as a separate section? The Position Summary is the role summary. The company description is separate. I'll include it as a brief intro paragraph before "About the role" or as part of it. But the rules say "include a section ONLY when the posting has real, specific content for it". The company description is real content. I could make a section "About the company" but that's not in the example list. However, the example list is not exhaustive ("e.g."). I think it's okay to include a section for company background. But the rules also say "Prefer a few substantive sections over many thin ones." The company description is one paragraph. I could fold it into the About the role section. Let me read the Position Summary again: it starts with "SHR is seeking...". The company description is before that. I'll include the company description as a paragraph before the About the role heading, or as part of it. Since the page already shows the job title, maybe the company description is context. I'll include it as a

    before the first

    . But the output should be only the HTML fragment. I'll start with the company description as a

    , then

    About the role

    with the position summary. Wait, the Position Summary is labeled "Position Summary". That's the role summary. The company description is "About SHR Consulting Group". I'll treat "About the role" as the Position Summary. I'll structure:

    SHR Consulting Group LLC, headquartered in Alexandria, VA. Our IT Professionals help organizations by providing intelligent solutions that solve today's problems and prepare them for tomorrow's challenges. We focus not only on the tactical aspects of providing solutions in today's IT landscape but also possess the strategic vision to anticipate and react to the inevitable changes that will form the basis of tomorrow's IT landscape. SHR provides thought leadership which enables organizations to make technology investments that align with their strategic business objectives. We offer our employees a competitive benefit package including health/dental/vision insurance, 401k, ancillary benefits, and personal time-off.

    About the role

    SHR is seeking an experienced Program Manager – Program Operations as the primary leader and advocate for the employees we place on subcontracts, and the business owner of those subcontracts and our partner subcontracts. This is a people-first role: the person in it knows our onsite staff by name, is the first call when they need something, and keeps them engaged, supported, and growing. The role blends people leadership with contract management. It owns relationships with prime contractors, partner subcontractors, Contracting Officers (KOs), and Contracting Officer's Representatives (CORs). It negotiates subcontract terms and rates, keeps our team compliant with what we owe our partners, and actively grows our footprint on existing vehicles. The position will require frequent travel to customer sites and an active DoD clearance.

    Responsibilities

    Personnel Management & Employee Engagement (approx. 25%)

    • Serve as the day-to-day leader, advocate, and point of contact for employees performing on SHR subcontracts and assigned partner subcontracts.
    • Hold regular one-on-ones and site visits; know each employee's work, goals, and concerns.
    • Lead onboarding and offboarding for staff on assigned subcontracts so every new hire has what they need on day one.
    • Address performance, conduct, and workplace concerns early, partnering with HR on documentation and corrective action.
    • Champion retention by recognizing good work, identifying flight risks, and acting on engagement feedback.
    • Coordinate timesheets, leave, and staffing coverage with prime and customer site leads.
    • Support career development, training, certifications, and internal mobility.

    Workforce Planning & Resource Management (approx. 15%)

    • Forecast staffing needs across subcontracts, including option-year exercises, ramp-ups, and period-of-performance end dates.
    • Partner with recruiting to fill open and anticipated positions quickly with the right people.
    • Build succession and backfill plans for key and hard-to-fill roles.
    • Track workforce data (headcount, turnover, time-to-fill, labor category mix) and report trends to the COO.

    Subcontract & Program Financial Management (approx. 25%)

    • Negotiate subcontract terms, conditions, and labor rates with primes and partner subcontractors, protecting margin while staying competitive.
    • Review and negotiate new subcontract agreements, modifications, task orders, and NDAs/teaming agreements.
    • Manage subcontract funding, ceilings, periods of performance, and option exercises.
    • Review partner invoices against agreements before approval and resolve billing issues.

    Customer & Prime Contractor Relationship Management (approx. 10%)

    • Respond promptly and accurately to inquiries from KOs, CORs, and prime contract managers.
    • Represent the company in program reviews and performance discussions.
    • Resolve customer concerns about staff performance or coverage before they escalate.

    Contract Compliance & Risk Management (approx. 10%)

    • Ensure SHR meets obligations to partner subcontractors, including flow-down clauses, reporting, timely payment, and communication.
    • Ensure staff on SHR subcontracts follow agreement terms, including labor category qualifications and billing rules.
    • Maintain complete, audit-ready subcontract files.
    • Monitor deliverables, reporting deadlines, and required certifications.

    Organic Growth & Account Expansion (approx. 10%)

    • Actively pursue growth on existing vehicles through outreach to primes, CORs, and customer leaders.
    • Track positions open to subcontractors and promptly propose qualified candidates.
    • Build relationships positioning SHR for recompetes, new task