**Description** Applied Research Solutions is seeking an Acquisition Strategy & Documentation SME located on Hanscom AFB, in Bedford, Massachusetts. Why Work with us? Applied Research Solutions (ARS) is respected as a world-class provider of technically integrated solutions as we deliver premier talent and technology across our focused markets for unparalleled, continuous mission support. Awarded a Best Places to Work nominee since 2020, ARS recognizes that without our career- driven, loyal professionals, we would not be able to deliver state-of-the-art results for our mission partners. We firmly believe that prioritizing our employees is of the upmost importance. We provide a culture where our employees are challenged to meet their career goals and aspirations, while still obtaining a work/life balance. ARS employees are motivated through our industry competitive benefits package, our awards and recognition program, and personalized attention from ARS Senior Managers. + The selected candidate will have comprehensive knowledge of principles, policies, and practices of systems acquisition and program management, as defined in DoDI 5000.02, as well as knowledge of roles and relationships within the DoD and the Air Force. + Must have knowledge of qualitative and quantitative techniques for gathering, analyzing, and measuring the effectiveness, efficiency and productivity of acquisition programs. + Knowledge of support activities that assist the program manager in assessing what programs are within schedule and cost baselines, be able to recommend viable solutions to problems, and pursue alternative courses of action. + Must be able to effectively communicate orally and in writing, providing quality acquisition and program documentation (briefings, documents, plans, etc.). + Individual shall be able to plan, research, analyze, and assess system acquisition in terms of development, production, and deployment of weapons systems and associated equipment; formulate plans, and recommend effective strategies in meeting cost, schedule, and performance objectives. + Shall be able to support and develop acquisition reports, including statutory and regulatory reports (i.e. DAES, MAR, etc.). + Support program management reviews, senior level meeting/reviews and IMP/IMS reviews. + Support and develop various briefings/schedules of program status and acquisition tasks to senior management. Support program management reviews, senior level meeting/reviews, and IMP/IMS reviews. + Possess the advanced knowledge, experience and recognized ability to be considered an expert in their technical/professional field, possesses the ability to perform tasks, and oversees the efforts of junior and mid-level personnel within the technical/professional discipline. + Will demonstrate advanced knowledge of their technical/professional discipline as well as possess a comprehensive understanding and ability to apply associated standards, procedures, and practices in their area of expertise (Program Office, Enterprise and Staff Level Support interface). + Individual must be able to establish and implement division processes to ensure efficient review, coordination, and approval of all division tasks, briefings, acquisition documentation, acquisition reporting, and organizational management. + Individual must be able to interpret complex requests/tasks from higher level organizations (including PEO Staff, Air Staff, DoD Staff, and Congressional Staff) and construct, organize, and implement data calls across multiple functional disciplines within the division to efficiently/timely develop an appropriate response for senior leader review. + Individual must have demonstrated capacity to consolidate/synthesize data inputs from multiple programs, data inputs from multiple functional disciplines, and independent research into coherent products to support senior leadership decision processes and products. + Individual must be able to effectively delegate and manage multiple individuals to accomplish the responsibilities outlined above. + Individual will perform other duties as assigned. Job Experience: + Highly desired to have held a position on Air Force Headquarter Staff, preferably at SAF/AQ and/or PEO Staff. + Must have direct experience with acquisition reporting, including but not limited to DAES, MAR, Selective Acquisition Review (SAR), and GAO audits. + Desirable to have experience in more than one acquisition discipline, especially program management and financial management. Minimum Education/Experience Requirements: + Advanced Degree (MA/MS) 15 years of experience in the respective technical/professional discipline being performed, 10 years of which must be in the DoD + **or** a BA/BS degree and 20 years of experience in the respective technical/professional discipline being performed, 10 of which must be in the DoD + **or** 25 years of directly related experience with proper certifications as described in the Functionally Aligned Job Descriptions, 10 of which must be in the DoD + Active Top Secret Security Clearance + Must be a US citizen All positions at Applied Research Solutions are subject to background investigations. Employment is contingent upon successful completion of a background investigation including criminal history and identity check. The contractor and subcontractor shall abide by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of disability, and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities. This contractor and subcontractor shall abide by the requirements of 41 CFR 60-300.5(a). This regulation prohibits discrimination against qualified protected veterans, and requires affirmative action by covered contractors and subcontractors to employ and advance in employment qualified protected veterans. 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 60-1.35(c)