Workforce Development & Transformation Leader

Workforce Development & Transformation Leader

Location: Huntsville, AL or San Diego, CA or St. Petersburg, Florida

About Pat V. Mack, Inc.

PVM is a Service-Disabled Veteran-Owned Small Business (SDVOSB) and 8(a)-certified firm specializing in forward-deployed Palantir implementation services for U.S. Government agencies. We are one of only four members of Palantir’s U.S. Government Partnership Vanguard — and the only small business in that group. Our mission is simple: We Serve Those Who Serve.

We run on EOS (the Entrepreneurial Operating System), and we mean it. Clear accountability, disciplined execution, and a culture rooted in five core values: No Assholes. Mission & Outcome Obsessed. Own It. We Are Better Together. Keep It Real.

We’re building toward seven geographic hubs serving the U.S. Government Palantir market by 2036. Right now, we’re establishing our first hub in Huntsville, AL and building the talent infrastructure to make hub replication possible. That’s where this role comes in.

The Role

The Workforce Development & Transformation (WD&T) Leader is a strategic seat on the PVM Leadership Team. This is not a traditional HR role. It is the function that determines whether PVM’s growth ambitions are staffed for success — or stalled by talent constraints. You will own the people infrastructure that makes PVM scalable: talent strategy, LMA (Lead, Manage, hold Accountable) discipline company-wide, learning and development, workforce transformation, and culture management. You will lead two direct reports — People Experience and Talent Acquisition — and be responsible for building a Talent Engine playbook that works in every hub PVM enters.

This seat reports directly to the Integrator (COO) and operates with a company-wide lens. When you’re functioning well in this seat, the Integrator is fully out of WD&T operations. That’s the goal.

What You’ll Own

1. LMA — Lead, Manage & Hold Accountable

You directly LMA People Experience and Talent Acquisition. More importantly, you are the steward of LMA discipline company-wide — setting the standard, owning the training, and holding managers accountable for running People Analyzer assessments and Quarterly Conversations on cadence.

2. Talent Acquisition & Onboarding

You own the strategic layer above the Talent Acquisition seat: workforce planning, the Talent Engine Model, and the standard for how PVM brings people in. No hub should activate without a talent plan; no new hire should arrive to an inconsistent start.

3. Training & Development

You build the learning infrastructure from onboarding through leadership maturity. In a professional services firm, the quality of the people is the product. You ensure Delivery Leaders develop into stronger leaders, technical skills stay current with Palantir’s evolving platform, and every employee has a visible development path.

4. Workforce Transformation

You lead PVM’s evolution from a small, personality-driven company to a scalable, hub-based professional services firm. That means identifying where the organization is holding patterns that worked at 20 people but will break at 75 — and leading the change before it becomes a crisis.

5. Culture Management

You own the health and consistency of PVM’s culture across every hub, team, and employee interaction. You measure the gap between our stated values and our daily behavior — and you close it. All-hands communications, recognition programs, and company-wide cultural moments live here.

Who You Are

We are looking for someone with the following qualities. These are not checkbox requirements — they are the profile of the person who will thrive in this seat.

• You have led talent strategy in a growth-stage, services-based environment. GovCon or defense contracting experience is strongly preferred.
• You understand EOS or a comparable operating system — or you learn operating systems fast and do not resist structure.
• You build systems, not programs. The difference matters. Programs end; systems scale.
• You can operate at the strategic layer (workforce planning, organizational design, culture architecture) and the operational layer (managing direct reports, running a hiring process, tracking metrics) without dropping either.
• You have managed managers — you understand that your job is to make the people who manage people better, not to insert yourself into individual decisions.
• You are not squeamish about accountability. You believe in honest, grounded conversations, and you model that in how you manage your own team.
• You are energized by the complexity of a growing organization. You see the gap between where PVM is and where it’s going, and you want to build the people infrastructure to close it.
• You are cleared or clearable. PVM’s work is in the national security space; culture alignment with the mission matters.

What You Won’t Find Here

We want to be honest about this role because the wrong fit wastes everyone’s time.

• This is not a benefits administration or compliance role. Those functions exist; they are not this seat.
• This is not a corporate HR generalist position at a large, stable organization. PVM is growing fast, operating in a niche market, and building systems that do not yet exist.
• You will not have a large team on day one. You have two direct reports. Your leverage is influence, systems, and culture — not headcount.
• Decisions belong to the Integrator and to individual managers. You build the infrastructure and set the standard; you do not make hiring/firing or compensation decisions unilaterally.

Success in Year One

A WD&T Leader who is fully in seat and functioning well by the end of their first year will have:

• Delivered a finalized, hub-ready Talent Engine playbook used to staff at least one hub activation.
• Completed LMA training across all managers in the company; People Analyzer running on cadence.
• Established a culture pulse baseline: PVM knows its engagement score and has a plan to improve it.
• Standardized onboarding: every new hire gets the same quality start regardless of hub or function.
• Fully freed the Integrator from WD&T operations. No WD&T decisions landing on Integrators desk.

About PVM & Benefits

At PVM, we mean it when we say we value diversity. As a PVM team member, you will work with people from all different backgrounds that are passionate about the problems we solve for our customers and are focused on delivering value for our clients. Our culture encourages problem solving, leadership, and innovation, and creates an environment that will support your professional and personal growth. Here are a few highlights of the advantages of being a part of the PVM community:

• Opportunities for growth and advancement
• Tuition/Training reimbursement
• Peer bonus program
• Remote and on-site positions available
• Unlimited PTO
• Flexible work schedule

PVM delivers digital services that help government agencies unlock the power of their data for good and maximize the value of their technology investments. We design, develop, and deploy solutions to solve mission-critical problems. PVM is a black- and service-disabled veteran-owned small business and was founded by a retired Naval officer out of frustration with the status quo with one goal in mind: to help his fellow Shipmates solve the problems they were facing every day. Today, we continue to be driven by that same goal and are focused on taking on our clients’ missions as our own to make a difference in the communities we serve.

PVM believes in equal opportunity employment. We won't discriminate against any employee or applicant based on race, gender, nationality, age, religion, disability, military status, or sexual orientation. As a company and as individuals, we're committed to providing an inclusive and welcoming environment for our team, our family members, and our clients.