Material Management Manager

Job Details: Job Location: Pittsburgh Air Reserve Station - Coraopolis, PA, Position Type: Full Time, Salary Range: Undisclosed, Position Title: Materiel Management Manager Area of Requirement: Pittsburgh Air Reserve Station, Coraopolis, PA 15108 Scope of PositionManage on-site materiel management services, personnel, supply systems and equipment support for the installation. Direct supply and warehouse performance through supervision, process review and coordination with the Government Accountable Officer. Maintain clear separation between management oversight, physical custody, inventory execution and equipment accountability. Coordinate operating coverage, training and supply priorities so supported organizations receive timely service without conflicting system permissions or transaction responsibilities. Tasks and Capabilities Required· Direct receipt, storage, issue, inventory and related materiel support.· Manage system access and segregation of inventory accountability duties.· Coordinate with the Government Accountable Officer; do not assume the Government AO role.· Remain within the materiel management function; do not serve as manager or lead of another tab. Provide qualified alternate coverage.· Review supply performance, stock availability, discrepancies and overdue actions with the responsible specialists.· Coordinate reporting and audit readiness with EAE and inventory personnel while retaining management-only responsibility.· Monitor system access and TRIC assignments and escalate incompatible duties or permissions.· Provide process oversight and training assistance without entering ILS-S/AFITS transactions, handling warehouse stock, executing inventories or personally approving receipts. Mandatory Experience and Certifications· B1.2.1: at least five years of documented management experience within the last ten years in military materiel management services or a commercial equivalent of similar magnitude and scope.· B-TE-9: at least three years using Air Force ILS-S/ESS or applicable AFITS within the last five years; one year of base-level general materiel management; and two years in a materiel management managerial capacity.· Demonstrated proficiency in applicable materiel management systems; no separately named professional certification is stated. Additional required capabilities and onboarding· AF materiel/LRS systems training and ability to interpret supply reports and communicate operational requirements.· Demonstrated ability to supervise supply activities while maintaining property-accountability and transaction separation.· Maintain required on-site core-hour coverage and after-hours availability for the assigned position.· Read, write and speak English fluently when interfacing with Government representatives; provide current qualification records for verification.· Complete required background/access processing, HSPD-12 credentialing and applicable onboarding/safety training before the assigned duties; complete the proposal’s Lautenberg certification process.Disclaimer:The responsibilities and qualifications outlined above are intended to describe the general nature and level of work performed by those in this position. They are not an exhaustive list of all duties and skills required. The company reserves the right to modify job duties or assign additional duties as needed. Special Qualifications/Requirements:Must be able to successfully pass, as required, a federal, state, or local government's background investigation. Equal Opportunity Employer:We are committed to providing equal employment opportunities to all employees and applicants, regardless of race, color, religion, sex, national origin, veteran status, disability, or other protected characteristics.This position is subject to compliance with applicable labor and safety regulations, including the contractor's legal obligation to provide pay transparency in accordance with 41 CFR 60-1.35(c).We maintain a drug-free workplace and perform pre-employment substance abuse testing. 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)Qualifications: