The Federal Workforce Planning & Staffing Lead serves as the strategic workforce planning and talent supply-chain leader for our growing Federal Consulting practice. This role is responsible for ensuring the organization maintains the talent pipelines, staffing readiness, and workforce strategies necessary to support business growth, proposal activities, program delivery, and revenue realization.

Partnering closely with Federal leadership, program managers, delivery leaders, solution architects, the Resource Manager, and Talent Acquisition, this role forecasts workforce demand, aligns internal talent availability with business needs, develops talent pipelines, supports proposal and capture efforts, and drives hiring strategies to meet current and future staffing requirements.

Operating as a business-embedded partner, the Federal Workforce Planning & Staffing Lead serves as the bridge between workforce planning, resource management, and Talent Acquisition to proactively address talent gaps, optimize staffing readiness and utilization, and support the successful delivery and growth of the Federal business.

Responsibilities and Essential Duties

Workforce Planning & Forecasting

• Partner with Federal leadership, program managers, delivery leaders, solution architects, and the Resource Manager to forecast workforce needs across existing programs and growth initiatives.
• Develop and maintain rolling workforce plans aligned with business objectives, opportunity pipelines, and anticipated contract awards.
• Identify future talent needs and staffing gaps before customer requirements emerge.
• Align forecasted workforce demand with consultant availability, projected capacity, and anticipated redeployment opportunities.
• Support succession planning and workforce continuity for critical Federal roles.

Talent Pipeline Development

• Build and maintain talent pipelines aligned with forecasted program, proposal, and growth demands.
• Establish and manage talent communities for priority labor categories and recurring staffing needs.
• Cultivate relationships with Oracle, Cloud, ERP, Cybersecurity, Data, AI, Infrastructure, and other Federal technology professionals.
• Develop networks of cleared and clearable talent to support current and future staffing requirements.
• Conduct targeted sourcing to build diverse candidate pools through the ATS, professional networks, employee referrals, social media, recruiting events, and external recruiting partners.
• Maintain qualified backup candidates for critical program and key personnel positions.
• Proactively identify replacement candidates to mitigate attrition risk and minimize delivery disruption.

Proposal, Capture & Pre-Award Staffing Support

• Support proposal and capture efforts through workforce planning, talent identification, and pre-award staffing strategies.
• Partner with Federal leadership to develop staffing approaches for strategic pursuits and contract opportunities.
• Assess labor market availability and compensation competitiveness to validate staffing models.
• Identify key personnel and critical labor categories ahead of contract awards.
• Strengthen pursuit readiness by identifying and validating candidates for strategic opportunities before staffing needs become urgent.

Talent Acquisition Partnership

• Partner with Talent Acquisition and hiring managers to execute hiring strategies that support workforce plans and business objectives.
• Create and manage requisitions, ensuring position requirements, labor category qualifications, approvals, and staffing priorities are clearly defined.
• Collaborate with hiring managers to develop sourcing strategies, evaluate candidates, and manage the interview process.
• Screen, assess, and present qualified candidates to hiring managers and delivery leaders.
• Own offer development, negotiations, and hiring documentation through candidate acceptance.
• Provide market intelligence regarding labor categories, clearances, certifications, compensation trends, and candidate availability.
• Serve as the primary liaison between Federal leadership and Talent Acquisition, ensuring recruiting activities align with corporate processes and hiring best practices.

 Staffing Optimization & Market Intelligence

• Monitor staffing metrics, fill rates, time-to-fill performance, and workforce readiness indicators.
• Analyze compensation trends, labor market conditions, recruiting effectiveness, and competitor activity.
• Support program greening efforts by identifying alternative staffing strategies, adjacent skill sets, and internal mobility opportunities.
• Partner with the Resource Manager and Centers of Excellence to evaluate bench utilization, redeployment opportunities, and external hiring needs.
• Collaborate with the Resource Manager to balance internal talent deployment, bench utilization, and external hiring strategies to meet program and business demands.
• Recommend workforce strategies that improve staffing speed, utilization, and revenue realization.

Workforce Readiness & Compliance

• Track certification requirements, renewal timelines, and labor qualification standards.
• Support workforce readiness for Security+, CISSP, Oracle, and other contract-specific certifications.
• Ensure compliance with labor category qualifications, clearance requirements, and contractual staffing obligations.
• Coordinate workforce readiness activities related to security clearances, customer onboarding, and deployment requirements.

• Bachelor's degree in Business Administration, Human Resources, Program Management, Organizational Development, or a related field, or an equivalent combination of education and experience.
• 10+ years of experience supporting Federal Government contractors, systems integrators, consulting organizations, or Federal-focused staffing organizations, with responsibility for workforce planning, staffing strategy, talent acquisition, and/or resource forecasting.
• Demonstrated experience building talent pipelines and recruiting technology professionals, including Oracle, ERP, Cloud, Cybersecurity, Data, AI, Infrastructure, and cleared or clearable talent.
• Experience managing the full talent lifecycle, including workforce planning, requisition creation, sourcing, candidate assessment, interview coordination, offer development, and staffing execution.
• Experience partnering with executive leadership, program managers, delivery teams, Resource Managers, and other stakeholders to support workforce and business objectives.
  

Knowledge/Skills/Abilities

• Strong knowledge of Federal labor categories, staffing models, proposal and capture support, customer-driven staffing requirements, and workforce planning methodologies.
• Ability to develop and execute workforce strategies by evaluating internal talent availability, external labor market conditions, staffing risks, and future workforce demands.
• Strong analytical, communication, relationship-building, and stakeholder management skills, with the ability to influence and collaborate across leadership, delivery, operations, Resource Management, and Talent Acquisition functions.
• Proficiency with applicant tracking systems (ATS), sourcing platforms, talent relationship management tools, workforce planning data, and recruiting metrics.
• Ability to manage multiple priorities and deliver results in a fast-paced consulting environment.

Preferred Qualifications

• Experience supporting Oracle Federal consulting practices.
• Existing network of Oracle, Cloud, ERP, Data, AI, Cybersecurity, Infrastructure, and other Federal technology professionals.
• Experience supporting Federal proposal staffing, capture efforts, and key personnel recruiting.
• Familiarity with government security clearance processes, Federal compliance requirements, and certification-driven labor qualification standards.
• Experience supporting high-growth consulting or professional services organizations.
• Experience with workforce analytics, succession planning, talent intelligence, and long-range workforce planning.

Mythics brings together the expertise of Mythics, SpearMC, and Smart ERP to deliver end-to-end Oracle solutions across SaaS, PaaS, IaaS, on-premises technologies, PeopleSoft, and the broader Oracle application portfolio. With decades of specialized Oracle experience, national scale, and award-winning expertise across ERP, HCM, EPM, databases, infrastructure, and cloud, we serve as a single trusted partner throughout the entire technology lifecycle, from strategy and licensing to implementation, integration, managed services, and training. Our teams support organizations in government, defense, healthcare, higher education, and commercial industries, helping customers navigate complex, mission-critical environments with secure, reliable, and transformative solutions.

Why work at Mythics?

Because at Mythics, YOU count! At Mythics, our Corporate Values are at the foundation of everything we do. Our values, Respect – Empathy – Excellence – Fun (REEF), have created an environment that fosters creative thinking, respects your contributions, and accepts nothing less than excellence in serving our customers. At Mythics, you will experience a truly enjoyable corporate culture.

We believe people do their best work when they feel supported. Our benefits and programs are designed to support well-being, financial security, connection, and growth at Mythics, with health, dental, and vision coverage, paid time off and holidays, retirement options with employer matching, and well-being programs. Employees can also connect and contribute through company-sponsored events, employee committees, volunteer opportunities, referral perks, and recognition programs that help build a strong and rewarding workplace.

As federal government contractors and recipients of federal funding, Mythics and Emergent are required to comply with applicable federal drug-free workplace requirements and maintain a drug-free workplace. In support of these requirements, applicable contractual obligations, and company policy, Mythics and Emergent require candidates to successfully complete a pre-employment drug screening. Please note that marijuana, including medical marijuana, remains prohibited under federal law and is included in our pre-employment drug screening panel, subject to applicable law. 

Mythics, LLC is an equal opportunity employer. In accordance with applicable federal, state, and/or local law, all qualified applicants will receive consideration regardless of race, color, religion, national origin, sex, disability, sexual orientation, gender identity, age, marital status, medical condition, veteran status, or other factors protected by law. We offer equal opportunity in compensation, advancement opportunities, and all other terms and conditions of employment. As a federal government contractor, Mythics has developed and maintains a written Affirmative Action Program relating to individuals with disabilities and protected veterans, which sets forth the policies, practices and procedures to which the Company is committed in order to ensure that its policy of nondiscrimination and affirmative action for qualified individuals with disabilities and protected veterans is followed. For those unable to complete an online application, alternative methods are available by contacting accommodationrequests@mythics.com. For more information about Federal laws prohibiting job discrimination, please read Know Your Rights.