Title: Business Processing Reengineering and Change Management
Location: Remote
Company Overview
At APV, we’re more than a technology company — we’re a mission-driven powerhouse transforming organizations through advanced technology and human ingenuity. Our expertise spans AI/ML, data architecture, low-code/no-code development, Agile DevSecOps, and cloud services, delivering scalable and meaningful solutions.
In our Emerging Technology Lab, innovation drives progress. Our teams create intelligent chatbots, AI-powered assistants, robotic process automation (RPA), essay graders, and data analytics platforms. If you’re passionate about solving complex challenges and shaping the future, APV is the place for you. Since 2007, we’ve partnered with federal and state agencies to deliver IT, training, and consulting solutions that achieve mission-critical outcomes. Built on accountability, integrity, and quality, we go beyond expectations.
With 70+ prime contracts and a proven record of client success, APV continues to grow — and we’re looking for exceptional talent to grow with us.
At APV, we Always Provide Value
Position Summary
APV is seeking a Senior Business Process Reengineering (BPR) & Change Management Specialist to support the Department of Homeland Security (DHS) Office of the Chief Human Capital Officer (OCHCO) and component HR offices on enterprise human capital transformation initiatives. The Senior Specialist owns the design and execution of process improvement and organizational change management (OCM) workstreams across the full federal HR portfolio — including recruitment and placement, classification, employee relations, labor relations, benefits, performance management, workforce planning, learning, and HR operations.
This role applies to disciplined BPR and OCM methodologies to translate complex federal HR policy, regulation, and operational reality into measurably better current-state and future-state processes. The Senior Specialist leads stakeholder engagement, builds the change strategy and adoption plan, mentors journeyman specialists, and produces the executive-grade artifacts required to drive enterprise alignment and adoption.
Duties:
Business Process Reengineering & Future-State Design
· Lead current-state process discovery for assigned HR functions, including process mapping, stakeholder interviews, system walk-throughs, and pain-point analysis.
· Apply Lean Six Sigma, BPMN 2.0, value stream mapping, SIPOC, and root-cause analysis methods to identify rework, handoff failures, control gaps, and capacity constraints.
· Design future-state processes that align with federal HR policy (Title 5, 5 CFR), OPM guidance, the OPM Human Capital Framework, and DHS-specific authorities while improving timeliness, quality, equity, and customer experience.
· Develop process artifacts including L1-L4 process maps, swimlane diagrams, RACI matrices, decision trees, control points, and process performance metrics.
· Lead measurable improvement initiatives, including baselining, target-setting, before/after analysis, and benefit realization tracking.
Organizational Change Management & Adoption Strategy
· Lead OCM strategy and execution using disciplined methodologies such as Prosci ADKAR, Kotter's 8-Step model, or comparable change frameworks.
· Conduct change impact assessments, stakeholder analyses, and readiness assessments across affected populations including HR practitioners, managers, employees, union partners, and component leadership.
· Build and execute change management plans, including sponsorship, communications, training, resistance management, and reinforcement workstreams.
· Coordinate union notification and consultation activities under 5 USC Chapter 71 in partnership with labor relations and OGC for changes affecting bargaining unit conditions of employment.
· Lead adoption measurements, including readiness surveys, behavioral indicators, and post-implementation reinforcement.
HR Initiative & Program Leadership
· Lead BPR and OCM workstreams on federal HR initiatives including skills-based hiring rollout, Hire to Mission, Pooled Hiring, Direct Hire authorities, performance management modernization, classification refresh, telework and remote work policy implementation, and HR shared services design.
· Translate OPM, OMB, and DHS policy guidance into operational design, training, and adoption activities.
· Coordinate with HR system implementation and migration teams to align process design with system configuration and integration approaches.
· Lead enterprise responses to GAO, OIG, IG, and OPM accountability findings that require process and change interventions.
· Advise senior leadership on the operational, workforce, and risk implications of proposed initiatives and change strategies.
Stakeholder Engagement, Facilitation & Communications
· Lead executive workshops, design sessions, governance forums, and working groups across DHS components and external partners.
· Develop executive-grade communications, including briefing decks, talking points, leadership messages, all-hands content, and town hall materials.
· Build coalition support across HR, mission program, OGC, OCIO, finance, and component leadership.
· Facilitate difficult conversations on process change, role redesign, and organizational impact with empathy, candor, and clarity.
· Maintain accurate stakeholder maps, engagement logs, and decision records.
SOPs, Knowledge Products, Mentorship & Continuous Improvement
· Draft and maintain SOPs, desk guides, job aids, training curricula, and operational runbooks that institutionalize future-state processes.
· Build and maintain SharePoint-based knowledge repositories, process libraries, intake forms, automated workflows, and tracking dashboards.
· Mentor journeyman BPR and OCM specialists; review their work products for analytical rigor, methodological discipline, and policy compliance.
· Lead continuous improvement reviews and lessons-learned sessions; translate findings into refined methodology and reusable assets.
· Establish enterprise standards for process documentation, change management deliverables, and adoption measurement.
Education:
· Bachelor's degree in Industrial Engineering, Organizational Development, Human Resources, Business Administration, Public Administration, or related field;
· Master's degree, MBA, or J.D. strongly preferred.
· Equivalent senior federal BPR/OCM experience may substitute based on contract terms.
Required Qualifications:
· Minimum 8-10 years of progressive experience leading BPR and organizational change management initiatives, with significant time supporting federal human capital or human resources programs.
· Demonstrated mastery of disciplined BPR methodologies, including Lean Six Sigma, BPMN 2.0, value stream mapping, SIPOC, and root-cause analysis.
· Demonstrated mastery of disciplined OCM methodologies, including Prosci ADKAR, Kotter's 8-Step model, or comparable frameworks.
· Working knowledge of federal HR authorities, including Title 5, 5 CFR governing regulations across multiple HR specialties, the OPM Human Capital Framework, the CHCO Act, and OPM and OMB human capital guidance.
· Documented experience leading change management for federal HR initiatives, HR system implementations, or HR shared services transitions.
· Outstanding written and verbal communication skills, including the ability to produce executive-grade products that move senior leadership decisions.
· Demonstrated ability to operate independently in a fully remote environment with frequent senior-level coordination.
Preferred Qualifications:
· Prior experience supporting DHS, DoD, or other federal agency human capital transformation, HR shared services, or HC system implementations (e.g., Workday, Oracle HCM Cloud, SAP SuccessFactors, PeopleSoft HCM).
· Lean Six Sigma Black Belt or Master Black Belt certification.
· Prosci Certified Change Practitioner (CCP), CCMP (Certified Change Management Professional), or comparable senior OCM credential.
· PMP, Agile/Scrum certification, or comparable program management credentials.
· SHRM-SCP, IPMA-SCP, SPHR, or comparable senior HR certification.
· Experience supporting union notification, consultation, and bargaining obligations under 5 USC Chapter 71.
About APV
APV is an Equal Employment Opportunity employer. All qualified applicants are considered without regard to race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, veteran status, or marital status.
