100%

90%

74%

78%

94%

• Own the end-to-end delivery of the Nashville veteran transition project, from planning and launch to execution and continuous improvement.
• Develop a detailed project plan with clear milestones, KPIs, and timelines (e.g., veterans served, placement rates, time-to-placement).
• Coordinate daily activities across internal teams, community partners, and employers to keep the project on track.
• Monitor progress, identify risks or bottlenecks, and implement solutions quickly.

• Build and maintain strong relationships with veteran-serving organizations (VSOs), military installations, Guard/Reserve units, higher ed programs, and local veteran networks.
• Serve as a visible, trusted point of contact for veterans entering or exploring the civilian workforce.
• Gather continuous feedback from veterans on their experience, and use it to refine services, workshops, and support.

• Develop and manage a pipeline of employer partners in the Nashville area and beyond who are committed to hiring veterans.
• Work with employers to understand role requirements and translate military experience into civilian-friendly profiles.
• Coordinate hiring events, info sessions, and workshops with employers and community partners.

• Set and track clear performance metrics (e.g., placements, job retention at 90/180 days, employer satisfaction).
• Prepare regular reports and updates for leadership, funders, and key stakeholders.
• Use data to make decisions, refine the program, and demonstrate impact.

• Design and refine workflows that are efficient and scalable, not just “good enough for now.”
• Create repeatable processes for outreach, intake, career coaching, and employer engagement.
• Document best practices and lessons learned to inform future projects or expansion to other cities.

• 4–7+ years of experience in project management, program management, workforce development, talent/HR, or a related field.
• Direct experience working with veterans or the military community (e.g., military service, National Guard/Reserve, military spouse/partner, or substantial professional experience with veteran-serving organizations).
• Strong understanding of the military-to-civilian transition — including challenges around translating skills, navigating benefits, managing identity shifts, and entering the civilian job market.
• Experience working with or alongside non-profits and comfort operating in a fast-paced, results-oriented environment (startup, consulting, or similarly dynamic setting).

• Proven ability to own outcomes, not just activities — comfortable being accountable for specific targets and results.
• Exceptional relationship-building skills across diverse stakeholders: veterans, community organizations, employers, funders.
• Strong organizational and project management skills: you can juggle many moving parts and still hit deadlines.
• Comfortable working under pressure, adapting quickly, and making decisions with incomplete information.
• Excellent communication skills — able to speak both “military” and “corporate,” translating between the two worlds.
• Data-literate: confident using spreadsheets or basic tools to track KPIs and report on progress.

• PMP, CAPM, or other project management certification.
• Experience in workforce development, recruiting, career coaching, or HR.
• Prior work in the Nashville ecosystem (employers, non-profits, workforce boards, veteran groups).
• Experience launching or scaling new programs, pilots, or initiatives from scratch.

• Source and engage veterans, transitioning service members, Guard/Reserve, and military spouses through community partners, online channels, and direct outreach.
• Conduct intake conversations and structured screenings to understand skills, interests, and constraints (location, pay, schedule, family, etc.).
• Translate military experience (MOS/AFSC/ratings) into civilian-friendly resumes, profiles, and narratives.

• Provide 1:1 and small-group coaching on resumes, interviewing, networking, and workplace expectations.
• Help veterans understand and align their skills with realistic, high-opportunity civilian career paths.
• Offer practical guidance on navigating culture shift from military to civilian workplaces.

• Partner closely with employers and the project manager to understand open roles and success profiles.
• Match veterans to roles based on skills, potential, and employer needs — prioritizing quality of fit over volume.
• Prepare candidates for specific interviews (briefing on company, role, and expectations) and debrief with them afterward.

• Maintain accurate, up-to-date candidate records, notes, and status in our systems (ATS/CRM/spreadsheets).
• Track candidate progress from first contact through placement and early tenure.
• Improve and document repeatable processes for outreach, intake, coaching, and matching.

• Own and track clear metrics such as: number of veterans engaged, screened, ready-to-place, interviews scheduled, offers made, and successful placements.
• Monitor early retention and satisfaction (veteran and employer) and flag issues early.
• Share insights with the team to refine strategies, employer targeting, and support services.

• Build trusted relationships with veteran-serving organizations, TAP/skillbridge-like programs, colleges, and local veteran leaders.
• Represent the organization at events, workshops, and info sessions in the veteran community.
• Act as a bridge between the veteran community and employers, ensuring both sides feel heard and supported.

• 3–6+ years of experience in HR, recruiting, talent acquisition, workforce development, or career services.
• Direct exposure to the military or veteran community: prior service, Guard/Reserve, military spouse/partner, or substantial work with veteran-serving organizations.
• Strong understanding of common challenges in the military-to-civilian transition (identity, culture fit, translating rank/skills, interviewing, pay negotiations).
• Experience in or around non-profits is a plus, but you must be comfortable with a results-driven, fast-paced environment similar to a startup or high-growth team.

• Proven ability to fill roles and move candidates through a pipeline, not just “support the process.”
• Strong interviewing and assessment skills; you quickly understand both candidate strengths and role requirements.
• Excellent communication skills: able to translate “military language” into terms employers understand — and vice versa.
• Organized and detail-oriented: you keep clean records, follow up reliably, and manage many candidates at once.
• Comfortable with data and basic tools (Excel/Sheets, ATS/CRM, etc.) to track and report on progress.

• PMP, CAPM, or other project management certification.
• Experience in workforce development, recruiting, career coaching, or HR.
• Prior work in the Nashville ecosystem (employers, non-profits, workforce boards, veteran groups).
• Experience launching or scaling new programs, pilots, or initiatives from scratch.