Federal Supply Jobs (NOW HIRING)

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The work
The SAP Plan to Stock SME serves as the primary Subject Matter Expert for S/4HANA implementations. This role is responsible for architecting the end-to-end supply chain and production lifecycle, ensuring that Client manufacturing, repair, and overhaul (MRO) activities are seamlessly integrated with S/4HANA Finance. The SME ensures that inventory levels, production costs, and material movements are captured accurately to support Client Working Capital Fund (NWCF) requirements and provide real-time visibility into Fleet readiness. The P2S DON SME is responsible for guiding the design of compliant supply chain structures and industrial integration.
Key responsibilities:

• Design the integration between shop-floor operations and the S/4HANA Digital Core, focusing on Discrete and Project-based manufacturing for Client weapon systems, ship maintenance, and aircraft repair
• Oversee the configuration of Material Ledger and Actual Costing to ensure that Client Operating Materials and Supplies (OM&S) are valued in accordance with DoD and CLIENT financial policy
• Configure Material Requirements Planning (MRP) to support Client mission readiness, ensuring that lead times, safety stocks, and replenishment strategies are optimized for global Fleet support and industrial shop-floor needs
• Ensure that the "Plan to Stock" lifecycle provides a complete "Floor-to-Book" audit trail for Client inventory, satisfying Existence and Completeness (E&C) requirements for physical material. System Integration & Industrial Strategy
• Translate Client-specific industrial business rules into standard S/4HANA processes while managing gaps related to federal supply chain security and specialized MRO requirements
• Manage the functional design of interfaces between S/4HANA and external systems such as PDREP (Product Data Reporting and Evaluation Program) or legacy Client supply systems (e.g., STARS-V, R-Supply)
• Partner with EWM and QM workstreams to ensure that Client material is stored, inspected, and issued following strict military specifications (MIL-SPEC)
• Design the flow of production costs to ensure that labor, overhead, and material expenses are correctly settled to the Client Standard Line of Accounting (SLOA)
• Provide guidance on how S/4HANA can reduce "excess on hand" inventory while improving the availability of critical parts for the warfighter
• Provide training on Client-specific logistics jargon (e.g., NIIN, NSN, Cog, Routing, Work Center) and the specific operational needs of NAVSEA, NAVAIR, and NAVSUP
• Identify opportunities to utilize SAP Fiori for real-time visibility into production bottlenecks, material shortages, and shipyard capacity

Here's what you need:

• 7+ years of experience in SAP PP (Production Planning) and MM (Materials Management), with deep knowledge of Material Ledger and Cost Object Controlling
• Subject Matter Expertise in CLIENT Industrial/Logistics Operations, including familiarity with NWCF (Client Working Capital Fund) business models
• DOD experience

Nice to have:

• Proven track record in Federal/DoD ERP Implementations, specifically managing the complex "Plan-to-Fulfill" lifecycle in an industrial environment
• Strong understanding of Federal Accounting Standards (SFFAS) as they relate to Inventory and Related Property
• Bachelor's degree in a related field

Eligibility requirements:

• US Citizen (no dual citizenship)
• Active government Secret Clearance
• Willingness to travel up to 25%

#LI-Platforms
As required by local law, Accenture Federal Services provides reasonable ranges of compensation for hired roles based on labor costs in the states of California, Colorado, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Virginia, Washington, and the District of Columbia, and the city of Cleveland. The base pay range for this position in these locations is shown below. Compensation for roles at Accenture Federal Services varies depending on a wide array of factors, including but not limited to office location, role, skill set, and level of experience. Accenture Federal Services offers a wide variety of benefits. You can find more information on benefits here. We accept applications on an on-going basis and there is no fixed deadline to apply.
The pay range for the states of California, Colorado, Hawaii, Illinois, Maine, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont, Virginia, Washington, and the District of Columbia, and the city of Cleveland is:
$126,300-$243,100 USD
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Requesting An Accommodation
Accenture Federal Services is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture Federal Services and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.
If youare being considered for employment opportunities with Accenture Federal Services and need an accommodation for a disability or religious observance during the interview process or for the job you are interviewing for, please speak with your recruiter.
Other Employment Statements
Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States.
Candidates who are currently employed by a client of Accenture Federal Services or an affiliated Accenture business may not be eligible for consideration.
Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.
The Company 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. Additionally, 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 Company's legal duty to furnish information.
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