CUP Manager

This role supports full Operations & Maintenance at Womack Army Medical Center under the OMEE program, ensuring compliance with TJC, NFPA, OSHA, and DHA requirements.

include oversight of medical facility systems, coordination with Government stakeholders, and maintaining uninterrupted facility operations.

• Coordinate daily O&M activities in compliance with DHA, TJC, NFPA, and OSHA standards.
• Support medical facility operations, preventive maintenance, and unscheduled repair requirements.
• Work collaboratively with DHA, COR, Facility Management, and clinical stakeholders.
• Ensure technical accuracy, documentation compliance, and timely work execution.
• Maintain operational readiness for emergency and after-hours requirements.
• Support training, reporting, and regulatory documentation for audits and inspections.
• Contribute to performance improvement, safety programs, and operational continuity.

Applicants must possess required certifications for this role or provide proof that required certifications are actively being pursued.

All mandatory certifications must be fully completed no later than 1 February 2026.

Proof of enrollment, scheduled exam dates, or other verifiable documentation is required.

• Prior experience supporting medical O&M contracts valued between $7M–$10M annually is strongly preferred.
• Applicants with a history of consistent, successful performance on comparable DHA or DoD medical facility support contracts are highly desirable.

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.

Must be able to successfully pass, as required, a federal, state, or local government's background investigation.

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)

last Updated: 11/18/2025