Records and Information Management SME

Rim Sme Position

Savan is seeking an RIM SME to support the development and implementation of an office's RIM strategy to achieve compliance with recent government-wide records initiatives. To be successful in this position, you should have an established career developing and implementing information-related strategies, policies, technologies, and procedures. You will be expected to assess program compliance with RIM requirements and best practices, quickly identify root causes of RIM challenges, distill recommendations into actionable strategic initiatives, and execute against them. You will also be expected to lead the implementation of recommended program improvements, which may include policy development, records lifecycle modernization activities, and training.

Role Responsibilities :

• Lead and manage RIM support services to include maintaining plans, creating and updating records schedules, risks, staffing, and performance dashboards.
• Develop and operationalize guidance for paper / eRecords and digitization per FRA, NARA, and RIM standards.
• Define right-sized solutions to complex RIM challenges according to agency priorities, preferences, and agency / federal authorities.
• Coordinate paper-records compliance across storage locations, leading inventories, cleanups, and compliant disposition with proper metadata.
• Design and rollout strategy to identify and enforce file plans, metadata, and retention in eRecords solutions (e.g., SharePoint, Documentum, etc.)
• Own deliverable tracking; report milestones and KPIs, and escalate risks with clear mitigation paths.

Qualifications and Requirements :

Preferred Qualifications :

Work Location and Schedule : On-site Schedule (Washington,DC) Application Process Submit your application to the link on this page. Applicants selected for interviews will be notified by email or phone. Compensation Savan believes in offering fair and competitive compensation to all employees. Our salary structures are based on industry standards, market conditions, and the specific demands of each role. Salary determination for potential new employees is influenced by a combination of factors, including years of experience, educational qualifications, specialized skills and expertise relevant to the job, complexity, and scope of the role's responsibilities, internal salary structures, as well as the geographic location of the job. Salary history will not be used in compensation decisions EOE, including disability and veterans.