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Senior Technical Program Manager

1 month ago

Ashburn, United States Agile Defense Full time
Job Description

At Agile Defense we know that action defines the outcome and new challenges require new solutions. That's why we always look to the future and embrace change with an unmovable spirit and the courage to build for what comes next.

Our vision is to bring adaptive innovation to support our nation's most important missions through the seamless integration of advanced technologies, elite minds, and unparalleled agility-leveraging a foundation of speed, flexibility, and ingenuity to strengthen and protect our nation's vital interests.

Requisition #: 377

Job Title: Senior Technical Program Manager

Location: Ashburn, VA (Hybrid)

Clearance Level: U.S. Customs and Border Protection Background Investigation

Required Certification(s):

•Project Management Professional (PMP).

•ITIL v3 Foundation

SUMMARY: The U.S. Customs and Border Protection (CBP) Office of Information and Technology (OIT), Enterprise Infrastructure and Operation Directorate (EIOD), Network Architecture and Engineering Division (NAED) provides management services and oversight of the CBP infrastructure to protect, defend and restore the confidentiality, integrity and availability of CBP mission essential data communications and applications. The purpose of this task order is to provide network architecture and network engineering services. NAE ensures a standardized, high performance, and secure enterprise network architecture for the CBP enterprise that seamlessly integrates existing and emerging technologies. NAED, which comprises the Network Architecture Branch (NAB) and Network Engineering Branch (NEB).

The Senior Technical Program Manager (PM) is responsible throughout the period of performance for overseeing all aspects of successful delivery of the task order requirements and ensuring a high-quality customer experience for CBP. The Senior Technical Program Manager will serve as the Contractor's Point of Contact (POC) for the Contracting Officer's Representative (COR). The Senior Technical Program Manager shall have immediate reach back to the appropriate contractor personnel, e.g., customer service rep, billing rep, account team, network engineers, executives, etc.

JOB DUTIES AND RESPONSIBILITIES

The Senior Technical Program Manager shall provide program management support to include, but not necessarily limited to, overall reporting to the COR and EIOD leadership of performance metrics, activities, accomplishments, risks, and risk mitigation strategy in all task areas. The Senior Technical Program Manager will act as a single point of contact (POC) that provides the following: a diverse understanding of program management disciplines, contract administration, and effective interface/communication with subcontractors and CBP at various levels.

The Senior Technical Program Manager shall perform program management activities that include, but are not necessarily limited, to the following:

•Program Management

•Team Leadership

•Technical Oversight

•Stakeholder Communication

•Strategic Planning and Policy Development

•Risk Management

•Quality Control

•Staffing

•Sub-contractor Management

•Reporting to include deliverables such as Weekly Status Reports (WSRs) and articles on significant accomplishments to be provided to CBP leadership.

•Networking, Security, and Cloud core technical strengths.

•Familiarity with Cisco, F5, DNS, Palo Alto, Zscaler, GlobalProtect VPN, SDWAN, and Zero Trust

Education, Background, and Years of Experience

•Bachelor's degree in Management Information Systems, Computer Science, Information Technology, Engineering, or a related technical field (e.g., Information Technology, Networking and Telecommunications), or five (5) years of experience in a technical field with a bachelor's degree in another field, or (8) years of experience without a bachelor's degree.

•Minimum of seven (7) years of management experience in organizing, directing, and managing contract operation support functions and multiple complex and inter-related projects for a large, complex Federal agency.

•Minimum of five (5) years of experience in networking and information technology as well as Agile and Scrum methodologies.

ADDITIONAL SKILLS & QUALIFICATIONS

Required Skills

•Minimum of seven (7) years of management experience in organizing, directing large, diverse teams, and managing contract operation support functions and multiple complex and inter-related projects for a large, complex Federal agency.

•Minimum of five (5) years of experience in networking and information technology as well as Agile and Scrum methodologies.

•Extensive experience in network engineering, operations, and support, with a strong understanding of LAN, WAN, security, mobile, firewall, and cloud technologies.

•Stong technical acumen and problem-solving abilities.

•Excellent written and verbal communication skills, with the ability to articulate complex technical concepts to non-technical stakeholders.

•Relevant technical certifications (e.g. CCNP, CISSP, AWS Certified Solutions Architect) are a plus.

WORKING CONDITIONS

Environmental Conditions

•The primary worksite will be Government sites within the National Capital Region (NCR) and Northern Virginia. There will be occasions where the Contractor will have to travel to colocations in Ashburn, VA, San Jose, CA. and Durham, NC as well as the National Data Center (NDC) in Northern Virginia. The Contractor will also be required to travel field sites within the Continental United States (CONUS), Outside Continental United States (OCONUS), and international sites to support requirements.

Strength Demands

•Light - 20 lbs. Maximum lifting with frequent lift/carry up to 10 lbs. A job is light if less lifting is involved but significant walking/standing is done or if done mostly sitting but requires push/pull on arm or leg controls.

Physical Requirements

•Stand or Sit; Walk; Repetitive Motion; Use Hands / Fingers to Handle or Feel; Stoop, Kneel, Crouch, or Crawl; See; Push or Pull; Climb (stairs, ladders) or Balance (ascend / descend, work atop, traverse).

Employees of Agile Defense are our number one priority, and the importance we place on our culture here is fundamental. Our culture is alive and evolving, but it always stays true to its roots. Here, you are valued as a family member, and we believe that we can accomplish great things together. Agile Defense has been highly successful in the past few years due to our employees and the culture we create together. What makes us Agile? We call it the 6Hs, the values that define our culture and guide everything we do. Together, these values infuse vibrancy, integrity, and a tireless work ethic into advancing the most important national security and critical civilian missions. It's how we show up every day. It's who we are.

Happy - Be Infectious.

Happiness multiplies and creates a positive and connected environment where motivation and satisfaction have an outsized effect on everything we do.

Helpful - Be Supportive.

Being helpful is the foundation of teamwork, resulting in a supportive atmosphere where collaboration flourishes, and collective success is celebrated.

Honest - Be Trustworthy.

Honesty serves as our compass, ensuring transparent communication and ethical conduct, essential to who we are and the complex domains we support.

Humble - Be Grounded.

Success is not achieved alone, humility ensures a culture of mutual respect, encouraging open communication, and a willingness to learn from one another and take on any task.

Hungry - Be Eager.

Our hunger for excellence drives an insatiable appetite for innovation and continuous improvement, propelling us forward in the face of new and unprecedented challenges.

Hustle - Be Driven.

Hustle is reflected in our relentless work ethic, where we are each committed to going above and beyond to advance the mission and achieve success.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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)