What are the responsibilities and job description for the Chief Technology Architect position at Agile Defense?
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 # : 720
Job Title : Chief Technology Architect
Location : Fort Huachuca Sierra Vista, Arizona 85613
Clearance Level : Active DoD - Top Secret SCI
Required Certification(s) :
SUMMARY
The United States Army Intelligence Center of Excellence (ICoE) Chief Information Officer (CIO) / G6 provides end-to-end Information Technology (IT), Battle Simulation, and end-user IT support to all ICoE activities and units; performs Cybersecurity Management for ICoE; conducts computer, software, and network management and maintenance for ICoE mission systems; conducts Video Teleconferencing (VTC) operations; conducts IT support to Knowledge Management, designs, implements, accounts for, and maintains the Intelligence Center's IT architecture in order to support multi-Military Occupational Specialties (MOS) individual intelligence training, Military Intelligence (MI) Force Development and Experimentation, and the Military Intelligence Training Strategy (MITS).
The Chief Technology Architect works closely with business leaders to ensure that an organization's business and technology are in alignment. Links its business mission, strategy, and processes to its technology strategy showing how the current (As Is) and future (To Be) needs of the organization will be met in an efficient, sustainable, and adaptable manner. Acts as design authority, ensuring that all architecture activities and deliverables (in-house and external outsourced) are produced to a high quality and are consistent with existing standards, policies and strategies. Finds ways to improve the organization's IT infrastructure and optimize business operations across departments. Develops and oversees enterprise architecture design strategies, models, projects and program. Conceptualizes and develops alternative solution approaches. Outlines technical solution alternatives including risks / solutions, benefits, and costs with recommendations. May create methods for compliance architecture, such as data storage, metadata management, and change control. May work with others in IT promoting shared applications and infrastructure to reduce costs. May lead the organization's EA function. Requires knowledge of data architecture approaches (e.g., TOGAF), industry standards, and best practices (e.g., DMBOK) and agile delivery methodologies.
JOB DUTIES AND RESPONSIBILITIES
- Optimize resource allocation (personnel, equipment, parts) to ensure efficient and timely maintenance operations.
- Monitor the progress of maintenance tasks and identify potential delays or bottlenecks.
- Provide guidance and support to technical teams.
- Troubleshoot complex technical problems and finding solutions.
- Make informed decisions about technology choices and implementation strategies.
- Work closely with business leaders to understand their needs and translate them into technical requirements.
- Explain complex technical concepts to non-technical audiences.
- Foster strong relationships with IT teams, business stakeholders, and vendors.
SUPERVISORY DUTIES
QUALIFICATIONS
Required Certifications
Education, Background, and Years of Experience
ADDITIONAL SKILLS & QUALIFICATIONS
Required Skills
WORKING CONDITIONS
Environmental Conditions
Strength Demands
Physical Requirements
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.
We also believe in supporting our employees by offering a competitive and comprehensive benefits package. To explore the benefits we offer, please visit our website under the Careers section.
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)
