Configuration Manager

• Manages Configuration Items (CIs) across the IT Service Lifecycle, ensuring CIs are identified, base lined, and maintained, and that changes to CIs are controlled;
• Ensures formally approved software releases into controlled environments are completed as scheduled;
• Maintains a Configuration Management Database (CMDB) capable of holding information on all CIs including attributes and the relationships between CIs;
• Maintains the Configuration Management Plan which establishes the framework for identifying, controlling, reporting on, and auditing CIs;
• Maintains and updates CM policy, plans and procedures through the Configuration Management Plan;
• Maintains a Definitive Media Library (DML) for hardware and software;
• Defines and creates CM audit reports, as needed.
• Analyzes changes of product design to determine the effect on the product design and function and determines and prepares documentation necessary for change.
• Designs and establishes management documentation.
• Authorizes the release of drawings, and software configuration changes specified by management and other functional groups.
• Develops and maintains software configuration management tools to support configuration identification, control, reporting, and delivery of both internally developed and externally purchased commercial-off-the-shelf (COTS) software products.
• Performs configuration management and release engineering tasks to ensure new software product operating parameters are documented, comply with standard hardware configurations, and are logistically sustainable.
• Designs, develops, automates, and maintains productivity tools using programming, database, or scripting languages to improve software modeling and development.
• Designs and implements build procedures that are used to support software product development and use.
• May develop software configuration standards for company-wide use.
• May train software developers in the use of configuration management tools and the implementation of software quality standards.

• LEVEL II: Bachelor's degree in a related field, with two (2) to five (5) years experience is required; OR Masters degree ina related field with zero (0) to two (2) years experience years of experience; OR eight (8) to ten (10) years experience in lieu of degree;
• Must have a current DoD 8570.1-M IAT Level II certification (i.e., Security CE) at start;
• Must possess an active TS/SCI clearance with SCI eligibility at start;
• ITIL v4 Foundation certification is strongly desired;
• Configuration Management experience across a large-scale enterprise Information Technology (IT) program is required;
• Demonstrated experience in identification, base lining, maintaining, and controlling changes to IT enterprise assets is required.

• ITILv4 Foundation Certification desired.

Established in 1995, Global Business Solutions, Inc. offers customers a distinctive blend of information technology capabilities, education and training services, and information assurance solutions. Managed by a team of executive leaders experienced in the field of information technology and training services within the industry and government, GBSI prides itself on exceeding expectations. Our award-winning solutions give clients the support tools needed to successfully deliver in evolving environments with confidence.

GBSI is an affirmative action/equal opportunity employer. All Qualified applicants will receive consideration for employment without regard for race, religion, color, national origin, sex, age, status as a protected veteran, among other things, or status as a qualified individual with a disability.

This Contractor and subcontractor shall abide by the requirements of 41 CFR-60-300.5(a). This regulation prohibits discrimination against qualified protected veterans, and requires affirmative action covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans.

Pay Transparency Nondiscrimination Provision:

GBSI 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 GBSI’s legal duty to furnish information.

Drug Free Workplace:
We maintain a drug-free workplace and perform pre-employment substance abuse testing.