New 
Deployment Manager
 Agile Defense, LLC | |
 United States, D.C., Washington | |
 Jan 17, 2025 | |
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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 #746
Job Title:
Project Manager IV | Exempt
Location:
131 M St NEWashington, District of Columbia20002
Clearance Level:
Active DoD - Top Secret
Required Certification(s):
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PMP
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ITIL v3 or 4 Foundation
SUMMARY
The Department of Homeland Security (DHS), U.S. Citizenship and Immigration Services (USCIS) IT Field Support (ITFS) Division of OIT is responsible for operational support of the entire user community in USCIS HQ offices, service centers, and field offices; Service Desk operations; IT equipment inventory management, mobility management, and hardware incident resolution.
The Deployment Manager shall work with the Government Deployment Manager during coordination of large office moves, opening of new facilities, relocations and refresh activities. The Deployment Manager shall be willing to travel and have strong project management and supervisory skills.
JOB DUTIES AND RESPONSIBILITIES
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Manage the deployment of IT staff and review/evaluate their work.
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Serve as the primary point of contact (POC) for deployment activities and be responsible for implementing deployment plans.
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Ensure task order deployment staff attend weekly OIT Facilities calls, ROC calls, deployment calls, release management calls and ASC calls to ensure IT requirements are provided for these moves, openings and relocations.
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Functions as a technical expert across multiple project assignments.
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Develop strategies for improvement
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Advise management on situations that may require additional client support or escalation; and
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Review customer satisfaction survey feedback from end users to improve services, tools and support experience
SUPERVISORY DUTIES
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Responsible for the oversight and management of deployment teams.
QUALIFICATIONS
Required Certifications
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PMP
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ITIL v3 or 4 Foundation
Education, Background, and Years of Experience
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Bachelor's Degree or higher
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Minimum of 3-5 years of deployment experience Infrastructure Background
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Knowledgeable of IT service desk environment
ADDITIONAL SKILLS & QUALIFICATIONS
Required Skills
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Excellent Customer Focus/Satisfaction Skills
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Excellent Communication Relationship Management Skills
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Strong Project Management Skills
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Strong infrastructure background
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Strong understanding of and ability to demonstrate the Agile Defense Core Values: Happy, Helpful, Honest, Humble, Hungry, Hustle
Preferred Skills
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CompTIA Security+ / Network+ / A+
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ServiceNow ITSM
WORKING CONDITIONS
Environmental Conditions
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Government site with possible off-hours work to support escalated issues. Work requires standing and walking up to 50% of the time. The working environment is generally favorable. Lighting and temperature are adequate, and there are not hazardous or unpleasant conditions caused by noise, dust, etc. Work is generally performed within an office environment, with standard office equipment available.
Strength Demands
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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
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Stand or Sit; Walk; Use Hands / Fingers to Handle or Feel; Stoop, Kneel, Crouch, or Crawl; See; 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.
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
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Be Infectious.
Happiness multiplies and creates a positive and connected environment where motivation and satisfaction have an outsized effect on everything we do.
Helpful
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Be Supportive.
Being helpful is the foundation of teamwork, resulting in a supportive atmosphere where collaboration flourishes, and collective success is celebrated.
Honest
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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
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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
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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
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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) Apply for this job | |