DCIS Manager for DBH

Overview

FTI Defense is seeking a technical professional currently billing to DBH who has a strong desire to take on people leadership responsibilities while continuing to contribute directly in their current technical discipline. This opportunity is open to qualified DBH employees regardless of their current position or technical competency.

This is a hands on, billable leadership role supporting DBH. The Engineering Manager is expected to maintain a minimum 90 percent direct billable commitment to DBH while also fulfilling the people leadership and management responsibilities of the role. Leadership responsibilities will vary based on employee, program, and organizational needs and are not limited to a defined percentage of time. Candidates must understand that effective leadership requires flexibility and a willingness to invest the time and effort necessary to support their employees and the organization while consistently maintaining their DBH billable commitment.

Candidates must have a genuine interest in leading, developing, and supporting others and thrive in a demanding, fast paced environment where technical responsibilities, customer commitments, and people leadership priorities must be managed simultaneously. Success in this role requires initiative, resourcefulness, sound judgment, and the ability to proactively manage competing priorities.

The DCIS Engineering Manager will lead employees, continue contributing technically, and work as an integral member of the program leadership team alongside the Program Manager and DCIS leadership, sharing accountability for customer commitments, program execution, workforce needs, and financial performance.

Responsibilities

• Continue performing billable work supporting DBH while maintaining technical credibility through direct contribution within the employee’s area of expertise.
• Partner closely with the Program Manager and DCIS leadership, operating as one cohesive leadership team with shared accountability for successful program execution, customer commitments, financial performance, staffing, and employee needs.
• Lead, coach, and develop employees by establishing clear expectations, providing timely feedback and recognition, holding employees accountable, and conducting regular one on one and development conversations.
• Complete midyear and end of year performance evaluations and support decisions related to compensation, promotion, recognition, retention, succession planning, and performance improvement.
• Understand employees’ strengths, career interests, and development needs and identify mentoring, training, stretch assignments, knowledge transfer, and other opportunities that support individual growth and organizational needs.
• Build trust and maintain open communication with employees while addressing performance concerns, conflict, workload issues, and organizational or program changes directly and fairly.
• Maintain a comprehensive understanding of program requirements, technical delivery, staffing, schedules, performance, financial objectives, periods of performance, and current and projected workforce needs.
• Work collaboratively with the Program Manager and DCIS leadership to make staffing and resource decisions that balance employee capabilities and development, technical requirements, customer commitments, program performance, and financial objectives.
• Proactively identify technical, staffing, schedule, employee performance, customer, and financial risks and work collectively with the Program Manager and DCIS leadership to develop solutions and drive issues to resolution.
• Maintain accurate staffing plans and authorized staffing commitments in Demand Signal, ensuring changes are coordinated with the Program Manager and DCIS leadership.
• Support technical recruiting and workforce planning through resume review, interviewing, candidate assessment, selection, hiring, onboarding, and development of internal talent pipelines.
• Partner across Operations, Recruiting, other Engineering Managers, subject matter experts, and business leaders to address workforce needs and resolve resource conflicts.
• Promote consistent engineering processes, standards, tools, documentation, quality practices, and risk management appropriate to the teams and programs supported.
• Support technical planning, estimates, project execution measures, and continuous improvement while helping teams maintain quality, accountability, and delivery commitments.
• Understand FTI’s technology capabilities and work with program and DCIS leadership to identify customer needs and potential growth opportunities.
• Effectively manage competing technical, customer, program, and people leadership priorities, proactively seeking information, engaging the appropriate people, removing obstacles, and driving issues to resolution.
• Review and approve employee time sheets accurately and within established deadlines, address discrepancies or attendance concerns, and complete required managerial documentation in accordance with company and contract requirements.

Education/Qualifications

Required Qualifications and Experience

• Must currently be billing to DBH. Candidates may be considered from any position or technical discipline currently supporting DBH.
• Bachelor’s degree in engineering, computer science, information technology, mathematics, data science, cybersecurity, another relevant technical field, or equivalent relevant experience.
• Professional experience and sufficient technical depth to remain hands on and billable within the employee’s current or assigned technical area.
• Demonstrated leadership potential through project or team leadership, mentoring, technical leadership, problem solving, collaboration, or ownership of complex work.
• Strong desire to lead, develop, and support others and a willingness to dedicate the time and effort necessary to fulfill people leadership responsibilities while maintaining technical and customer commitments.
• Demonstrated ability to thrive in a fast paced, high-pressure environment while managing competing technical, customer, program, and people leadership priorities.
• Highly proactive and resourceful, with the initiative to seek out information, engage the right people, remove obstacles, and drive issues to resolution rather than waiting for direction or answers.
• Ability and willingness to set expectations, provide direct feedback, hold employees accountable, address performance concerns, and manage sensitive employee matters with sound judgment.
• Strong communication, problem solving, and decision-making skills with the ability to work effectively across employees, technical teams, Operations, program leadership, senior leadership, and customers.
• Ability to support workforce planning, recruiting, candidate assessment, staffing decisions, and employee development.
• Willingness to take on other responsibilities as assigned.
• Willingness to travel domestically on occasion for business needs.

Preferred Qualifications

• Previous experience as a people manager, team lead, technical lead, project lead, or mentor. Formal management experience is preferred but not required.
• Experience supporting multiple programs, contracts, task orders, or customer efforts with competing priorities.
• Knowledge of program execution requirements, or a demonstrated ability and desire to learn the business and operational aspects of program execution.

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