Senior Reporting Architect

Job Description

The Performance Reporting Architect will conduct comprehensive systems engineering activities to support the client platform. Translate customer requirements into detailed system designs, develop and analyze system alternatives to recommend optimal solutions, and define user roles and personas to establish appropriate system access controls. Create and maintain system models, diagrams, and technical documentation throughout the development lifecycle. Perform trade studies to evaluate technical options against requirements, develop verification and validation procedures to ensure system compliance, and participate in technical reviews to assess design progress and quality.

Collaborate with cross‑functional engineering teams to ensure seamless system integration, identify and mitigate technical risks before they impact delivery, and support the resolution of technical issues throughout the system lifecycle. Implement requirements traceability to verify all customer needs are addressed, conduct system performance analysis to optimize operations, and develop technical specifications for system components. Evaluate emerging technologies for potential system enhancements, support system testing activities, and contribute to continuous improvement of systems engineering processes and methodologies.

• 8 years of experience in systems engineering for complex technical platforms
• Demonstrated ability to translate requirements into detailed system designs and support integration and documentation throughout the system lifecycle
• Skilled in risk mitigation and performance optimization
• Must meet DoD 8140 requirements
• Bachelor’s degree (or equivalent 4 years of experience) in IT, Cybersecurity, Computer Science, Information Systems, Data Science, or Software Engineering

• Active TS/SCI clearance

The base pay range for this position in the following locations is $116,900—$243,100 USD:
California, Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Washington, Vermont, the District of Columbia, and the city of Cleveland
.

We believe that no one should be discriminated against because of their differences. All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law. Our rich diversity makes us more innovative, more competitive, and more creative, which helps us better serve our clients and our communities.

For details, view a copy of the Accenture Federal Services Equal Opportunity Policy Statement. Accenture Federal Services is an Equal Employment Opportunity employer. Additionally, as an affirmative action employer for veterans and individuals with disabilities, Accenture Federal Services is committed to providing veteran employment opportunities to our service men and women.

Accenture Federal Services is committed to providing equal employment opportunities for persons with disabilities or religious observances, including reasonable accommodation when needed. If you are hired by Accenture Federal Services and require accommodation to perform the essential functions of your role, you will be asked to participate in our reasonable accommodation process. Accommodations made to facilitate the recruiting process are not a guarantee of future or continued accommodations once hired.

Applicants for employment in the US must have work authorization that does not now or in the future require sponsorship of a visa for employment authorization in the United States. Candidates who are currently employed by a client of Accenture Federal Services or an affiliated Accenture business may not be eligible for consideration. Job candidates will not be obligated to disclose sealed or expunged records of conviction or arrest as part of the hiring process.

The Company 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. Additionally, employees who have access to the compensation information of other employees or applicants as 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 Company’s legal duty to furnish information.