Senior Decision Analyst

Job Description

The Decision Analyst will apply quantitative analysis, statistical modeling, and decision science techniques to support strategic decision-making and optimize programmatic investments for the platform. Responsible for conducting comprehensive business case analyses, Analyses of Alternatives (AoAs), and trade‑off studies for proposed technical solutions, architectural changes, and resource allocations. Develop and utilize statistical models, cost‑benefit analyses, and risk assessment frameworks to evaluate different options against performance, cost, and schedule metrics.

Collaborate with program managers, engineers, and financial analysts to structure complex problems, quantify uncertainties, and provide data‑driven recommendations that ensure the client program makes the most efficient and effective use of its resources. Generate decision briefs, sensitivity analyses, and outcome forecasts to provide leadership with clear, defensible evidence for strategic choices, ensuring that major programmatic and technical decisions are grounded in rigorous analysis.

• 8 years of experience applying quantitative analysis, statistics, and business case development within large programs.
• Bachelor’s degree (or an additional 4 years of experience).

• Active TS/SCI clearance.

Compensation varies based on location, role, skill set and experience. The pay range for the states of California, Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Washington, Vermont, the District of Columbia, and the city of Cleveland is $106,300–$221,100 USD.

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.

If you are being considered for employment opportunities with Accenture Federal Services and need an accommodation for a disability or religious observance during the interview process or for the job you are interviewing for, please speak with your recruiter.

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 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 Company’s legal duty to furnish information.

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