Security Engineering Lead

Overview

We are seeking a hands‑on Security Engineering Lead to manage the engineering and sustenance of CBP SOC’s security infrastructure. This role involves leading a team responsible for the full lifecycle management of security tools and applications across on‑premise, cloud, and transitional environments. The ideal candidate will have a strong background in network security, systems administration, and experience with a wide array of security solutions.

• Lead the administration, configuration, maintenance, and tuning of the CSD tool suite (SIEM, IDS/IPS, AV solutions).
• Oversee changes in software, hardware, facilities, and telecommunications to align with user needs.
• Provide technical leadership in evaluating and implementing new security technologies and processes.
• Manage security device signature maintenance, performance reporting, and optimizations.
• Support the CSD Service Desk and ISSOs during the ATO/ATT process.

• 3+ years of experience in security administration systems and support.
• Strong working knowledge of security services, networking, and security policy.
• Proven experience with network security solutions (L2/L3 devices, NAC, 802.1x, Firewalls, IDS/IPS, VPNs).
• Advanced knowledge of encryption algorithms, secure communications, SIEM, and embedded systems security.

• Minimum: A+, Security+, or Network+.
• Preferred: CISSP certification.

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: $116,900—$243,100 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 in response to a formal complaint or charge, in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or consistent with the company’s legal duty to furnish information.

California requires additional notifications for applicants and employees. If you are a California resident, live in or plan to work from Los Angeles County upon being hired for this position, please contact the appropriate office for additional important information.